https://blog.csdn.net/xiaoyw/article/details/33722431
1 Introduction
Some time ago, we received a higher level of information technology department in charge of a task, let us based on several assessment, evaluation scoring needs to be a vote scoring system building programs. Reported lower workload.
Initially, the information relevant department manager gave me two departments, a total of five assessment scoring table and asked to evaluate the scoring system made of a flexible system configuration, basic reached in other sectors and then made a similar assessment of the rate needs. By configuring the maintenance personnel to achieve new business evaluation score.
I also think reasonable, again, similar information needs. It should be merged, consider a unified, centralized construction, and to consider future development.
Therefore, under the assistance of colleagues, reported to the user 11.7 man-months of work.
The main planning functions such as the following list:
May 27. Information technology departments related personnel accreditation, discussion meeting. Head of the participants into three business units four business directions. Made very many comments on the workload and planning function, conference organizers asked the business sector representatives, investment software to make 200,000 such systems. How do you see? "Assuming spend the money, I still manual handling assessment score", a business sector representatives replied. There is also a business representative said. "I think this software will value 20,000 yuan."
Conclusions of the meeting is to come up with another solution, and then review the discussion.
2, needs and requirements analysis
2.1, demand brief
Among a demand: an integrated approach to employee evaluation
1, evaluation principles
- Performance-oriented principles. To contribute to the core business, to conduct a comprehensive assessment of the KPI, based on a comprehensive evaluation.
- The principle of open and fair justice.
A comprehensive evaluation to take 360-degree democratic evaluation mode. Through open and fair and impartial evaluation of democracy, reflecting the relative objectivity of evaluation results.
- Management is responsible for the principle of gradual and layered. Unified organization and coordination by the HR department, various professional sectors detailed implementation, evaluation content and weight. Various professional departments of the details can be adjusted.
- Strengthen the application of the principles of evaluation results.
- KPI assessment, contribution, degree of competence and ethical evaluation.
- The main KPI assessment results to measure performance of employees working in this job. Emphasis on the responsibilities of staff and key performance indicators of completed cases.
- KPI assessment results are divided into excellent, good, to be improved, needs to be improved four grades.
- Comprehensive evaluation on an annual cycle, departments need to be organized in accordance with monthly, quarterly or six months evaluation.
Three requirements of: comprehensive performance appraisal department
Examples scoring table for example, as seen in FIG:
2.2, demand analysis
Through needs analysis, according to achieve the goal scoring. then. Planning the system business functions such as the following diagram see.
During the analysis, it was found that the general evaluation unchanged for years, focusing on only the right to a different assessment, evaluation of needs some adjustments. 360-degree assessment, evaluation of examination results and other assessment content, use software to achieve is very difficult, and. Even if achieved. Development costs are too high. In summary, the needs of the target can be achieved as follows:
- Realization scoring functions in software systems;
- Detailed examination is carried out by the data derived from the system;
- The right to be able to score a table heavy maintenance;
- Rate tables that are involved and the scoring is scoring people to manage the system;
- Anonymous scoring.
3, design
3.1, the planning function
As seen in the functional block diagram, the main functions of the system are designed around the score, for example, the following design ideas.
- Scoring table by drawing custom development (13 tables, of which there are two to summary table). Reserved 1-2 Index. Assuming that weight is 0, no display, scoring data unified, centralized management.
- To provide some maintenance for the scoring table, one is to maintain weight, and second, to maintain the content index. I do not agree with additions and deletions. Only agree to changes text;
- Appraiser and evaluated people management, is set at the beginning of each evaluation period, can be copied from the last assessment period, but need to change (personnel changes).
3.2, physical design data
A data entities and their logical relationship
Logical data entity relationships Short description:
See FIG. Total score tables are set with the above table, just a different assessment topics. and. Each evaluation is divided assessment period. The end of the assessment period, it can not score, and detail such as the following:
- Blue-gray area are defined on the left side portion of the scoring table, each of the evaluation index as a record. And evaluation indicators are grouped.
- 中间浅绿色区域是打分表。是打分人对被打分人的打分。分为每一个评价指标的打分及按权重的汇总表分；
- 右側淡黄色区域是评价人与被评价人关系表。缺少匿名账户表，匿名账户表通过评价人组的关系来相应。
二、关键功能时序图
1.评价人与被评价人管理
2.打分功能
4、技术方案
略。
5、工作量估算
留给读者思考。參照例如以下：
如你感兴趣，帮着估算下工作量，或者反馈方案建议。实现需求范围和技术方案。原则就是少花钱多办事。