JP2007286666A - Talent search system and personnel evaluation support system - Google Patents

Abstract

<P>PROBLEM TO BE SOLVED: To provide a talent search system for generating and presenting information relating to a human skill. <P>SOLUTION: This talent search system for searching and presenting talent information matched with search conditions from a profile database 40 in which information relating to the specialty of talent and a human skill is stored is provided with a human skill information generating means 11 for generating information relating to the human skill which is capability constructing satisfactory personnel relationships, leadership or capability such as management. <P>COPYRIGHT: (C)2008,JPO&INPIT

Description

  The present invention relates to a human resource search system and a personnel evaluation support system.

  Conventionally, in order to solve problems, etc., in addition to searching or browsing information written in documents, etc., consulting with human resources who have expertise in the problem or who have experience with similar problems Or, it is common to solve the problem. In addition, it is necessary to find human resources that meet the requirements when creating new product development and project teams and when recruiting. When searching for human resources, there is a method of searching for human resources having a predetermined condition from a database in which the expertise of human resources is registered. Such a database may be used for personnel evaluation and human resource development in addition to human resource search.

  Therefore, for example, in Japanese Patent Laid-Open No. 2003-187037 (Patent Document 1), the work period, cost, customer satisfaction, work difficulty, etc. are quantified as work results in the same work field of a specific human resource, A technique is disclosed in which the actual performance values are compared and analyzed in chronological order to quantify the future and stability (competency) of the work ability of the human resources, and generate determination information on whether or not to employ.

Also, for example, in Japanese Patent Laid-Open No. 2005-327028 (Patent Document 2), in the profile of a human resource registered in a database, acquaintance information of the human resource and the human resource are related as multifaceted features of the human resource A technology of a human resource search system that can search multifaceted characteristics of human resources by including information on the project, the role in the project, or other activity status of the business is disclosed.
JP 2003-187037 A JP 2005-327028 A

  By the way, when searching for human resources, in addition to the expertise possessed by human resources, human resources whose human skills meet the conditions are required. Human skills are abilities such as the ability to build good interpersonal relationships, leadership, or management. Even if the human resources have the same expertise, if human resources with poor human skills join the organization, the work efficiency of the entire organization may be reduced. In addition, for problem solving, communication ability or leadership ability is particularly important.

  However, in the above-mentioned Patent Document 1, the work period, cost, customer satisfaction, work difficulty level, etc. are quantified for the past work performance of human resources, but information related to human skills of human resources is considered. Not.

  Moreover, in the above-mentioned Patent Document 2, in addition to the expertise of the human resource, as multifaceted features, acquaintance information of the human resource, information on the project related to the human resource, role in the project, or other business aspects The activity status includes, for example, a quantitative measure such as the number of utterances on the bulletin board, and a part of the human skill can be determined from the number of acquaintances or the number of utterances.

  However, for example, in order to determine the presence or absence of communication ability or leadership ability, it is necessary to evaluate not only the number of acquaintances but also the characteristics of the communication network including the acquaintances. For example, it is highly probable that the latter type has the ability to build interpersonal relationships and leadership among human resources belonging to communication networks within close friends and those belonging to communication networks composed of a wide variety of people. However, in Patent Document 2 described above, it is not considered to determine the presence or absence of such human skills. Therefore, for example, the searcher can judge the characteristics of the communication network by browsing all the profiles of the human resources and acquaintances of the human resources, but there are a large number of human resources and acquaintances presented by the search. The amount of work becomes enormous.

  In addition, for information on projects related to the relevant human resources, the project in which the organization to which the relevant human resources belong is the lead and the personnel of other organizations participate, or the relevant human resources, rather than a project comprising the personnel of the organization to which the relevant human resources belong. It is thought that human resources involved in projects etc. led by an organization other than the organization to which the organization belongs are involved in a wider range of work and have higher human skills. The presence or absence of such human skills is not considered.

  Therefore, there is a need for a human resource search system that can generate and present human skills possessed by human resources registered in a database in an objective and simple manner from daily activity results or communication histories. However, there has never been such a human resource search system.

  The present invention has been invented in order to solve these problems in view of the above points, and an object thereof is to provide a human resource search system that generates and presents information related to human skills.

  In order to achieve the above object, the human resource search system of the present invention employs the following configuration.

  The human resource search system of the present invention is a human resource search system that searches and presents human resource information that matches a search condition from a profile database that stores information related to human resource expertise and human skill, and includes information related to the human skill It can comprise so that it may have a human skill information production | generation means to produce | generate.

  Accordingly, it is possible to provide a human resource search system that generates and presents information related to human skills.

  In order to achieve the above object, the information related to the human skill generated by the human resource search system of the present invention can be configured to be presented as a numerical value.

  Accordingly, it is possible to provide a human resource search system that generates and presents human skill information expressed in numerical values.

  In order to achieve the above object, the information related to the human skill generated by the human resource search system of the present invention relates to the breadth, quantity, or centrality of communication of human resources corresponding to the human resource information. It can be configured to contain information.

  Accordingly, it is possible to provide a human resource search system that generates and presents information related to human skills based on the breadth, amount, or centrality of communication.

  In order to achieve the above object, the human skill information generating means included in the human resource search system of the present invention further includes information related to the human skill based on a history of communication of human resources corresponding to the human resource information. Can be configured to generate.

  Accordingly, it is possible to provide a human resource search system that generates and presents information related to human skills based on a history related to human resource communication.

  In order to achieve the above object, the human skill information generating means included in the human resource search system of the present invention further includes a domain of a mail address included in a mail transmission or mail reception history of a human resource corresponding to the human resource information. Alternatively, the information related to the human skill can be generated based on the subdomain.

  Accordingly, it is possible to provide a human resource search system that acquires a logical distance between an organization of a partner of an email transmitted or received by the human resource and an organization to which the human resource belongs based on the domain or subdomain of the e-mail address. .

  In order to achieve the above object, the human skill information generating means of the human resource search system of the present invention further includes information relating to a communication network based on a use history of a human resource communication tool corresponding to the human resource information. Information relating to the human skill can be generated.

  Accordingly, it is possible to provide a human resource search system that presents information related to a human resource communication network.

  In addition, in order to achieve the above object, the information related to the human skill generated by the human resource search system of the present invention includes the number of persons with whom the person has communicated and the person who has further communicated with the person The evaluation value related to the communication characteristics can be calculated based on the number of

  Accordingly, it is possible to provide a human resource search system that generates and presents information related to human skills possessed by human resources as an objective or quantitative expression.

  Moreover, in order to achieve the said objective, the said profile database which the human resource search system of this invention has can be comprised so that the role in the project in which the said human resource participated may be included.

  Accordingly, it is possible to provide a human resource search system that presents roles in projects in which human resources have participated in the past.

  In order to achieve the above object, the personnel evaluation support system of the present invention is a personnel evaluation that supports personnel evaluation by retrieving personnel information from a profile database that stores information relating to human resources expertise and human skills. The support system may be configured to include human skill information generation means for generating information related to the human skill.

  In addition, in order to achieve the above object, the information related to the human skill generated by the personnel evaluation support system of the present invention is based on the breadth, amount, or centrality of communication of human resources corresponding to the human resource information. Such information can be included.

  In order to achieve the above object, the human skill information generating means of the personnel evaluation support system of the present invention generates information related to the human skill based on a history related to communication of human resources corresponding to the human resource information. Can be configured to.

  According to the human resource search system of the present invention, it is possible to provide a human resource search system that generates and presents information related to human skills.

  Embodiments of the present invention will be described below with reference to the drawings.

  In the human resource search system of the present invention, profile information, which is information related to a human resource profile, is generated, and more specifically, human resource profile information including human skill information, expertise information, and basic information is generated. Human skill information is information related to human skills possessed by human resources, and human skills include the ability to build good human relations, leadership, or management ability. The expertise information is information related to the specialized ability possessed by the human resource, and is, for example, the qualification possessed by the human resource or the contents of a project in which the human resource has participated in the past. Basic information is information such as the name, age, or place of residence of a human resource.

(Configuration example of human resource search system)
FIG. 1 is a configuration example of a human resource search system according to the present invention. The human resource search system of the present invention acquires a history such as an e-mail from an e-mail database or the like, and creates human resource profile information. The created profile is stored in the profile database, and presents profile information of human resources that meet the search conditions when searched by the human resource search unit.

  The human resource search system of FIG. 1 is configured to include a profile creation unit 10, a mail database 20, a document database 30, a profile database 40, and a human resource search unit 50. The profile creation unit 10 is a device that generates profile information that is information on the profile of a human resource, and will be described in detail later.

  The mail database 20 is a database that stores a history of mails sent or received by human resources. The information stored as a history in the mail database 20 may be information in which only the header part of the mail is extracted in addition to the full text of the mail. The document database 30 is a database that stores documents such as reports created by human resources. The profile database 40 is a database that stores profiles of human resources, and stores profile information created by the profile creation unit 10.

  The human resource search unit 50 is a search engine that searches for human resources having a profile that matches a search condition from profile information stored in the profile database 40.

(Outline of processing example of human resource search unit 50)
FIG. 2 is a flow showing an outline of an example of processing of the human resource search unit 50. In the flow of FIG. 2, human resources whose profiles match are searched based on the input search keyword. In step S <b> 501 of FIG. 2, a search keyword is input to the human resource search unit 50. The search keyword is, for example, a keyword that represents the expertise of human resources. In step S502, the human resource search unit 50 searches the human resources stored in the profile database 40 for human resources having a profile that matches the search keyword input in step S501.

  The human resource search unit 50 may preferentially select a human resource having a human skill greater than a predetermined value from the searched human resources. Accordingly, it is possible to provide a human resource search system in which human resources having high human skill values are preferentially selected among human resources whose ability related to expertise meets a condition.

  The human resource search unit 50 also expresses human skills and specialization for human resources whose expertise matches the search keyword by numerical values, and further multiplies those numerical values by a predetermined ratio. The human resource may be selected, and the predetermined ratio may be determined according to the conditions of the human resource profile requested by the searcher. In this way, for example, according to the position required of a human resource, a human resource search system is provided that suitably assigns a ratio of importance between human skills and expertise possessed by a human resource and that selects human resources that meet the conditions. Can do.

  In step S503, the human resource search unit 50 outputs the profile information of the human resource selected in step S502. The human resource search unit 50 may also output a list of selected human resources. When selection of one or a plurality of human resources is input from the selected human resource list, the human resource search unit 50 further outputs profile information of the human resources selected by the input.

(Example of functional configuration of profile creation unit of human resource search system of the present invention)
FIG. 3 is an example of a functional configuration of the profile creation unit 10 included in the human resource search system of the present invention. In FIG. 3, the profile creation unit 10 creates human resource profile information based on the information stored in the mail database 20 or the document database 30 and stores the profile information in the profile database 40.

  The profile creation unit 10 is connected to the mail database 20, the document database 30, the profile database 40, and the input unit 50. The mail database 20, the document database 30, and the profile database 40 have been described with reference to FIG. The profile creation unit 10 may be connected to an apparatus or means not shown in FIG. 2 or FIG.

  The profile creation unit 10 includes a human skill information generation unit 11, a specialized information generation unit 12, a basic information generation unit 13, a domain acquisition unit 14, a link acquisition unit 15, and an organization distance database 16.

  The human skill information generation means 11 is means for generating information related to human skills possessed by human resources as will be described later. The domain acquisition means 14 extracts information related to the domain or subdomain included in the mail address transmitted or received by the human resource for which profile information is created from the information related to the mail stored in the mail database 20. It is means to do. The link acquisition means 15 acquires information related to a link or trackback generated by a human resource who creates profile information from information stored in a database (not shown) or the like on a bulletin board or a blog. The human skill information generation unit 11, the domain acquisition unit 14, and the link acquisition unit 15 may be configured as one unit.

  The organization distance database 16 is a database that stores a logical distance between an organization to which a human resource for which profile information is created belongs and other surrounding organizations.

  The professional information generation unit 12 is a unit that generates information related to the specialized ability of the human resources who create profile information from the information stored in the document database 30 or the like. The expertise information generating unit 12 acquires, for example, a document such as a report created by a person who creates profile information from the document database 30 and extracts keywords included in the document. When the extracted keyword is a word representing a predetermined expertise, the expertise information generating unit 12 stores the expertise corresponding to the keyword in the profile database 40 as the expertise of the human resource. The professional information generation unit 12 may also acquire the name or content of the qualification held by the human resource from the input unit 60.

  The basic information generation unit 13 is a unit that generates basic information of human resources for which profile information is created. The basic information is information such as the name, age, or residence of a human resource, for example.

  The human skill information generation unit 11, the expertise information generation unit 12, and the basic information generation unit 13 may generate profile information of the human resource based on information input from the input unit 60. The input unit 60 is a unit for inputting basic information of human resources to the profile creation unit 10.

(Flow of processing to generate human skill information from email history)
FIG. 4 is a diagram for explaining the flow of processing for generating human skill information in the profile creation unit 10, and is a diagram for explaining processing for acquiring the communication skill and the like of the human resource based on information related to mail.

  In step S101 in FIG. 4, it is determined whether or not the processing has been completed for all human resources who perform profile creation. If the process has been completed, the process proceeds to the end. If there is a human resource who has not completed the process, the process proceeds to step S102. In step S102, the domain acquisition unit 14 extracts a mail related to a human resource for which profile information is created from a mail transmission or reception history stored in the mail database 20, and a transmission mail transmitted by the human resource. The name of the domain or sub-domain is acquired from the transmission destination address or the transmission source address of the received mail received by the human resource.

  In step S103, the human skill information generation unit 11 determines whether the transmission destination of the transmission mail or the transmission source of the reception mail belongs to the organization of the human resource from the domain or subdomain name acquired in step S102. The number of mails is counted and stored for each of the inside and outside of the organization.

(Example of information processed when generating human skill information from mail history)
5 to 10 are diagrams for explaining information processed in the flow of FIG.

  FIG. 5 is an example of an organization chart of an organization to which human resources belong. In the organization of FIG. 5, there are three organizations, “Central Research Laboratory”, “Product Development Department”, and “Sales Department”, and each organization has a “first laboratory” which is a small organization. It is configured.

  FIG. 6 is an example of a table associating the domain and subdomain names of the mail address with the organization. In FIG. 6, the names of the organizations shown in FIG. 5 are associated with the domains combined with the subdomains. For example, “lab1.rdc.aaa.co.jp” is associated with “Central Research Laboratory 1st Laboratory” as the organization name. The table shown in FIG. 6 is stored in the tissue distance database 16.

  FIG. 7 is an example of information stored in the mail database 20. FIG. 7 shows the addresses of emails sent and received by one human resource. The information shown in FIG. 7 may be generated based on emails sent and received by one human resource during a predetermined period. The information shown in FIG. 7 may be generated based on the fact that one human resource acquires the addresses of emails sent and received over a plurality of periods with a predetermined interval.

  The underlined parts in FIG. 7 are domains and subdomains included in the mail address. The domain acquisition means 14 extracts the domain and subdomain portions from the information shown in FIG. The human skill information generation means 11 acquires the correspondence table shown in FIG. 6 from the organization distance database 16 and determines whether the email transmission destination or the email transmission source is within or outside the organization to which the human resource belongs, Calculate the total number of cases for each. Further, when a domain or a subdomain is extracted and stored in the mail database 20 in advance, the human skill information generation unit 11 performs the above processing based on the information acquired from the mail database 20.

  FIG. 8 is an example of human resource profile information generated based on the information of FIG. In FIG. 8, the “specialty” of the target person A is “search”, and as “communication characteristics”, 75% of mails are sent to and received from mail addresses within the organization, and mail addresses outside the organization are This indicates that 25% of all mails are sent and received. The “specialty” in FIG. 8 is generated by the professional information generating unit 12.

  FIG. 9 is an example of information stored in the profile database 40. FIG. 9 shows profile information including “specialty” and “communication characteristics” for four human resources. In FIG. 9, the “specialty” of the subjects A, B and D is “search”, and the “specialty” of the subject C is “image”.

  FIG. 10 shows an example of a result of searching for human resources in the profile database 40 having the profile information shown in FIG. In FIG. 10, human resources are searched for human resources whose “speciality” has “search”. Human resources whose “specialty” is “search” are the target persons A, B, and D. Further, the three human resources are displayed in the display order based on “communication characteristics”. In the display order based on “communication characteristics” in the example of FIG. 10, human resources with a large ratio of mail transmission / reception with the outside of the organization are higher in the display order. As a result, human resources who are thought to have wide communication can be made higher in the display.

  FIG. 11 is an example of a table that associates domains and subdomains of mail addresses with organizations, and is an example different from FIG. In FIG. 11, in addition to the information shown in FIG. 6, an organization distance that is a logical distance between organizations is shown. The organization distance may be acquired, for example, by calculating a logical distance between small organizations constituting the organization chart when the organization chart can be described in a tree structure. The tissue distance may also be input from the input means 60. In FIG. 11, the correspondence between the organization name, the domain and the subdomain, and the organization distance is shown. However, when generating human skill information based on the organization distance, the organization name may not be included. .

  The correspondence between the tissue distance and the domain or subdomain is stored in advance in the tissue distance database 16. The correspondence between the tissue distance and the domain or the subdomain may be acquired by calculation based on the organization chart or the like every time the profile information is created.

  In step S103, when generating human skill information using the tissue distance, the human skill information generating unit 11 determines the value of the tissue distance corresponding to the domain and subdomain included in the mail address based on FIG. Calculate the sum of

  FIG. 12 is an example of a profile having human skill information generated by the tissue distance. In FIG. 12, the “speciality” of the subject A is “search”, and the “communication characteristic” is “16 points”. “16 points” of “communication characteristics” is the sum of the organization distances between the organization corresponding to the mail address of the transmission / reception mail of the subject person A and the organization to which the subject person A belongs.

(Flow of processing to generate human skill information as numerical values from email history)
FIG. 13 is a flowchart of an example of processing for generating human skill information as a numerical value from the mail history. In FIG. 13, communication characteristics of the human resource are generated as numerical values from the mail history stored in the mail database 20 in a communication network including a partner with whom the human resource has transmitted and received mail.

  More specifically, the human skill information generating unit 11 uses the human resource information generation unit 11 to send and receive emails (N1) and the number of recipients who have further sent and received emails between email recipients (N1). Based on calculating the ratio with N2), an evaluation value relating to the communication characteristics is obtained.

  The evaluation value related to the communication characteristics is calculated by calculating the ratio between N3 and N2, where N3 is the number of mails that can be sent / received to / from each other within the communication network composed of the person and the person who sent / received the mail. Based on that, it may be obtained. As a result, the ratio of the number (N2) of the parties that actually sent and received mail to the number that can send and receive mail to each other is calculated, and the evaluation value related to the communication characteristics is acquired.

  In addition, the communication characteristics can be evaluated by calculating the ratio of N2 to the number obtained by subtracting N1 that is the number of persons directly sending mail from the number N3 that can send and receive mail to each other. A value may be calculated. As a result, the ratio between the number of people who can send and receive emails and the number of other parties who actually sent and received emails is calculated, and an evaluation value related to communication characteristics is obtained. The

  In step S110, it is determined whether or not the processing from step S111 to step S112 has been completed for all human resources who perform profile creation. If it has been completed, the process proceeds to step S120. If there is a human resource that has not been completed, the process proceeds to step S111. In step S111, the human skill information generation means 11 acquires the mail history of the human resources for whom profile information is created from the mail history stored in the mail database 20, and sends the destination address of the sent mail and the received mail. Get the source address.

  In step S112, the human skill information generation means 11 acquires the number (N1) of destination addresses to which the target person has sent or received mail and the list of destinations from the mail address acquired in step S111. The destination list may be a list of destination addresses, user names, or other destination identifiers.

  In step S120, the human skill information generation unit 11 determines whether or not the processing from step S121 to step S125 has been completed for all human resources who create profiles. If it has been completed, the process proceeds to the end. If there is a human resource that has not been completed, the process proceeds to step S121.

  In step S121, the human skill information generation unit 11 generates an instruction to execute the processing from step S122 to step S125 for the counterpart acquired in step S112 corresponding to the human resource who creates the profile.

  In step S122, the human skill information generation unit 11 determines whether or not the processing has been completed for all the destinations for which the execution instruction has been generated in step S121. If it has been completed, the process proceeds to step S124. If there is a partner that has not been completed, the process proceeds to step S123. In the processing after step S122, the number (N2) of destinations that have mutually sent and received mail is acquired. Therefore, N2 is initialized to 0 prior to step S122.

  In step S123, the human skill information generation unit 11 checks whether or not there is an overlap with the list of destinations acquired in step S111 among all the destinations for which execution instructions have been generated in step S121. In this case, N2 is incremented by one.

  In step S124, the human skill information generation means 11 divides N2 by 2. Thereby, it is excluded that the mail sending side and the mail receiving side are counted repeatedly. In step S125, the evaluation value is calculated based on the following equation (1).

Evaluation value = 1- (N2 / (N1 * (N1 + 1) / 2-N1)) (1)
However,
N1 is the number of persons to whom profile information is created by sending or receiving emails,
N2 is the number of people whose profile information has been sent or received by other people who sent or received email,
It is.

  In addition, you may comprise so that the process of step S111 to step S122 and the process of step S123 to step S125 may be processed continuously with respect to one human resource.

(Example of information processed when generating human skill information as numerical values from email history)
14 to 17 are diagrams for explaining examples of information processed in the flow of FIG.

  FIG. 14 is an example of a list of e-mail transmission / reception addresses for each human resource acquired in step S111, and FIGS. 14 (A) to 14 (D) show the subjects A, B, C, and D, respectively. This is a list of mail sending / receiving addresses.

  FIG. 15 is a diagram of an example of a destination list and a communication network acquired based on FIG. FIG. 15A is an example in which a list of mail transmission / reception destinations is created for each of the target persons A to D based on FIG. For example, the target person A has three destinations B, C, and D, and the target person B has three destinations A, C, and F.

  FIG. 15B is a diagram of a communication network in which the destination of the target person A is connected by a line. From FIG. 15A, the target person A has communication with three opponents B, C, and D, and these three persons have further communication with each other.

  As is clear from FIG. 15B, it can be said that the target person A has communication with B, C, and D who are sending and receiving mail with each other, and the communication characteristics are introverted.

  On the other hand, FIG. 16 is a diagram of an example of a list of destinations for the four persons G to J and a communication network. FIG. 16A is a list of destinations obtained by executing the processing of steps S111 to S112 for the four subjects G to J. FIG. It is a figure of the communication network which connected the other party with the line. As is clear from FIG. 16B, the subject G has communication with B, H, I, J, and L who are not sending / receiving mails to each other, and the communication characteristics are outward. I can say that.

  Based on FIG.15 and FIG.16, the evaluation value of the subject person A and the subject person G is calculated by Formula (1). The target person A has three counterparts, B, C, and D. Therefore, N1 is 3. Further, when the cases of the other party of the target person A, B, C, and D, are extracted from each other, BC, CB, CD, and D- It becomes four of C. Among these, since there is an overlap, 2 obtained by dividing 4 by 2 is the value of N2. Therefore, the evaluation value of the subject person A is obtained by the following equation (2).

Evaluation value of subject A = 1- (2 / (3 * (3 + 1) / 2-3)) = 0.33 (2)
Similarly, the evaluation value of the subject G is 1 when calculated based on the formula (1).

  FIG. 17 is an example of a display that is output when a human resource having “search” as the “specialty” is searched from the profile database including the target person A and the target person G. In FIG. 17, “specialty” is “search” for both the subject G and the subject A. However, regarding the communication characteristics of both, the subject G has a “number of opponents” (N1) of 5 and an “evaluation value” of 1, whereas the subject A has a “number of partners” (N1) of 3. The evaluation value is 0.33, and N1 indicating the breadth of communication and the evaluation value indicating whether the communication is outgoing or not have a larger value for the target person G than for the target person A. is doing. Therefore, the target person G is displayed at the top as a result of the human resource search.

(Example of human resource search system that generates profile information based on project information)
FIG. 18 is a configuration example of a human resource search system that generates profile information based on project information. In FIG. 18, based on the information related to the project stored in the project information database 70, the profile creation unit 10 generates profile information of human resources and stores it in the profile database 40.

  The human resource search system of FIG. 18 is configured to include a profile creation unit 10, a project information database 70, a document database 30, a profile database 40, and a human resource search unit 50. Since the document database 30, the profile database 40, and the human resource search unit 50 have the same configuration and function as the apparatus of the same name in FIG. 1, the description thereof is omitted here. The profile creation unit 10 has the same configuration as the profile creation unit 10 of FIG.

  The project information database 70 is a database that stores project information that is information related to a project. An example of project information is shown in FIG. FIG. 19 shows an example of project information of four projects. Each of FIGS. 19A to 19D is one piece of project information. The project information includes information on the project name, the members involved in the project, the project leader, the main territory that is the primary organization that has jurisdiction over the project, and the duration of the project.

  The human skill information generation unit 11 included in the profile creation unit 10 acquires project information of a project related to a human resource for whom profile information is created from the project information database. The profile creation unit 10 further acquires the number of projects related to the human resource, the role in the project, the number related to the project including other organizations to which the human resource belongs, and the like, and the human skill related to the project information. Generate information. As the number of projects involving other organizations to which the human resources belong is larger, for example, interpersonal relationships are more involved in a more complex job or a wider range of jobs, and human skills are considered to be higher.

  FIG. 20 is an example of profile information generated by the human skill information generation unit 11. In FIG. 20, the number of times the three persons A, H, and B are assigned to the role of the leader in the project and the number related to the project including other organizations are included as profiles.

  FIG. 21 is a display example of a result when a human resource whose “speciality” is “search” is searched from the profile database 40 including the profile information of FIG. 20. In FIG. 21, three persons whose “specialty” is “search” are displayed as human resources that match the search conditions. In FIG. 21, among the three human resources, the target person A who has the largest number of roles of the leader is displayed at the top, and then the project including other organizations among the remaining two human resources The subject B who is involved in a large number is displayed, and finally the subject H is displayed.

  The selection of human resources that match the search conditions or the display order is not limited to the examples shown in FIGS. 10, 17, and 21. For each of a plurality of items included in the condition of expertise and the condition of human skill information, the ratio of priority and importance may be changed according to the content to be searched. Accordingly, it is possible to provide a human resource search system that presents human resources according to required expertise and human skills.

  Further, the information stored in the mail database 20, the document database 30, the profile database 40, and the project information database 70 is not limited to the contents described in this embodiment, and is configured to realize the human resource search system of the present invention. It only has to be done.

(Configuration example of personnel evaluation support system)
FIG. 22 is a configuration example of the personnel evaluation support system of the present invention. The personnel evaluation support system of the present invention acquires a history such as mail from the mail database 29 or the like, and generates profile information for each person. The created profile is stored in the profile database 49, and the profile information of the target person is displayed on the human resource information display unit 59 based on information specifying an individual input from an input device (not shown) or the like.

  In FIG. 22, the profile creation unit 19, the mail database 29, the document database 39, the profile database 49, and the project information database 79 have the same configuration and function as the devices of the same name in FIGS. Then, explanation is omitted. As is clear from FIG. 22 and FIGS. 1 and 18, the personnel evaluation support system of the present invention and the personnel information search system can be realized with substantially the same configuration.

  The human resource information display unit 59 is a display device that displays profile information of a person to be evaluated in the personnel evaluation support system of the present invention. When the operator inputs information on a target person to be browsed for profile information from an input means (not shown), the human resource information display unit 59 displays the profile information of the target person.

In addition, when there are a plurality of target persons, the human resource information display unit 59 displays a list of the target persons, and when the target person to be browsed for profile information is selected by the operator, Profile information may be displayed. Further, when there are a plurality of target persons, the human resource information display unit 59 may determine the display order of the target persons based on the expertise, human skills, or basic information of the target persons.
It is

(Example of personnel evaluation support system processing)
FIG. 23 is a flow showing an example of processing of the personnel evaluation support system of the present invention. In the flow of FIG. 23, when a target person to be browsed is input by the operator, the profile information of the target person is displayed on the human resource information display unit 59.

  In step S591 of FIG. 23, information on a target person to be browsed for profile information is input by an operator from an input unit (not shown). The target person information may be a name or a code number, which is information for identifying an individual. The target person information may also be the name or code number of an organization to which one or more individuals belong.

  In step S592, the profile information of the target person input in step S591 is displayed on the human resource information display unit 59. When there are a plurality of target persons, the human resource information display unit 59 displays a list of the target persons, and when the target person to be browsed for profile information is selected by the operator, the profile information of the target persons is displayed. May be displayed. Further, when there are a plurality of target persons, the human resource information display unit 59 may determine the display order of the target persons based on the expertise, human skills, or basic information of the target persons. In addition, the display method or the display order described above may be determined by inputting an instruction by an operator from an input unit (not shown).

Although the best mode for carrying out the invention has been described above, the present invention is not limited to the embodiment described in the best mode. Modifications can be made without departing from the spirit of the present invention.

The structural example of the human resource search system of this invention. The flowchart explaining the outline | summary of the example of a process of the human resource search part 50. FIG. The example of a function structure of the profile preparation part which the personnel search system of this invention has. The flowchart of the example of the process which produces | generates human skill information from an email history. An example of an organization chart of an organization to which human resources belong. Example of a table that maps email address domains to organizations An example of information stored in the mail database 20. The example of the profile information of the human resource produced | generated based on FIG. An example of information stored in the profile database 40. An example of the result of searching for human resources. An example of a table that associates email address domains with organizational distances. An example of a profile having human skill information generated by an organization distance. The flowchart of the example of the process which produces | generates human skill information as a numerical value from an email history. The example of the list | wrist of the transmission / reception address of the mail for every human resource acquired in step S111. FIG. 3 is a diagram of an example of a list of counterparts and an example of a communication network (part 1). FIG. 2 is a diagram illustrating an example of a destination list and an example of a communication network (part 2). The example of the display output when a human resource is searched from the profile database which has the information which concerns on a communication characteristic. The figure of the structural example of the personnel search system which produces | generates the profile information based on project information. Diagram of example project information. The figure of the example of the profile information produced | generated by the human skill information production | generation part 11. FIG. The example of the display output when a human resource is searched from the profile database which has project information. The structural example of the personnel evaluation support system of this invention. The flowchart showing the example of a process of the personnel evaluation support system of this invention.

Explanation of symbols

DESCRIPTION OF SYMBOLS 10, 19 Profile creation part 11 Human skill information generation means 12 Expertise information generation means 13 Basic information generation means 14 Domain acquisition means 15 Link acquisition means 16 Organization distance database 20, 29 Mail database 30, 39 Document database 40, 49 Profile database 50 Human Resource Search Unit 59 Personnel Information Display Unit 70, 79 Project Information Database

Claims (11)

A human resource search system that searches and presents human resource information that matches a search condition from a profile database that stores information relating to human resource expertise and human skills,
A human resource search system comprising human skill information generation means for generating information relating to the human skill.   The human resource search system according to claim 1, wherein the information related to the human skill is presented as a numerical value.   The human resource search system according to claim 1, wherein the information related to the human skill includes information related to the breadth, amount, or centrality of communication of human resources corresponding to the human resource information.   The said human skill information generation means produces | generates the information regarding the said human skill based on the log | history regarding the communication of the human resource corresponding to the said human resource information, The human resource as described in any one of Claim 1 thru | or 3 characterized by the above-mentioned. Search system.   The human skill information generating means generates information related to the human skill based on a domain or subdomain of an email address included in a history of email transmission or email reception of personnel corresponding to the personnel information. The personnel search system according to claim 4.   5. The human resource information according to claim 4, wherein the human skill information generating unit generates information related to the human skill from information related to a communication network based on a use history of a communication tool of a human resource corresponding to the human resource information. Search system.   The information relating to the human skill is characterized in that an evaluation value relating to a communication characteristic is calculated based on the number of persons with whom the person has communicated and the number of persons with whom the person has further communicated. The personnel search system according to any one of claims 2 to 6.   6. The human resource search system according to claim 5, wherein the profile database includes a project in which the human resource participates or a role in the project. A personnel evaluation support system that supports personnel evaluation by retrieving personnel information from a profile database that stores information relating to personnel expertise and human skills,
A personnel evaluation support system comprising human skill information generating means for generating information relating to the human skill.   10. The personnel evaluation support system according to claim 9, wherein the information relating to the human skill includes information relating to the breadth, amount, or centrality of communication of personnel corresponding to the personnel information.   11. The personnel evaluation support system according to claim 9 or 10, wherein the human skill information generation means generates information related to the human skill based on a history related to communication of human resources corresponding to the human resource information.

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