JP2024021836A - Program, information processing method, and information processing apparatus - Google Patents

Abstract

To provide a program or the like for calculating a salary increase based on employee evaluation.SOLUTION: A program causes a computer to execute: a process for obtaining first evaluation information regarding self-evaluation on goal management input by an employee and second evaluation information regarding self-evaluation on personnel evaluation; a process for receiving the input of first evaluation information and the second evaluation information for each employee from a superior; a process for displaying the first evaluation information and the second evaluation information for each employee; a process for adjusting a salary increase for each employee based on the first evaluation information and the second evaluation information; and a process for outputting a salary revision notice including the adjusted salary increase.SELECTED DRAWING: Figure 10

Description

The present invention relates to a program, an information processing method, and an information processing device.

Several techniques have been proposed for efficiently operating organizations such as companies. For example, a system that supports human resources and labor affairs has been proposed (Patent Document 1).

Japanese Patent Application Publication No. 2021-135949

In a company's personnel evaluation, a superior who is an evaluator evaluates the ability and contribution to the company of an employee who is being evaluated, and reflects this in the employee's salary increase or promotion. Appropriately evaluating employees and providing appropriate compensation is essential to improving employee motivation to work.

However, the technology disclosed in Patent Document 1 does not have a function of calculating a salary increase based on an employee's evaluation, and is insufficient as a system to support personnel and labor affairs.

One aspect is to provide a program that calculates salary increases based on employee evaluations.

A program according to one aspect acquires first evaluation information regarding objective management evaluation and second evaluation information regarding personnel evaluation input by employees, and obtains first evaluation information and second evaluation information for each employee. Receives input from superiors, displays each employee's first evaluation information and second evaluation information, adjusts each employee's salary increase amount based on the first evaluation information and second evaluation information, and calculates the amount of salary increase after adjustment. Outputs a salary revision notice that includes the amount of salary increase.

In one aspect, it is possible to provide a program that calculates a salary increase based on employee evaluations.

1 is a schematic diagram showing a configuration example of a labor system. FIG. 2 is a block diagram showing a configuration example of an employee terminal. FIG. 2 is a block diagram showing a configuration example of a superior terminal. FIG. 2 is a block diagram showing a configuration example of an administrator terminal. It is an explanatory diagram showing a data layout of an employee DB. FIG. 3 is an explanatory diagram showing a data layout of a review correspondence table. This is an example of an input screen operated by an employee or a superior. This is an example of an input screen operated by an employee or a superior. This is an example of an input screen operated by an administrator. 3 is a flowchart showing a processing procedure of a program executed by an administrator terminal. This is an example of an input screen operated by an administrator. 3 is a flowchart showing a processing procedure of a program executed by an administrator terminal. This is an example of a salary revision notice generated by the administrator terminal. This is an example of a notice of working conditions generated by the administrator terminal. It is an explanatory diagram showing a data layout of an employee DB. 3 is a flowchart showing a processing procedure of a program executed by an administrator terminal.

The labor system in this embodiment automatically calculates the amount of salary increase based on the employee's evaluation content. The amount of salary increase is calculated by two methods described below, and distributed to each employee according to the evaluation contents. Furthermore, this system generates a salary revision notice that reflects the salary increase amount and a working condition notice that reflects the working conditions arbitrarily set by the administrator, and then sends them to the terminal of the employee or superior. Employees or superiors can check these documents through their own terminals.

In this specification, evaluations made by employees themselves according to the degree of achievement of goals set by companies or individuals are referred to as "self-evaluation," and evaluations made by superiors of employees are referred to as "superior evaluations."

Embodiment 1 to Embodiment 4 will be described below based on the drawings.

[Embodiment 1]
FIG. 1 is a schematic diagram showing an example of the configuration of a labor system.

This system includes employee terminals 20, 20, . . . , superior terminals 30, 30, . . . , and a manager terminal 40. Each device is connected to a communication network NW such as the Internet or a LAN (Local Area Network).

The employee terminal 20 is an information processing terminal operated by an employee who is the person being evaluated. The superior terminal 30 is an information processing terminal operated by a superior who is an evaluator. The administrator terminal 40 is an information processing terminal operated by an administrator who manages personnel and labor affairs. Each information processing terminal is a personal computer, a smartphone, a tablet terminal, or the like. The superior terminal 30 and the administrator terminal 40 may be one common information processing terminal.

In this embodiment, one administrator terminal 40 will be described as performing processing related to this system, but a plurality of administrator terminals 40 may perform processing in a distributed manner. Further, part or all of the processing executed by the administrator terminal 40 may be executed on the cloud.

Through the employee terminal 20, the employee receives first evaluation information regarding the evaluation of goal management (hereinafter referred to as the first evaluation information on the employee's side) and second evaluation information regarding the evaluation of performance evaluation (hereinafter referred to as the employee's side evaluation information). (referred to as second evaluation information). The employee terminal 20 transmits the input first evaluation information and second evaluation information on the employee side to the manager terminal 40. The administrator terminal 40 receives this information and stores it in an employee DB 430 (data base), which will be described later.

Through the superior's terminal 30, the superior receives the first evaluation information regarding the evaluation of objective management (hereinafter referred to as the first evaluation information on the superior's side) and the second evaluation information regarding the performance evaluation (hereinafter referred to as the superior's side). (referred to as second evaluation information). The superior terminal 30 transmits the input first evaluation information and second evaluation information on the superior side to the administrator terminal 40. The administrator terminal 40 receives this information and stores it in an employee DB 430, which will be described later.

The manager operates the manager terminal 40 to manage information such as first evaluation information, second evaluation information, salary increases for each employee, salary revision notifications, and working condition notifications. The administrator terminal 40 adjusts the salary increase amount based on the first evaluation information and second evaluation information on the superior side transmitted from the superior terminal 30. The administrator terminal 40 sends a salary revision notice (see FIG. 13) and a working conditions notice (see FIG. 14) containing the adjusted salary to the employee terminals 20, 20, ... or the superior terminals 30, 30. Send to ,….

FIG. 2 is a block diagram showing an example of the configuration of the employee terminal 20. As shown in FIG. Employee terminal 20 includes a control section 21 , a storage section 22 , a communication section 23 , an input section 24 , and a display section 25 .

The control unit 21 is a processor such as one or more CPUs (Central Processing Units), MPUs (Micro-Processing Units), GPUs (Graphics Processing Units), or quantum processors, and executes various information processing.

The storage unit 22 is a temporary storage area such as SRAM (Static Random Access Memory) or DRAM (Dynamic Random Access Memory), and temporarily stores data necessary for the control unit 21 to execute processing.

The communication unit 23 is a communication interface for connecting to a communication network NW such as the Internet or a LAN.

The input unit 24 is an input interface such as a touch panel or mechanical operation buttons, and receives operation inputs from employees. Input unit 24 may be a microphone that collects the employee's voice commands.

The display unit 25 is a display screen such as a liquid crystal display or an organic EL (Electro Luminescence) display, and displays images. The display unit 25 displays, for example, screens for salary revision notices and working conditions notices, which will be described later.

FIG. 3 is a block diagram showing a configuration example of the superior terminal 30. The superior terminal 30 includes a control section 31, a storage section 32, a communication section 33, an input section 34, and a display section 35.

The control unit 31 is one or more CPUs, MPUs, GPUs, or processors such as quantum processors, and executes various information processing.

The storage unit 32 is a temporary storage area such as SRAM or DRAM, and temporarily stores data necessary for the control unit 31 to execute processing.

The communication unit 33 is a communication interface for connecting to a communication network NW such as the Internet or LAN.

The input unit 34 is an input interface such as a touch panel or mechanical operation buttons, and receives operation input from the superior. The input unit 34 may be a microphone that collects voice commands from the superior.

The display unit 35 is a display screen such as a liquid crystal display or an organic EL display, and displays images. The display unit 35 displays, for example, a screen for inputting evaluations for each employee.

FIG. 4 is a block diagram showing an example configuration of the administrator terminal 40. As shown in FIG. The administrator terminal 40 includes a control section 41 , a main storage section 42 , an auxiliary storage section 43 , a communication section 44 , an input section 45 , and a display section 46 .

The control unit 41 is one or more CPUs, MPUs, GPUs, or processors such as quantum processors, and executes various information processing.

The main storage unit 42 is a temporary storage area such as SRAM or DRAM, and temporarily stores data necessary for the control unit 41 to execute processing.

The auxiliary storage unit 43 is a memory such as an SSD (Solid State Drive) or an HDD (Hard Disk Drive). The auxiliary storage unit 43 stores an employee DB 430, a review correspondence table 431, a salary revision notification format, a working condition notification format, a program 440 (program product) that causes the administrator terminal 40 to execute processing, and other data. Remember. The employee DB 430 and the review correspondence table 431 may be stored in another DB server.

Note that the administrator terminal 40 may include a reading section that reads the portable storage medium 40a, and may read the program 440 from the portable storage medium 40a. Further, the administrator terminal 40 may download the program 440 from another computer via the communication network NW or the like.

The communication unit 44 is a communication interface for connecting to a communication network NW such as the Internet or a LAN.

The input unit 45 is an input interface such as a touch panel or mechanical operation buttons, and receives operation input from the administrator. The input unit 45 may be a microphone that collects the administrator's voice commands.

The display unit 46 is a display screen such as a liquid crystal display or an organic EL display, and displays images. The display unit 46 displays a management screen for checking, for example, the employee's goals, evaluations from multiple superiors, or the company's salary resources.

FIG. 5 is an explanatory diagram showing the data layout of the employee DB 430.

The employee DB 430 is a DB that stores fields of employee ID (Identifier), name, objective management evaluation, personnel evaluation evaluation, evaluation score, final evaluation, and evaluation word. The evaluation field for goal management and the evaluation field for personnel evaluation each have a self-evaluation field and a superior evaluation field.

Identification information for identifying an employee is stored in the employee ID field. The name field stores the name of the employee corresponding to the employee ID. The goal management evaluation field stores self-evaluation and superior evaluation regarding goal management evaluation. In the evaluation field of personnel evaluation, self-evaluation and superior evaluation regarding evaluation of personnel evaluation are stored.

The evaluation score field stores evaluation points obtained by multiplying the evaluation of objective management and the evaluation of personnel evaluation by a predetermined coefficient and adding them together. For example, to calculate the evaluation score for employee a, multiply the "superior evaluation score (81 points)" in the evaluation field of objective management by a predetermined coefficient (for example, 0.6), and then The "superior evaluation score (70 points)" is multiplied by a predetermined coefficient (for example, 0.4), and the total is calculated as 76.6. The calculation formula is as shown in Equation 1 below.
(Evaluation score of employee a) = 81 x 0.6 + 70 x 0.4 = 76.6 (points) (Formula 1)

The final evaluation field stores the evaluation given to the employee by the final evaluator. Employee evaluations are conducted by multiple superiors, and the final evaluator, who makes the final decision, uses the evaluation to calculate salary increases. The final evaluator inputs a "final evaluation" through the superior's terminal 30, taking into consideration the automatically calculated evaluation points for the employee.

For example, in the final evaluation field corresponding to employee a, the final evaluation: 80 points is stored as a score higher than the evaluation score: 76.6 points. In this way, the final evaluator may upwardly revise the evaluation of the employee. Further, in the final evaluation field corresponding to employee d, final evaluation: 69 points is stored as a score lower than evaluation score: 70 points. In this way, the final evaluator may downwardly revise the evaluation of the employee. Alternatively, the evaluation score automatically calculated by the administrator terminal 40 may be directly input as the "final evaluation."

The employee's evaluation is stored in the evaluation field. The administrator terminal 40 refers to a review correspondence table 431, which will be described later, and identifies the review that corresponds to the final evaluation.

FIG. 6 is an explanatory diagram showing the data layout of the review correspondence table 431. The evaluation correspondence table 431 stores the correspondence between evaluation points and evaluation words.

The evaluation score field stores evaluation scores for employees. The evaluation field stores evaluations of employees in stages. Evaluations can be sorted according to the range of evaluation points, for example, 90-100 points: S, 80-89 points: A, 70-79 points: B, 60-69 points: C, 59 points or less: D. It can be set as follows.

Next, details when an employee, superior, or manager inputs evaluation points from their respective terminals will be explained using FIGS. 7 to 9.

FIG. 7 is an example of an input screen operated by an employee or a superior. As shown in FIG. 7, the display section of each terminal displays the employee's name, multiple goals, self-evaluation, and superior evaluation as a detailed screen for goal management. Weights, process points, and achievement points are set for multiple goals.

FIG. 8 is an example of an input screen operated by an employee or a superior. As shown in FIG. 8, the display unit of each terminal displays a basic work performance area and an applied work performance area as detailed screens for personnel evaluation. Each area displays weights, supervisor ratings (eg, comments to employees), self-ratings, and multiple supervisor ratings.

Employees and their supervisors determine the employee's goals in consultation. Employees set their own goals through the employee terminal 20. The superior sets weights, process points, and achievement points according to the type of goal through the superior's terminal 30. The employee terminal 20 and the superior terminal 30 accept setting input from each user and transmit the information input to the administrator terminal 40. The administrator terminal 40 stores various setting values in the auxiliary storage section 43. Each time the administrator terminal 40 receives the input content, it rewrites the information displayed on the input screen.

Weights, process points, and achievement points are judgment materials for evaluating employees, and predetermined numerical values are set. For example, the weight is set in 20 steps from 1 to 20. Further, for example, it is assumed that the process points and the achievement points are set in five stages from 1 to 5, and the higher the numerical value, the higher the evaluation.

The weight is a coefficient by which the score is multiplied when calculating the evaluation score. A goal that is difficult to achieve may be weighted high, and a goal that is easy to achieve may be weighted low. Process points are indicators set to evaluate the process of achieving a goal. Achievement points are indicators determined according to the degree of goal achievement.

Employees and superiors determine evaluation points for objective management and performance evaluation based on weights, process points, and achievement points that have been agreed upon in advance within the company. Employees and superiors enter evaluation points for goal management and personnel evaluations through their own terminals.

The superior terminal 30 can also set only either process points or achievement points depending on the type of goal. For example, as shown in FIG. 7, both a process point and an achievement point may be set for the qualitatively evaluated goal "#1: Focus on teaching subordinates." On the other hand, only achievement points may be set for the quantitatively evaluated goal of "#2: Achieve sales of 1 million yen."

A superior terminal 30 owned by a superior (for example, superior a, superior b, and superior c in FIG. 8) including the final evaluator inputs the superior's evaluation of the employee's performance evaluation. Each superior terminal 30 transmits the evaluation score of the superior evaluation to the administrator terminal 40. The administrator terminal 40 receives the evaluation points of the superior evaluation, and calculates an average value based on the evaluation points of the superior evaluation. The administrator terminal 40 stores the calculated average value in the superior evaluation field of the personnel evaluation in the employee DB 430.

As shown in Figures 7 and 8, each terminal displays self-evaluation and superior evaluation as a list, allowing employees and superiors to recognize differences in each other's evaluations, which helps improve work motivation. We can provide a system that contributes to

FIG. 9 is an example of an input screen operated by the administrator. As shown in FIG. 9, the administrator terminal 40 displays, as a comprehensive evaluation detailed screen, the employee's name, the period to be reflected in salary, target management evaluation, personnel evaluation evaluation, final evaluation, final evaluation adjustment column, and display a refresh button.

The administrator terminal 40 reads out the superior evaluation of goal management and the superior evaluation of personnel evaluation from the employee DB 430. The administrator terminal 40 displays each read evaluation. The administrator terminal 40 displays the evaluation score calculated using Formula 1 as the final evaluation (automatic totalization). The administrator terminal 40 refers to the review correspondence table 431 and displays the reviews corresponding to each evaluation point.

When the final evaluator determines that the automatically calculated "final evaluation (automatically tallied)" for employee a is an appropriate evaluation, the evaluation for employee a is not adjusted. In that case, the administrator terminal 40 stores the automatically compiled evaluation in the final evaluation field of the employee DB 430. On the other hand, when the final evaluator determines that the automatically calculated "final evaluation (automatic tally)" for employee a is not an appropriate evaluation, the final evaluator adjusts the evaluation of employee a through the administrator terminal 40. can do.

The final evaluator adjusts the final evaluation score for the employee by referring to the comprehensive evaluation details screen shown in FIG. 9. The final evaluator selects the update button through the administrator terminal 40. The administrator terminal 40 receives the input of the final evaluation score and the selection of the update button, and stores the adjusted evaluation in the final evaluation field of the employee DB 430.

[How to adjust salary funds]
The manager inputs his company's salary resources in advance through the manager terminal 40. The administrator terminal 40 stores the input salary funds in the auxiliary storage section 43. When adjusting the salary increase amount, the administrator terminal 40 reads the salary funds stored in the auxiliary storage unit 43. The administrator terminal 40 adjusts the salary increase amount based on the salary source, first evaluation information, and second evaluation information. The two adjustment methods will be explained below in order.

One is ``a method to adjust salary resources according to employee evaluation distribution,'' and the other is ``a method to identify a standard employee and adjust salary resources based on the identified employee.'' be.

<How to adjust salary resources according to employee evaluation distribution>
Below, we will exemplify a case where the 24,200 yen worth of salary funds prepared for the increase is adjusted as the salary increases for employees a, b, and c.

The administrator terminal 40 reads the final evaluations of employee a: 80 points, employee b: 90 points, and employee c: 72 points from the employee DB 430. The manager terminal 40 totals the scores of each employee. For example, the total score is calculated as 80+90+72=242 (points).

The administrator terminal 40 reads out the salary funds stored in the auxiliary storage section 43. The administrator terminal 40 calculates the amount of salary increase per evaluation point (hereinafter referred to as allocation points) by dividing the total score by the read salary fund. For example, the distribution points are calculated as 24,200 (yen) ÷ 242 (points) = 100 (yen/point).

The administrator terminal 40 multiplies the employee's evaluation score by the distribution point to calculate the salary increase amount for each employee as shown in Equations 2 to 4.
(Salary increase amount for employee a) = 80 (points) x 100 (yen/point) = 8,000 (yen) (Formula 2)
(Salary increase amount for employee b) = 90 (points) x 100 (yen/point) = 9,000 (yen) (Formula 3)
(Salary increase amount for employee c) = 72 (points) x 100 (yen/point) = 7,200 (yen) (Formula 4)

Finally, the administrator terminal 40 outputs the salary increase amount for each employee in the salary increase amount column of the "salary revision notification".

FIG. 10 is a flowchart showing the processing procedure of the program executed by the administrator terminal 40. As shown in FIG. The control unit 41 of the administrator terminal 40 executes the following processing based on the program 440.

The control unit 41 reads out the evaluation scores of each employee stored in the employee DB (step S101). The control unit 41 totals the evaluation scores of each employee (step S102). The control unit 41 reads out the salary funds stored in the auxiliary storage unit 43 (step S103). The control unit 41 divides the calculated total value by the read salary fund (step S104).

The control unit 41 obtains distribution points based on the divided value (step S105). The control unit 41 multiplies the evaluation points of each employee by the distribution points (step S106). The control unit 41 determines the amount of salary increase for each employee (step S107).

The control unit 41 stores the determined salary increase amount in association with each employee in the employee DB 430 (step S108). The control unit 41 outputs the adjusted salary increase amount for each employee in the salary increase amount column of the "salary revision notification" (step S109). The control unit 41 outputs the salary revision notification to the employee terminal 20 or the superior terminal 30 (step S110). The control unit 41 ends the series of processing.

<Method of identifying standard employees and adjusting salary resources based on the identified employees>
In the following, a case will be exemplified in which the 15,000 yen salary fund prepared for the increase is adjusted as the salary increases of employees a, b, c, d, and e.

The administrator terminal 40 reads each employee's final evaluation from the employee DB 430. The final evaluation for each employee is as follows.
Employee A: 80 points Employee B: 90 points Employee C: 72 points Employee D: 69 points Employee E: 54 points

The administrator terminal 40 calculates the average value of the final evaluation. For example, the average value=(80+90+72+69+49)÷5=72 (points). The administrator terminal 40 calculates the difference between the calculated average value and the final evaluation of each employee, and compares the absolute value of each difference between the employees. The administrator terminal 40 identifies the employee whose final evaluation is closest to the average value of the final evaluations. In the above example, the administrator terminal 40 identifies employee c as the reference employee.

The administrator terminal 40 calculates the amount of salary increase to be distributed to the standard employees by (salary resources ÷ number of employees). For example, allocation amount = 15,000÷5=3,000 (yen). The administrator terminal 40 allocates the distribution amount to the employee c and sets it as the salary increase amount for the employee c. The administrator terminal 40 calculates the salary increase amount for each review based on the evaluation, such as +500 yen if the evaluation is one level higher than the standard employee review, and -500 yen if the evaluation is one level lower. Applying this calculation method, based on the salary increase amount, an S rating will be 4,000 yen, an A rating will be 3,500 yen, a C rating will be 2,500 yen, and a D rating will be 2,000 yen.

After the salary increase amount for each employee is determined, the administrator terminal 40 determines whether the total salary increase amount is within the range of salary resources. If the total salary increase amount is within the range of salary resources, the administrator terminal 40 allocates the calculated salary increase amount to each employee. At this time, the final salary increase may be adjusted through the administrator terminal 40. The administrator terminal 40 generates a salary revision notification based on the information stored in the employee DB 430.

On the other hand, if the total amount of salary increase is not within the range of salary resources, the process moves on to readjusting the amount of salary increase. When re-adjusting the salary increase amount, the administrator terminal 40 causes the display unit 46 to display a message that "the salary increase amount needs to be readjusted." The administrator terminal 40 displays a predetermined proposal screen on the display unit 46 in order to keep the total salary increase amount within the range of salary resources.

FIG. 11 is an example of an input screen operated by the administrator. As shown in FIG. 11, the administrator terminal 40 displays text indicating that the salary increase amount needs to be readjusted.

The predetermined proposal contents displayed by the administrator terminal 40 include, for example, changing the employee's evaluation score (action 1), reducing the number of employees who have received a predetermined evaluation (S rating in this example) (action 2), or an adjustment method such as reducing the salary increase allocated to a predetermined evaluation (A evaluation in this example) (Countermeasure 3). The manager selects one of actions 1 to 3 through the manager terminal 40 in order to readjust the salary increase amount. This selection allows the total amount of salary increases to be allocated to be suppressed and within the range of salary resources.

In this embodiment, a case will be exemplified in which the administrator terminal 40 accepts the selection of one countermeasure plan and fits within the range of salary resources. Note that each response plan may be combined to fit within the scope of salary resources.

When the administrator terminal 40 accepts the selection of response 1, the predetermined proposal screen transitions to a detailed comprehensive evaluation screen (FIG. 9). The manager selects, through the manager terminal 40, the employee whose evaluation score he/she wants to change. The administrator terminal 40 reads the evaluation information of the corresponding employee from the employee DB 430 and displays it on the display unit 46. The manager changes the final evaluation score for the employee.

The administrator selects the update button through the administrator terminal 40 (see FIG. 9). The administrator terminal 40 receives the input of the final evaluation score and the selection of the update button, and stores the adjusted evaluation in the final evaluation field of the employee DB 430. Finally, when the manager selects the readjustment button shown in FIG. 11 through the manager terminal 40, the manager terminal 40 readjusts the salary increase amount based on the changes in the evaluation points received in "Action 1".

When the administrator terminal 40 accepts the selection of action 2, the predetermined proposal screen transitions to a detailed comprehensive evaluation screen (FIG. 9). The administrator terminal 40 refers to the employee DB 430, reads out the evaluation information of the employee who has received the S evaluation, and displays it on the display section 46. The manager changes the final evaluation score for employees to reduce the number of employees receiving an S rating.

The administrator selects the update button through the administrator terminal 40 (see FIG. 9). The administrator terminal 40 receives the input of the final evaluation score and the selection of the update button, and stores the adjusted evaluation in the final evaluation field of the employee DB 430. Finally, when the manager selects the readjust button shown in FIG. 11 through the manager terminal 40, the manager terminal 40 readjusts the salary increase amount based on the downward revision received in "Action 2".

When the administrator terminal 40 accepts the selection of action 3, the screen changes to a screen for inputting a new setting value (salary increase amount) (not shown). In advance, the manager terminal 40 specifies a reference employee and calculates the salary increase amount for each review. In order to change this salary increase amount, the manager inputs a new salary increase amount through the administrator terminal 40.

For example, if there are 20 employees receiving an A rating, if you change the salary increase amount for the A rating from 3,500 yen to 3,000 yen, the 10,000 yen that exceeds the salary source will be canceled and the salary will be increased by 10,000 yen. It can be kept within the scope of the funding. Finally, when the manager selects the readjustment button in FIG. 11 through the manager terminal 40, the manager terminal 40 readjusts the salary increase amount based on the new setting value received in "Action 3".

After the processing of response 1, response 2, or response 3, if the administrator terminal 40 determines that the salary is within the range of salary resources, the re-adjusted salary increase amount is stored in the employee DB 430. The administrator terminal 40 does not display text indicating that the salary increase amount needs to be readjusted because the total amount of the salary increase has fallen within the range of salary resources.

As described above, even if the total amount of salary increases for each employee exceeds the salary resources, the salary increases can be distributed appropriately.

FIG. 12 is a flowchart showing the processing procedure of the program executed by the administrator terminal 40. The control unit 41 of the administrator terminal 40 executes the following processing based on the program 440.

The control unit 41 reads out the evaluation scores of each employee stored in the employee DB 430 (step S201). The control unit 41 calculates a predetermined statistic based on the evaluation score of each employee (step S202). The control unit 41 identifies the employee based on the calculated predetermined statistics (step S203). The control unit 41 acquires the evaluation score of the identified employee (step S204).

The control unit 41 tentatively determines the salary increase amount for the identified employee based on the salary increase calculation table (step S205). The control unit 41 allocates the salary increase amount to the remaining employees based on the tentatively determined salary increase amount (step S206). The control unit 41 determines whether the total amount of salary increase for each employee is within the range of salary funds (step S207).

If it is determined that it is not within the range (step S207: NO), the control unit 41 displays on the administrator terminal 40 that the salary increase amount needs to be readjusted (step S208). After readjusting the salary increase amount (step S209), the control unit 41 returns to the process of step S207.

On the other hand, if it is determined that it is within the range (step S207: YES), the control unit 41 stores the salary increase amount of each employee in the employee DB 430 (step S210). The control unit 41 outputs the adjusted salary increase amount of each employee to the salary increase amount column of the "salary revision notification" (step S211). The control unit 41 outputs the salary revision notification to the employee terminal 20 or the superior terminal 30 (step S212). The control unit 41 ends the series of processing.

The salary increase amount for each employee is determined by the above two adjustment methods. By automatically calculating the salary increase amount for each employee, it not only streamlines human resources and labor affairs operations, but also makes it possible to present a salary increase that is easy for employees to accept.

Note that the method of calculating the amount of salary increase by this system is not limited to the above-mentioned content, and depending on the evaluation, the amount of salary increase may be calculated as 0 yen, or the employee who is subject to a salary reduction may be specified.

In this embodiment, a case has been described in which a raise amount is reflected in the general salary (basic salary), but the present invention is not limited to this. The amount of salary increase may be reflected on the bonus, or may be reflected on both the general salary (base salary) and the bonus. If the increase is to be reflected in both, the information processing device 10 specifies a predetermined distribution for the general salary (base salary) and bonus (for example, base salary: bonus = 6:4), and determines the salary increase amount.

In this embodiment, a case has been described in which the salary increase amount is adjusted based on salary resources, but the present invention is not limited to this. The information processing device 10 may obtain the total amount of personnel expenses as a resource for the salary increase amount instead of the salary resource, and may adjust the salary increase amount based on the total amount.

Further, by determining grades according to the evaluation content obtained by employees, the salary increases may be indirectly reflected. In that case, for example, the information processing device 10 specifies that an S-rated employee will be promoted to the second grade and an A-rated employee will be promoted to the first grade, and then provides the basic salary or bonus corresponding to the promoted grade to the corresponding employee. Assign to.

[Embodiment 2]
In the second embodiment, a process of generating a salary revision notification based on the determined salary increase amount will be described. Note that the same content as in Embodiment 1 is given the same reference numeral and the description thereof will be omitted.

FIG. 13 is an example of a salary revision notice generated by the administrator terminal 40. As shown in FIG. 13, the salary revision notification includes the revised details such as the salary column before the salary increase (before revision) and the salary column after the salary increase (after revision). For example, basic salary, various allowances, position, grade, title number, or overtime hours are recorded.

The basic information of the employee shown in FIG. 13 is stored in a basic information DB provided in the administrator terminal 40 (not shown). The control unit 41 of the administrator terminal 40 reads the basic information of the relevant employee from the basic information DB and writes it into the format of the salary revision notice stored in the auxiliary storage unit 43.

After calculating the salary increase amount for each employee, the control unit 41 writes the salary increase amount in the salary revision notice. The administrator terminal 40 generates a salary revision notification including the adjusted salary increase amount. The administrator terminal 40 transmits the generated salary revision notification to the employee terminal 20. Employees can check their own salary revision notifications through the employee terminal 20.

As described above, according to the second embodiment, it is possible to create a salary revision notice based on the salary increase amount of each employee.

[Embodiment 3]
In Embodiment 3, details of the working conditions notification form generated by the administrator terminal 40 will be explained. Note that the same content as in Embodiment 1 is given the same reference numeral and the description thereof will be omitted.

FIG. 14 is an example of a working conditions notice generated by the administrator terminal 40. As shown in FIG. 14, various working conditions are described in the working conditions notice. Various working conditions include, for example, contract period, employment type, work location, working hours, break time, holidays, overtime work regulations, annual paid leave regulations, wages (e.g. basic salary, various allowances, overtime pay, etc.) ), wage regulations, retirement regulations, social insurance, or probationary periods.

The working conditions of the employees shown in FIG. 14 are stored in a working conditions DB provided in the administrator terminal 40 (not shown). The control unit 41 of the administrator terminal 40 reads the working conditions of the relevant employee from the working conditions DB, and writes them into the format of the working conditions notification form stored in the auxiliary storage unit 43.

The manager inputs the working conditions of each employee through the superior terminal 30 or the manager terminal 40. The superior terminal 30 or the manager terminal 40 receives input of each employee's working conditions. The administrator terminal 40 generates a working conditions notification based on the working conditions. The manager terminal 40 transmits the generated working conditions notification form to the employee terminal 20. Employees can check their own working conditions through the employee terminal 20.

As described above, according to the third embodiment, it is possible to create a notice of working conditions based on the working conditions of each employee.

[Embodiment 4]
In Embodiment 4, a method will be described in which a salary increase is calculated by evaluating whether a person is behaving in accordance with a management philosophy. Note that the same content as in Embodiment 1 is given the same reference numeral and the description thereof will be omitted.

In evaluating employees, in addition to the first evaluation information and second evaluation information described in Embodiment 1, there is a viewpoint of "are the employees acting in accordance with the management philosophy?" Some companies have employees who demonstrate high performance but act in ways that go against the management philosophy. In this case, if salary increases are determined based on the first and second evaluation information, employees will be given high treatment even though they are acting contrary to the management philosophy, which will cause dissatisfaction among surrounding employees. It is assumed that

Therefore, by reflecting the evaluation of whether the company is acting in accordance with the management philosophy in the amount of salary increases, it is possible to improve the motivation of all employees to work.

FIG. 15 is an explanatory diagram showing the data layout of the employee DB 430. The employee DB 430 is a DB that stores fields of employee ID, name, evaluation score for goal management, evaluation score for personnel evaluation, evaluation score for management philosophy, evaluation score, final evaluation, and evaluation word. Fields other than the management philosophy evaluation point field are the same as those described for the employee DB 430 in FIG. 5, so their description will be omitted.

The management philosophy evaluation score field stores third evaluation information on whether employees are acting in accordance with the management philosophy. The third evaluation information includes self-evaluation and superior evaluation. The administrator terminal 40 calculates the salary increase based on the first evaluation information, the second evaluation information, and the third evaluation information in the same manner as described in the first embodiment.

Examples of actions in accordance with the management philosophy include whether employees act daily in accordance with company mottos such as "customer first" and "honesty," whether employees are able to explain the management philosophy to new employees in an easy-to-understand manner, and whether employees are able to clearly explain the contents of the management philosophy to new employees. An example of this is whether the management philosophy is quoted in documents or emails.

Supervisors observe employees' daily behavior and evaluate whether they are acting in accordance with the management philosophy. The superior inputs the superior's evaluation in the management philosophy evaluation through the superior's terminal 30. Employees reflect on their own actions and self-evaluate whether they were acting in accordance with the management philosophy. The employee inputs a self-evaluation in the management philosophy evaluation through the employee terminal 20.

The employee terminal 20 and the superior terminal 30 transmit the self-evaluation and superior evaluation in the management philosophy evaluation to the administrator terminal 40. The administrator terminal 40 stores the evaluation in the employee DB 430 shown in FIG. 15.

FIG. 16 is a flowchart showing the processing procedure of the program executed by the administrator terminal 40. The control unit 41 of the administrator terminal 40 executes the following processing based on the program 440.

The control unit 41 acquires the self-evaluation and superior evaluation in the objective management evaluation, the self-evaluation and superior evaluation in the performance evaluation, and the self-evaluation and superior evaluation in the management philosophy evaluation (step S301). . The control unit 41 calculates evaluation points based on each evaluation (step S302). The control unit 41 outputs the calculated evaluation points to the employee terminal 20 or the superior terminal 30 (step S303).

The final evaluator takes into consideration the evaluation points calculated by the control section 41 and inputs the final evaluation through the input section 45. The control unit 41 receives input of the final evaluation (step S304). The control unit 41 adjusts the salary increase amount for each employee based on the final evaluation (step S305). The control unit 41 generates a salary revision notification including the adjusted salary increase amount (step S306). The control unit 41 outputs the generated salary revision notification to the employee terminal 20 or the superior terminal 30 (step S307).

The manager inputs the working conditions of each employee through the input section 45. The control unit 41 receives input of each employee's working conditions (step S308). The administrator terminal 40 generates a working conditions notification based on the working conditions (step S309). The administrator terminal 40 transmits the generated working conditions notice to the employee terminal 20 (step S310). The control unit 41 ends the series of processing.

As described above, according to Embodiment 4, it is possible to reflect the evaluation of whether the employee is acting in accordance with the management philosophy in the amount of salary increase.

As described above, according to Embodiments 1 to 4, it is possible to provide a program and the like that calculates a salary increase based on evaluations of employees.

Although the present embodiment has been described as adjusting the amount of salary increase based on superior evaluation, the present invention is not limited to this. The administrator terminal 40 may add self-evaluation to the superior's evaluation to adjust the amount of salary increase. In that case, the administrator terminal 40 calculates an average value based on the evaluation scores of the superior evaluation and self-evaluation, and then calculates the evaluation score by multiplying the average value by a predetermined coefficient. The administrator terminal 40 adjusts each employee's salary increase based on the evaluation score. By incorporating self-evaluation into the salary increase amount, it is possible to calculate a salary increase that employees are more satisfied with.

In addition, the administrator terminal 40 may calculate evaluation points based only on goal management, personnel evaluation, and self-evaluation of management philosophy. In addition, the administrator terminal 40 calculates the evaluation score based on the average value of the first evaluation information, the second evaluation information, and the third evaluation information, or calculates the evaluation score based on the average value of the first evaluation information, the second evaluation information, and the third evaluation information. The evaluation score may be calculated by multiplying each of the three evaluation information by a predetermined coefficient.

Note that various parameters included in the above-mentioned adjustment method (for example, a predetermined coefficient by which evaluation points are multiplied, process points, achievement points, etc.) can be changed through the input unit 45 of the administrator terminal 40. Further, it is also possible to set through the administrator terminal 40 which adjustment method to use to calculate the employee's salary increase.

The embodiments disclosed herein are illustrative in all respects and are not restrictive. The technical scope of the present invention is not defined in the meaning disclosed above, but is determined based on the description of the claims, and includes all changes within the meaning and range equivalent to the claims.

Items described in each embodiment can be combined with each other. Moreover, the independent claims and dependent claims recited in the claims may be combined with each other in any and all combinations, regardless of the form in which they are cited. Further, although the scope of claims uses a format in which claims refer to two or more other claims (multi-claim format), the invention is not limited to this format. It may be written using a multi-claim format that cites at least one multi-claim.

20 Employee terminal 21 Control unit 22 Storage unit 23 Communication unit 24 Input unit 25 Display unit 30 Supervisor terminal 31 Control unit 32 Storage unit 33 Communication unit 34 Input unit 35 Display unit 40 Manager terminal 40a Portable storage medium 41 Control unit 42 Main memory 43 Auxiliary memory 430 Employee DB
440 program (program product)
44 Communication section 45 Input section 46 Display section NW Communication network

Claims (10)

Obtain the first evaluation information regarding the objective management evaluation and the second evaluation information regarding the performance evaluation entered by the employee,
Receive input of first evaluation information and second evaluation information for each employee from superiors,
Display the first evaluation information and second evaluation information of each employee,
Adjust the salary increase amount for each employee based on the first evaluation information and the second evaluation information,
A program that causes a computer to perform the process of outputting a salary revision notice that includes the adjusted salary increase amount. Obtain salary funds,
The program according to claim 1, which adjusts the amount of salary increase based on evaluation points according to acquired salary resources, first evaluation information, and second evaluation information. Calculate the total value by adding up the evaluation scores of each employee,
Divide the total value by the salary source,
Determine the amount of salary increase per evaluation point,
3. The program according to claim 2, which multiplies each employee's evaluation score by the amount of salary increase per evaluation point. Based on predetermined statistics, determine the employees who will be the basis for the salary increase,
obtain the evaluation score of the employee;
Determine the amount of salary increase corresponding to the evaluation point,
3. The program according to claim 2, wherein the program allocates a predetermined salary increase amount to each employee based on the determined salary increase amount. Accepts input of each employee's working conditions,
The program according to any one of claims 1 to 4, which outputs a working condition notification based on the working conditions. Outputs an input screen for employees to operate,
The program according to claim 1 or 2, wherein a plurality of goals, evaluation points for each goal, self-evaluation, and superior evaluation are displayed on the input screen. Display the input screen operated by the administrator,
3. The program according to claim 1, wherein a predetermined proposal screen is displayed on the input screen when the total amount of salary increases corresponding to each employee exceeds salary resources. Obtain third-party evaluation information regarding whether employees are acting in accordance with the management philosophy input,
Receive input of third-party evaluation information for each employee from superiors,
Display the third evaluation information of each employee,
The program according to claim 2, wherein the salary increase amount is adjusted based on evaluation points according to the third evaluation information, the salary resources, the first evaluation information, and the second evaluation information. The computer is
Obtain the first evaluation information regarding the objective management evaluation and the second evaluation information regarding the performance evaluation entered by the employee,
Receive input of first evaluation information and second evaluation information for each employee from superiors,
Display the first evaluation information and second evaluation information of each employee,
Adjust the salary increase amount for each employee,
An information processing method that outputs a salary revision notice that includes the adjusted salary increase amount. In an information processing device including a control unit,
The control unit includes:
Obtain the first evaluation information regarding the objective management evaluation and the second evaluation information regarding the performance evaluation entered by the employee,
Receive input of first evaluation information and second evaluation information for each employee from superiors,
Display the first evaluation information and second evaluation information of each employee,
Adjust the salary increase amount for each employee,
An information processing device that outputs a salary revision notice that includes the adjusted salary increase amount.

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