JP2020038718A - Information processor and program - Google Patents

Abstract

To provide a technique for facilitating utilization of personnel information.SOLUTION: An information processor manages personnel information composed of items I1 to Im. When input operation for changing each of the items I1 to Im is performed, an update reception section 101 receives first timing to be a reference when an event to be a cause for the change occurs, second timing when the input operation is performed, and input content as reference timing information, update timing information, and update content information, respectively. An association section 102 associates the reference timing information, the update timing information, and the update content information with each other. A management section 103 manages a set of the associated reference timing information, the update timing information and the update content information, as update history information. Thus, the problem is solved.SELECTED DRAWING: Figure 5

Description

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

Conventionally, information on human resources has been diversified, and information to be managed has been increasing, so that the burden on the human resources department has increased.
In addition, the number of HR personnel is often small from the viewpoint of preventing information leakage, and how to operate efficiently with a small number of personnel is important to realize organizational HR strategies and human resource strategies. .

  In such a situation, it is possible to smoothly and reliably collect and distribute information on business operations of employees, etc. and direct or indirect information on business operations using a database, etc. There has been proposed a personnel management system or the like that can improve the efficiency of work (see Patent Document 1).

JP 2002-230241 A

  Information such as financial accounting, business sales, and production is accumulated through continuous data collection, and is used as important management information. Like these information, personnel information should be used as important management information.

However, since personnel information is information associated with individual employees, when an employee of a certain organization retires, the fact is that it is difficult to handle because it is associated with that employee. .
In this way, the personnel information in the organization is merely information linked to individual employees, etc., and therefore, the period when the target employees had good performance in the past, when the productivity was high, or The organization could not verify in detail the time-series information, such as when performance was poor or when productivity was low.
In other words, personnel information in an organization has a problem that it is not sufficiently utilized as management information, although it contains valuable information that can be used as a role model, such as the path of an excellent human resource (transfer history, etc.). Was.
Such a problem cannot be solved by using a conventional technique including the technique described in the prior art document 1.

  The present invention has been made in view of such a situation, and an object of the present invention is to provide a technique for facilitating utilization of personnel information.

In order to achieve the above object, an information processing device of one embodiment of the present invention
In an information processing apparatus that manages information including one or more items for each of one or more employees,
When an input operation for making a change is performed for each of the one or more items, a first timing serving as a reference when an event causing the change occurs, and a first timing when the input operation is performed First receiving means for receiving each of the two timings and the input content as a reference timing, an update timing, and an update content, respectively;
Associating means for associating the reference timing, the update timing, and the update content with respect to an item received by the first receiving means, of the one or more items;
A set of the reference timing, the update timing, and the update content associated by the associating unit as update history information of the item received by the first receiving unit among the one or more items. Management means for managing
Is provided.

  A program according to one embodiment of the present invention is a program corresponding to the above-described information processing device according to one embodiment of the present invention.

  ADVANTAGE OF THE INVENTION According to this invention, the technique which makes the utilization of personnel information easy can be provided.

It is an image figure showing the outline of the function which can be realized by the server concerning one embodiment of the present invention. FIG. 2 is a diagram illustrating a specific example of personnel information history management that can be realized by the server in FIG. 1. 1 is a diagram illustrating an outline of a configuration of an information processing system including a server according to an embodiment of an information processing apparatus of the present invention. FIG. 2 is a block diagram illustrating a hardware configuration of the server in FIG. 1. FIG. 5 is a functional block diagram illustrating an example of a functional configuration of a server in FIG. 4. FIG. 6 is a diagram illustrating an outline of outsourcing management that can be realized by the server in FIG. 5. FIG. 6 is a diagram illustrating an image of unified management of personnel information that can be realized by the server in FIG. 5. FIG. 6 is a diagram illustrating an image of an alert mail notification that can be realized by the server of FIG. 5. FIG. 6 is a diagram showing an outline of a trend analysis that can be realized by the server of FIG. 5. FIG. 6 is a diagram illustrating an outline of personnel cost analysis that can be realized by the server in FIG. 5; FIG. 6 is a diagram illustrating an outline of group management that can be realized by the server in FIG. 5; FIG. 6 is a diagram showing an outline of transfer management which can be realized by the server of FIG. 5. FIG. 6 is a diagram showing a comparison between functions that can be realized by the server of FIG. 5 and functions that can be realized by a conventional backbone system. 6 is a table showing a specific example of a function that can be realized by the server of FIG. 5; FIG. 6 is a diagram illustrating a specific example of a personnel information history management function that can be realized by the server in FIG. 5; FIG. 6 is a diagram illustrating a specific example of a personnel index (KPI) automatic calculation function that can be realized by the server in FIG. 5. FIG. 6 is a diagram illustrating specific examples of various simulation functions that can be realized by the server in FIG. 5. FIG. 6 is a diagram illustrating an example of an effect of a personnel information history management function which can be realized by the server in FIG. 5. FIG. 6 is an image diagram showing a game change in a personnel introduction market, which can be realized by the server of FIG. 5.

  Hereinafter, embodiments of the present invention will be described with reference to the drawings.

[server]
(Functional overview)
FIG. 1 is an image diagram showing an outline of functions that can be realized by a server 1 according to an embodiment of the present invention.

Here, in order to use the present invention more efficiently, problems in the conventional personnel department will be briefly described.
For example, a problem in the conventional human resources department is that "I am busy with day-to-day operations and have not been able to study mid- and long-term issues or measures." In other words, as mentioned above, the HR department is often composed of a small number of people, and measures to reduce the day-to-day operations of the HR department are important in considering medium- to long-term issues and measures. And human resources strategy.
The “organizational personnel strategy” refers to mechanisms and initiatives centered on the organization, such as improving productivity as an organization and appropriate metabolism. “Human resources strategy” refers to individual employees, etc. This refers to mechanisms and initiatives centered on “human resources”, such as improving skills in the field and developing human resources over the medium to long term.
Here, the term "employee" refers to a person belonging to a prescribed organization such as a corporation, a country, a local government, etc., for example, an employee, an officer of a corporation, a national or local public servant, a temporary worker, a part-time employee, etc. Is included.
In addition, for example, the human resources department is responsible for a wide variety of tasks, such as daily operations and responding to law revisions. The tasks that the HR department is responsible for include, for example, payroll, social insurance, attendance management, labor, compliance, ER (Employee Relations), healthcare, recruitment, planning, outplacement, and personnel. Since it covers a wide range of tasks, such as management and human resource development, more efficient operation is required.
In addition, for example, in the human resources department, it is often said that a specific employee or the like is continuously in charge of one business without changing over the medium to long term. In particular, in the case where the number of employees and the like is about 100 to 300, there is a case where the personnel work is personal and the work content is opaque (that is, a black box). Therefore, it is considered that centralized management, visualization and sharing of personnel information are indispensable for safe organization management.
As described above, in the conventional human resources department, there are various problems and specialities. Therefore, a system used in the human resources department also needs to be devised and customized. The server 1 according to the present invention has been developed to overcome such a situation, and is expected to help solve these problems and the like.

The server 1 is an information processing apparatus that manages information relating to personnel (hereinafter referred to as “personnel information”) for each of employees E1 to En (n is an arbitrary integer value of 1 or more) belonging to a company. It is. That is, the server 1 accumulates various kinds of information on the human resources department of the company, and supports the planning and execution of the organizational human resources strategy and the human resources strategy.
Further, the server 1 can manage time-series information including information on an update history for each of one or more items constituting the personnel information (hereinafter, referred to as “update history information”) on a time axis over time. . As a result, personnel information that has tended to exist separately from information over time can be used as important management information by managing it over time and comprehensively.

Specifically, the server 1 manages personnel information including items I1 to Im (m is an arbitrary integer value of 1 or more) for each of the employees E1 to En.
Here, the “item” refers to a unit indicating various information constituting personnel information of an employee or the like. For example, among personnel information such as employees, names, addresses, telephone numbers, genders, and ages are all examples of “items” that constitute personnel information.
In the example illustrated in FIG. 1, the server 1 manages personnel information including information of “name (item I1)”, “address (item I2)”, and “telephone number (item I3)”.

When an input operation for making a change is performed on an item Ik (k is an arbitrary integer value from 1 to m) among the items I1 to Im, the server 1 performs the operation when an event causing the change occurs. , The timing at which the input operation is performed, and the input content are received as the reference timing, the update timing, and the update content, respectively.
In the example illustrated in FIG. 1, when an input operation for changing the “address (item I2)” is performed, the server 1 determines the reference timing (reference date, year, month, day, day) when the address change occurs. ), Update timing (not shown), and update contents (address after change).

Upon receiving the reference timing, the update timing, and the update content for the item Ik, the server 1 associates the reference timing, the update timing, and the update content. The server 1 manages a set of the associated reference timing, update timing, and update content as update history information for the item Ik. Since the reference timing, the update timing, and the update content are managed in association with each other, a set of personnel information including the update content and time-series information including the reference timing and the update timing can be used.
In the example shown in FIG. 1, the present device 1 performs all of the items constituting the personnel information, including “name (item I1)”, “address (item I2)”, and “telephone number (item I3)”. , The reference timing, the update timing, and the update content are managed in association with each other. For example, when the last name is changed due to marriage and the “name (item I1)” of the items constituting the personnel information is updated from “Ito XX” to “Watanabe XX”, A set of the reference timing “X / X / X”, the update timing (not shown), and the update content “Watanabe OO” is managed as the update history information of the item I1.

According to the present apparatus 1 having the above functions, each of one or more update histories is managed on a time axis for each of one or more items constituting personnel information. For this reason, even if only one item is updated, the other items are not updated at the same time.
As a result, of the many items existing in the personnel information, it is possible to manage each item over time and comprehensively.

  FIG. 2 is a diagram showing a specific example of temporal management of personnel information that can be realized by the server 1 of FIG.

  As shown in FIG. 2, the personnel information of the employee E of a certain company includes “name (item I1)”, “age (item I2)”, “department (item I3)”, and “post (item I4)”. Is assumed.

FIG. 2 shows personnel information of the employee E etc. at four timings. That is, as the personnel information of the employee E, the information as of October 1, 2015, the information as of April 5, 2016, the information as of August 21, 2017, and the information as of November 15, 2018 Time information is shown.
Specifically, as the personnel information of the employee E as of October 1, 2015, the name is “XX” (item I1), the age is “41” (item I2), and the department is “Research Department”. (Item I3), and information such as the position of "Second Section Assistant to Section Manager" (item I4) are stored.
In addition, as personnel information of the employee E as of April 5, 2016, the name is "XX" (item I1), the age is "42" (item I2), and the department is "investigation department" (item I3), information such as the position of “Second Section, Assistant to Section Manager” (item I4) are stored.
Further, as personnel information as of August 21, 2017, the name is “XX” (item I1), the age is “43” (item I2), the department is “business department” (item I3), and the title is Information such as "First Section Assistant to Section Manager" (item I4) is stored.
In addition, as personnel information of the employee E as of November 15, 2018, the name is “XX” (item I1), the age is “44” (item I2), and the department is “business department” (item I3), and information such as the title “section 1 section manager” (item I4) are stored.

Here, when the personnel information of the employee E as of October 1, 2015 and the personnel information as of April 5, 2016 are compared, only the age (item I2) is changed from “41” to “42”. It has been updated to indicate that the reference timing is December 15, 2015. That is, it is shown that the birthday of the employee E arrived on December 15, 2015, and the age changed from "41" to "42".
That is, since the server 1 can manage the update history of each of the plurality of items constituting the personnel information in a time-series manner for each item, the server 1 can adjust the update history according to the arrival of the birthday of the employee E (December 15). Thus, only the item I2 indicating the age is updated and can be managed including the date at that time. That is, a set of the reference timing “December 15, 2015”, the update timing (not shown, but December 15, 2015), and the update content “42” are managed as update history information.
Although FIG. 2 shows that the reference timing of the item I2 is December 15, 2015, the update timing may be managed in hours and minutes.

Next, when the personnel information of the employee E as of April 5, 2016 is compared with the personnel information of the employee E as of August 21, 2017, the age (item I2) and the department (item I3) and the position (item I4) have been updated.
Specifically, the age (item I2) is updated from "42" to "43", indicating that the reference timing is December 15, 2016. At this time, since only the item I2 indicating the age has been updated in accordance with the arrival of the birthday (December 15), the reference timing “December 15, 2016” and the update timing (not shown, A set of the update history information is managed as update history information.
Similarly, the department (item I3) is updated from the “investigation department” to the “business department”, and indicates that the reference timing is July 1, 2017. At this time, since the item I3 indicating the department has been updated on the personnel transfer date (July 1, 2017), the reference timing “July 1, 2017” and the update timing (not shown, July 2017) 1) and the update content “business unit” are managed as update history information.
The position (item I4) is updated from “Second Section Assistant Section Manager” to “First Section Assistant Section Manager”, indicating that the reference timing is July 1, 2017. At this time, since the item I4 indicating the position has been updated on the personnel change date (July 1, 2017), the reference timing "July 1, 2017" and the update timing (not shown, but not shown in FIG. 1) and the update content “section 1 assistant section manager” are managed as update history information.

Similarly, when the personnel information as of August 21, 2017 and the personnel information as of November 15, 2018 are compared, the age (item I2) and the position (item I4) are updated.
Specifically, the age (item I2) is updated from "43" to "44", indicating that the reference timing is December 15, 2017. Since only the item I2 indicating the age has been updated in accordance with the arrival of the birthday (December 15,), the reference timing "December 15, 2017" and the update timing (not shown, but not shown in December 2017) 15) and the update content “44” are managed as update history information.
In addition, the position (item I4) is updated from “Assistance to section 1 section manager” to “section 1 section manager”, and indicates that the reference timing is July 1, 2018. At this time, since the item I4 indicating the position has been updated on the personnel change date (July 1, 2018), the reference timing “July 1, 2018” and the update timing (not shown, 1) and the update content “section 1 section manager” are managed as update history information.
As described above, since the server 1 can manage the update history of each of the plurality of items constituting the personnel information in a time-series manner for each item, the server 1 can use the promotion date (July 1) of the employee E as a reference. As the timing, the department (item I3) and the post (item I4) can be updated.

In other words, in the example of FIG. 2, the employee E, for several years from the age of 41 to the age of 44, changed the “Research Division” from “Second Section Assistant to Section Manager” to “Business Division” on July 1, 2017. Means that he was promoted from “Assistant Section 1 Section Manager” to “First Section Section Manager” on July 1, 2018.
As described above, the server 1 does not manage the update history of the personnel information in units of personnel information, but generates and manages the update history individually for each item constituting the personnel information. be able to. Therefore, the server 1 can acquire and manage the personnel information including the transition of the work of the employee E and the like in a time-sequential manner for each item, thereby realizing the organizational personnel strategy and the personnel strategy. Above, more useful information can be provided.

[System configuration]
FIG. 3 is a diagram illustrating an outline of a configuration of an information processing system including a server 1 according to an embodiment of the information processing apparatus of the present invention.

The information processing system shown in FIG. 3 is configured by connecting the server 1, the personnel terminal 2, and the terminals 3-1 to 3-n such as employees via a predetermined network N such as the Internet. .
Hereinafter, when it is not necessary to individually distinguish the employees E1 to En and the employees terminals 3-1 to 3-n, these are collectively referred to as “Employee E” and “Employee E”. Terminal 3 ".

The server 1 executes various processes on the personnel terminal 2 operated by the personnel manager H so that personnel management of the employees E1 to En can be efficiently performed.
The personnel terminal 2 is an information processing device operated by a personnel representative H, and includes, for example, a personal computer, a smartphone, a tablet, and the like.
Each of the employee terminals 3-1 to 3-n is an information processing device operated by each of the employees E1 to En, and includes, for example, a personal computer, a smartphone, a tablet, and the like.

[Hardware configuration]
Next, the hardware configuration of the server 1 will be described.
FIG. 4 is a block diagram illustrating a hardware configuration of the server 1 of FIG.

  The server 1 includes a CPU (Central Processing Unit) 11, a ROM (Read Only Memory) 12, a RAM (Random Access Memory) 13, a bus 14, an input / output interface 15, an output unit 16, an input unit 17, , A storage unit 18, a communication unit 19, and a drive 20.

The CPU 11 executes various processes according to a program recorded in the ROM 12 or a program loaded from the storage unit 18 into the RAM 13.
The RAM 13 also stores data and the like necessary for the CPU 11 to execute various processes.

  The CPU 11, the ROM 12, and the RAM 13 are mutually connected via a bus 14. The bus 14 is also connected to an input / output interface 15. The output unit 16, the input unit 17, the storage unit 18, the communication unit 19, and the drive 20 are connected to the input / output interface 15.

The output unit 16 includes various liquid crystal displays and outputs various information.
The input unit 17 includes various hardware buttons and inputs various information.
The storage unit 18 is configured by a DRAM (Dynamic Random Access Memory) or the like, and stores various data.
The communication unit 19 controls communication with other devices (for example, the personnel terminal 2 and the employee terminals 3-1 to 3-n in FIG. 3) via the network N including the Internet.

  The drive 20 is provided as needed. A removable medium 30 made of a magnetic disk, an optical disk, a magneto-optical disk, a semiconductor memory, or the like is appropriately mounted on the drive 20. The program read from the removable medium 30 by the drive 20 is installed in the storage unit 18 as needed. Further, the removable medium 30 can also store various data stored in the storage unit 18 in the same manner as the storage unit 18.

  Note that the hardware configuration of the personnel terminal 2 and the employee terminal 3 can be basically the same as the hardware configuration of the server 1, and a description thereof will be omitted.

[Functional configuration]
Next, the function of the server 1 will be described with reference to FIG.
FIG. 5 is a functional block diagram illustrating an example of a functional configuration of the server 1 of FIG.

As shown in FIG. 5, in the CPU 11 of the server 1, when the history management process is performed, the update receiving unit 101, the association unit 102, and the management unit 103 function. When the extraction process is performed, the period receiving unit 104 and the extracting unit 105 function. When the analysis process is performed, the analysis bearing unit 106, the analysis unit 107, and the result output unit 108 function.
In one area of the storage unit 18, a personnel DB 401 is provided.

"History management processing" refers to a series of processing for managing, as update history information, for each item when a change is input to the personnel information of each of the employees E1 to En. The “change” here includes addition of information for each item and addition of a new item.
The “change information extraction process” refers to a series of processes for extracting, as change information, information on a change in personnel information that has occurred within a designated period.
“Analysis processing” refers to a series of processing for analyzing personnel information based on a designated analysis axis.

(CPU)
Here, as a premise of the history management processing, when there is a change in the personnel information of the employee E or the like, new personnel information (hereinafter, referred to as “updated content information”) is provided by a personnel manager of the company or the like. Is input to the personnel terminal 2, information for specifying the input timing (hereinafter, referred to as “update timing information”), and information relating to a reference timing when an event causing a change in the personnel information occurs (hereinafter, referred to as “update timing information”). (Referred to as “reference timing information”).

As described above, when an input operation for performing a change is performed for each of one or more items, the update receiving unit 101 performs a process for each of the one or more items when an event that causes a change occurs. A reference timing (for example, a birthday), a timing at which a change input operation is performed (for example, the date and time at which the change input operation is performed), and the input content are respectively referred to as a reference timing and an update timing. Will be accepted as updated content.
Specifically, the update receiving unit 101 receives the reference timing information, the update timing information, and the update content information transmitted from the personnel terminal 2.

The associating unit 102 associates the reference timing, the update timing, and the update content with respect to the item for which the reference timing, the update timing, and the update content have been received among the one or more items.
Specifically, the associating unit 102 determines the reference timing information, the update timing information, and the update timing for the item Ik in which the reference timing information, the update timing information, and the update content information are received among the items I1 to Im. Correlate with content information.

The management unit 103 sets a set of the reference timing, the update timing, and the update content as the update history information of the item in which the reference timing, the update timing, and the update content are received among the one or more items. to manage.
Specifically, the management unit 103 sets the reference timing information, the update timing information, and the update content information among the items I1 to Im as reference history information as update history information of the received item Ik. It manages a set of update timing information and update content information. Update history information is stored and managed in the personnel DB 401.

The period receiving unit 104 receives a designation of a period.
Specifically, the period receiving unit 104 receives, when the personnel manager H operates the personnel terminal 2 to designate a period for extracting update history information of a desired period, .

The extraction unit 105 extracts update history information having a predetermined timing within the range of the period in which the designation has been received as a reference timing in units of items.
Specifically, the extraction unit 105 extracts update history information having, as reference timing information, a predetermined timing within the range of the period for which the specification has been received by the period receiving unit 104, in units of items.
For example, when a period from January 1, 2018 to September 30, 2018 is specified, a predetermined timing within this period (for example, July 1, 2018, which is a reference date) is used as a reference timing. Update history information is extracted.

The analysis bearing unit 106 receives designation of one or more analysis axes.
Specifically, the analysis bearing attaching unit 106 accepts, when the personnel manager H operates the personnel terminal 2 and specifies one or more analysis axes to perform a desired analysis. For example, when the first analysis axis is designated as “department”, the second analysis axis is designated as “employment type”, and the third axis is designated as “basic pay”, the analysis bearing unit 106 specifies this designation. Accept. Note that another specific example of the analysis shaft received by the analysis bearing unit 106 will be described later with reference to FIG.

The analysis unit 107 analyzes the information including one or more items and the update history information using the analysis axis for which the designation has been received.
Specifically, the analysis unit 107 analyzes the personnel information including one or more items and the update history information using the analysis axis whose designation has been received by the analysis bearing unit 106.
For example, as described above, when the designation that the first analysis axis is “department”, the second analysis axis is “employment type”, and the third axis is “basic pay”, the analysis unit 107 Analyzes the relationship between departments, employment patterns, and basic salary. Another specific example of analysis using the designated analysis axis will be described later with reference to FIG.

The result output unit 108 outputs the analysis result when the analysis is performed using the analysis axis whose specification has been accepted.
Specifically, the result output unit 108 outputs the analysis result when the analysis is performed by the analysis axis that has been designated by the analysis bearing unit 106.
For example, the designation that the first analysis axis is “Department”, the second analysis axis is “Employment type”, and the third analysis axis is “Basic salary” is received. When the analysis for finding the relationship with is performed, the result output unit 108 outputs the analysis result. In this case, an analysis result on the relationship between the department, the employment form, and the basic salary is output.
Note that, for example, the analysis bearing unit 106, the analysis unit 107, the result output unit 108, and the like are particularly useful in a case where history information and the like managed in items are collectively managed as personnel information.

(Storage unit)
In the personnel DB 401, personnel information of employees E1 to En is stored and managed.

[Concrete example]
Next, a specific example of processing that can be executed by the server 1 shown in FIG. 1 will be described with reference to FIGS.

  FIG. 6 is a diagram showing an outline of outsourcing management which can be realized by the server 1 of FIG.

There is a company that outsources the salary calculation of employees E. It is necessary for the personnel manager H of such a company to reflect, in the payroll calculation, information that affects the result of the payroll calculation among the information included in the personnel information. Specifically, it is necessary to notify the outsourcing destination of the change information regarding the marriage, transfer, promotion, demotion, etc. of each of the employees E1 to En without delay.
In such a case, as described above, the personnel manager H can specify a predetermined period and extract the reference timing and the updated content of the item that has changed within that period. Thus, the personnel manager H can easily notify the outsourcing destination of change information regarding, for example, marriage, transfer, promotion, demotion, etc. without delay.

  FIG. 7 is a diagram showing an image of unified management of personnel information that can be realized by the server 1 of FIG.

Companies have an obligation to keep personnel information of employees E for three years after retirement. However, the personnel information of the employee E etc. is information that continues to increase from the time when the employee E is hired by a company until retirement.
Specifically, as shown in FIG. 7, the personnel information of the employee E etc. includes various information. For example, the position, department, address, contact information, family structure, commuting route, account used, information on payroll, etc. of employee E, etc., evaluation within the company, details of training that has been taken so far, acquired qualifications and skills , And the contents described in the resume are all included in the personnel information.
Furthermore, these pieces of information included in the personnel information may be required to be used in a fixed format, and are usually individually managed in various formats.
By registering such information, the server 1 can also perform centralized management as personnel information. As a result, since the personnel information is digitized, paperless personnel operations can be realized. Further, the content of the approved information can be automatically reflected in the personnel information through a predetermined approval process such as a workflow, so that maintenance of the personnel information can be saved.
In the server 1, as described above, since the reference timing information, the update timing information, and the update content information are managed in association with each other, the personnel information including the update content information, the reference timing information, and the update timing A combination with time-series information including information can be used. Thereby, for example, the personnel manager H can grasp the personnel information in more detail, and thus can easily perform the analysis and the like.

  That is, the contents of the personnel information centrally managed by the server 1 can be easily updated by the workflow. Specifically, by inputting necessary items on the input screen G1 of the personnel terminal 2 or the terminal 3 such as an employee, the input content is automatically reflected. This makes it easy to update personnel information and the like.

  As described above, the contents of the personnel information centrally managed by the server 1 include information on the pay statement of the employee E or the like. For this reason, the pay statement of the employee or the like, which has conventionally been often handed out to the employees or the like E1 to En after being output on paper, can be transmitted to the employee or the like terminal 3 as electronic information. Thereby, paperlessness can be achieved.

  FIG. 8 is a diagram showing an image of an alert mail notification that can be realized by the server 1 of FIG.

There are companies where the skills and qualifications of employees E directly affect the business. The personnel manager H of such a company needs to appropriately manage the qualification and license of the employees E required for the business. However, the renewal procedure of various licenses is often forgotten for the employee E or the like.
Therefore, as shown in FIG. 8, the server 1 sends an alert mail to each of the employees E1 to En about the procedures for renewing various qualifications and licenses, and attending training to be a condition for payment of benefits. can do.
Specifically, for example, as shown in FIG. 8, personnel licenses for various qualification licenses such as a residential land construction contractor (so-called “building house”), a employment placement manager, a driver's license, an information security manager, a personal information protector, etc. By performing a predetermined setting on the alert setting screen G2 displayed on the terminal 2, the fact is notified to the employee E who needs the update procedure.
This allows the employee E or the like to recognize from the notified alert mail that the time to carry out the procedures required for updating the various licenses is approaching. As a result, it is possible to avoid a situation in which, for example, an employee who needs to drive a vehicle for business loses his license renewal procedure.

  FIG. 9 is a diagram showing an outline of the trend analysis that can be realized by the server 1 of FIG.

There are companies that want to actively invest in employees E for the future of the company. The personnel H of such a company needs to accurately grasp the tendency in the organization based on the competencies of the company. In addition, by accurately grasping and cultivating the strengths and weaknesses of the employees E1 to En, etc., it is possible to utilize human resources. Note that “competency” refers to behavioral characteristics common to persons with high business performance.
However, it is not easy to grasp trends in the organization based on the competencies of the company and to grasp and develop the strengths and weaknesses of each of the employees E1 to En.
Therefore, the server 1 manages the measures in the company and outputs a value indicating the tendency. Specifically, the server 1 performs an analysis as shown in FIG. As a result, the tendency in the organization based on the competencies of the company can be easily grasped.
Specifically, for example, the server 1 can analyze the competency (A) to be distributed according to the position of the employee E or the like. Further, for example, the server 1 can analyze the competency (B) to be distributed according to the department in which the employees E are arranged. Further, for example, the server 1 can perform an analysis in which the competency (C) is distributed for each evaluation result from the boss of the employee E or the like.
In this way, by managing the measures in the company and outputting a value indicating the tendency, the strengths and weaknesses of each of the employees E1 to En can be easily grasped. Criteria for adoption can be clarified. As a result, the relocation of the employees E can be realized based on the contents of the plan formulated for fostering the employees E.

  FIG. 10 is a diagram showing an outline of the personnel cost analysis which can be realized by the server 1 of FIG.

There is a company that wants to know the labor costs incurred by the company in each department. The personnel manager H of such a company stores the information on the department in which each of the employees E1 to En included in the personnel information and the information on the pay statement of each of the employees E1 to En included in the personnel information. Need to be combined.
However, the information on the department in which each of the employees E1 to En is arranged and the information on the pay details of each of the employees E1 to En are generally managed by different software in many cases. .
Therefore, the server 1 manages the information about the department in which each of the employees E1 to En is arranged and the information about the pay details of each of the employees E1 to En in a collective manner. Then, the server 1 performs an analysis using an analysis axis as shown in FIG. Thus, it is possible to analyze not only the department unit but also the personnel cost using various analysis axes such as the position unit or the gender.
Upon receiving the designation of the analysis axis for analysis, the server 1 sets the first analysis axis to “department” and the second analysis from the screen G3 displayed on the personnel terminal 2 as shown in FIG. 10, for example. When the axis is set to "employment type" and the third analysis axis is set to "basic salary", analysis can be performed to find out the relationship between departments, employment types, and basic salary. Becomes Further, when designation is made such that the first analysis axis is “post”, the second analysis axis is “sex”, and the third analysis axis is “basic pay”, the post, the gender and the basic pay are specified. It is possible to perform analysis for finding relationships. If the first analysis axis is designated as "work location", the second analysis axis is designated as "department", and the third analysis axis is designated as "basic pay", the work location, the department and the basic pay are designated. It is possible to perform an analysis to find a relationship with the.

  FIG. 11 is a diagram showing an outline of group management which can be realized by the server 1 of FIG.

Some companies are members of group companies. Among such companies, a personnel manager H responsible for personnel in the entire group needs to manage personnel information of each group company. For example, as shown in FIG. 11, it is assumed that companies A to D are group companies HD, and a personnel manager H responsible for personnel of the entire group belongs to a holdings company. In such a case, the personnel manager H needs to collectively manage the personnel information of each of the companies A to D.
However, each of the companies A to D generally has personnel personnel H1 to H4. Therefore, a login ID for accessing the personnel information of each of the companies A to D is assigned to each of the personnel personnel H1 to H4. As a result, the personnel manager H, who is responsible for the personnel of the entire group, uses the login ID separately provided to access the personnel information of each of the companies A to D, and uses the login ID separately assigned to the personnel information of each of the companies A to D. I had to log in every time.
Therefore, the server 1 collectively manages personnel information of each of the companies A to D. This eliminates the need for the personnel manager H, who is responsible for personnel management of the entire group, to access each of the personnel information of the companies A to D while logging in again. Further, according to the server 1, it is possible to register and manage the personnel authorities H1 to H4 of the companies A to D with limited authority. Thus, it is possible to prevent, for example, the personnel manager H1 of the company A from freely accessing the personnel information of the company B.

  FIG. 12 is a diagram showing an outline of transfer management which can be realized by the server 1 of FIG.

There are companies where employees and others are frequently transferred. The personnel manager H of such a company must manage which personnel are assigned to which location and efficiently determine what kind of relocation should be made in the future.
However, it is difficult to perform the results regarding the transfer and the secondment of the employees E1 to En based only on the memory of the personnel manager H.
Therefore, the server 1 registers and manages the results of the transfers and secondments of the employees E1 to En and the like one by one. As a result, the personnel personnel H can reduce the time cost, and the personnel arrangement of the right person in the right place becomes easy.
Specifically, as shown in FIG. 12, by performing drag and drop of the icon indicating the target employee E on the organization chart displayed on the screen G4, a simulation of personnel change is performed. Can be. Then, by saving the organization chart displayed on the screen G4, the history of personnel changes is automatically accumulated. The history of personnel changes of the employee E can be viewed on the screen G5.

  Further, according to the server 1, although not shown, it is possible to reduce costs required for submitting documents to the human resources department and various applications, which are problems in a company having factories and stores at multiple locations. . Specifically, the employee E can update the personnel information by himself using the workflow function. In addition, since the pay slip can be displayed on a smartphone or the like, even an employee E who does not have a personal computer for a company or an e-mail address for a company can easily check his / her own pay slip. Can be. Thus, it is possible to eliminate the conventional exchange of personnel information using paper or spreadsheet software.

  FIG. 13 is a diagram showing a comparison between functions that can be realized by the server 1 of FIG. 5 and functions that can be realized by a conventional backbone system.

As shown in FIG. 13, a conventional core system including ERP (Enterprise Resource Planning) and personnel management software has a function of managing each of accounting, sales, inventory, production, and personnel salary. However, since the core system is constructed from the viewpoint of business management, there are problems such as limited management items and lack of flexibility from the viewpoint of human resource management. Further, in the backbone system, there is a problem that the update of recorded data (for example, data migration or input from paper) is troublesome because the employee E or the like has few opportunities to directly contact.
On the other hand, the server 1 has various functions specialized in human resource management because the system is constructed from the viewpoints of organization, human resources, human resource management, and human resource management. For example, personnel payroll management, electronic statement, organization / movement simulation, file upload, resume / job history management, personnel evaluation history management, accumulation management of retirement reasons, various authority settings, history management of training attendance The management of interview history, automatic counting of personnel indicators (KPI), various workflows, and the like are all examples of the functions of the server 1.
As described above, according to the server 1 having various functions specialized in human resource management, it is possible to centrally manage the personnel information of the employees E1 to En belonging to a range that cannot be covered by the conventional core system. . Further, according to the server 1, it can also be used as a contact tool between the personnel manager H and each of the employees E1 to En.

  FIG. 14 is a table showing a specific example of functions that can be realized by the server 1 of FIG.

According to the server 1, various functions shown in FIG. 14 in the order of large items, medium items, and outlines can be realized.
That is, the company management (large item) function includes registration of an affiliated company (medium item) and management of concurrent employees (middle item). As a result, it is possible to manage information on subsidiaries and group companies, and to manage employees E belonging to a plurality of companies (ie, grouping).
The organization chart (large item) function includes creation of an organization chart (middle item), simulation (middle item), and management of special organization (middle item). As a result, it is possible to manage the organization structure, temporarily store the organization chart, perform simulations, and manage an organization structure that cannot be represented in the organization chart (for example, a project team).
Another specific example of a function that can be realized by the server 1 is as shown in FIG.

  FIG. 15 is a diagram showing a specific example of a personnel information history management function that can be realized by the server 1 of FIG.

FIG. 15A shows a specific example of a function for comprehensively managing current personnel information and past personnel information for each of the employees E1 to En.
For an employee E, the address was changed due to moving on the month and year of year X. Therefore, in the personnel information including items such as “name”, “address”, and “phone number”, It is assumed that only the corresponding information is changed.
In this case, conventionally, information corresponding to items (“name” and “telephone number”) other than the item of “address” is also updated at the same time. That is, it is recorded as update timing information that all items including “name”, “address”, and “telephone number” have been updated collectively on yy / mm / yy.
On the other hand, the server 1 does not update the information corresponding to the items (“name” and “telephone number”) other than the item of “address”. That is, of the “name”, “address”, and “telephone number”, only the item “address” that has actually been changed is updated with the reference timing of year / year / month / day. Information and update timing information are recorded. That is, as shown in FIG. 15B, the reference timing information, the update timing information (not shown), and the update content information are managed for each item, so that an accurate update history for each item is managed. can do.

FIG. 15B shows a specific example of a function of utilizing information that has been deleted so far as personnel information.
Until now, the personnel information of the employee E is managed as personnel information only for the events (for example, information on transfer, training, promotion, promotion, salary, marriage, secondment, etc.) that occurred from the time the employee E joined the company to the time of retirement. It was generally done. That is, since only the personnel information of the employee E who is present is managed, the personnel information of the employee E before joining the company is not acquired in the first place, and the personnel information of the former employee E after retirement is deleted. Was.
For this reason, the history of the former employee E who retired and information on personnel measures (for example, the history of investment in the employee E) are not left.
On the other hand, the server 1 stores not only the events (for example, information about transfer, training, promotion, promotion, salary, marriage, and secondment, etc.) that occurred from the time when the employee E joined the company to the time of retirement, as well as the employee The personnel information of the employee E and the personnel information of the former employee E after retirement are appropriately managed. As a result, the past information of the employee E as a role model is managed, so that it can be used as reference information when nurturing or transferring other employees E other than the employee E as a role model. Can be.

  FIG. 16 is a diagram showing a specific example of a personnel index (KPI) automatic calculation function that can be realized by the server 1 of FIG.

By storing personnel information in a KPI template via a GUI (Graphical User Interface) of the server 1, various personnel indicators (KPIs) periodically performed by a personnel manager H can be easily calculated. Become.
Specifically, as shown in FIG. 16, it is possible to calculate a personnel index (KPI) such as, for example, “average age of male and female by section”, “number of male and female by department”, “number of occupants by department”.
Thereby, it is possible to automate the computerization of the pay statement, the computerization of the in-house application, the automation of “application”, “approval”, and “information update”. That is, since the pay slip is digitized, the employee E can also check his / her pay pay using a smartphone or the like. In addition, since the in-house application is digitized, personnel information can be updated by a workflow.

  FIG. 17 is a diagram showing specific examples of various simulation functions that can be realized by the server 1 of FIG.

FIG. 17A shows a specific example of a GUI for the transfer simulation.
On the GUI of the transfer simulation, icons J1 to Jn indicating the employees E1 to En and icons K1 to Kr indicating the departments D1 to Dr (r is an arbitrary integer value of 1 or more) are displayed. .
Here, it is assumed that a simulation is performed in which the employee E1 is transferred to the department D1. In this case, the personnel manager H performs an operation of dragging and dropping the icon J1 indicating the employee E1 to the icon K1 indicating the department D1 in the GUI of the transfer simulation. With only this operation, a simulation of transferring the employee E1 to the department D1 can be performed. According to the transfer simulation, the arrangement of the employees E1 to En can be systematically grasped. Also, the personnel index (KPI) after the simulation can be automatically calculated.

FIG. 17B shows a specific example of a GUI for tissue simulation.
Although not shown, icons K1 to Kr indicating the departments D1 to Dr are systematically displayed in the display region R1 of the GUI of the organization simulation. In the GUI of the organization simulation, icons K1 to Kr indicating the departments D1 to Dr, respectively, are displayed in a list in the display area R2, although not all illustrated.
Here, it is assumed that a simulation is performed to change the organization so that the department D1 is under the control of the department D2. In this case, the personnel manager H selects the icon K1 indicating the department D1 from the departments D1 to Dr listed in the display area R2 in the GUI of the organization simulation. Then, the personnel manager H performs an operation of dragging and dropping the selected icon K1 under the department D2 systematically displayed in the display area R1. Only by this operation, it is possible to perform a simulation for changing the organization in which the department D1 is placed under the department D2. Further, as shown in the display area R1, the hierarchy can be changed only by performing the drop operation.
As described above, according to the organization simulation, it is possible to perform a simulation of modifying the organization by simply dragging and dropping each of the icons K1 to Kr indicating the departments D1 to Dr. In addition, authority setting after the simulation can be performed.

  FIG. 18 is a diagram showing an example of the effect of the personnel information history management function that can be realized by the server 1 of FIG.

  According to the personnel information history management function that can be realized by the server 1, it is possible to manage the personnel information of each of the departments D1 to Dr over time.

For example, as shown in FIG. 18 (A), the personnel information of the department D1 as of Y / Y / Y and the subsequent personnel information as of X / X / X can be easily managed.
That is, at the time of Y / Y, Y, the department D1 has the employee E1 as the manager, the employee E2 as the manager of the first section, and the employee E3 as the manager of the second section. , Etc., belonging to the first section, and employees E5 and E6 belonging to the second section. Further, as an example of personnel information of the department D1, the employee E2 is unmarried, the employee E3 is retired, the employee E4 is not dependent, the employee E5 is promoted, and the employee E6 is transferred. Had become. At this time, the sales amount of the department D1 was YYY billion yen and the profit amount was Y billion yen.
Thereafter, at the time of X / X, X, the department D1 decides the employee E1 as the manager, the employee E2 as the manager of the first section, and the employee E5 as the manager of the second section. , The staffs E4 and E7 belonging to the first section, and the staffs E8 and E9 belonging to the second section. Further, as an example of personnel information of the department D1, the employee E2 is married, the employee E4 is dependent, and the employees E8 and E9 are employed. At this time, the sales amount of the department D1 was XXX billion yen, and the profit amount was X billion yen.
As described above, according to the server 1, it is possible to accumulate personnel information as big data and manage it over time, so that the use value of each piece of information can be increased. As a result, for example, it is possible to retroactively analyze the organizational structure when business performance is strong and the trajectory of the growth of excellent human resources, so that it can be used as reference information when planning an organizational human resources strategy or human resources strategy. .

FIG. 18B shows that according to the present apparatus 1, the way of personnel information itself can be changed.
As shown in FIG. 18B, the total work man-hours in the personnel department to which the personnel manager H belongs is the sum of the work man-hours in the “value-added work” and the work man-hours in the “routine work”. In the past, the ratio of the number of work steps in the value-added work to the number of work steps in the routine work was larger in the routine work, but in order to realize the organizational personnel strategy and the human resource strategy, FIG. It is necessary to shift from routine work to value-added work as shown in (1). However, it is not easy to shift from routine work to value-added work because routine work is also important.
Therefore, by reviewing the routine work, the load work is specified, and measures for reducing the completed load work are implemented. In addition, the number of work steps reduced by the work efficiency is shifted to a defined high value-added work. In the business cycle, operation, information collection, analysis, planning, and introduction are performed in that order, and then operation returns.
Specifically, according to the server 1, the routine work (operation, information collection, and analysis) is made more efficient, so that the load on the human resources department is reduced and the shift from the routine work to the value-added work is facilitated. Can be. As a result, since the personnel information can be accumulated and converted into big data, the efficiency of personnel operations utilizing AI (artificial intelligence) can be realized.

  This makes it possible to automatically collect information by workflow, grasp accurate information with appropriately managed update timing, and comprehensively manage information, so that employees can enter the company at the time of joining the company, payroll calculation, etc. Can improve the efficiency of routine work. For example, it is also possible to obtain an effect that is five to six times the introduction cost while reducing the routine work at the time of pay calculation by about 80%. Specifically, at the time when an employee or the like joins the company, various operations (collection of documents, input of information, storage of information) for handling the following information need only be substantially checked. In other words, employment conditions (salary amount, base / department, position, etc.), address, residence address, information on dependents, commuting expenses (payment amount, route), employment insurance number, pension number, salary transfer account , Emergency contact information and information described in the resume (former company name, department, etc.) need only be checked substantially. Further, only various checks (collection of change information, data reflection, communication, calculation, storage) for handling the following information at the time of salary calculation for an employee or the like need only be substantially checked. In other words, raise and lower salary, elevating and lowering, department / base change, address change, work allowance, rent allowance, reimbursement, property savings, shareholding association, social insurance, resident tax, maternity leave / childcare leave, long-term care insurance premium, joining / retirement, leave, With regard to the form of employment, etc., only a substantial check work is required.

  FIG. 19 is an image diagram showing a game change in the personnel introduction market, which can be realized by the server 1 of FIG.

According to the server 1, the personnel information of the company can be accumulated. For this reason, as shown in FIG. 19, by connecting the server 1 to a personnel database managed by an external recruiting site, a business SNS (Social Networking Service), a resume creation site, or the like, the personnel database can be changed in-house. It is also possible to automatically pick up talented people who can play an active part.
As a result, it is possible to clarify the differences in skills, abilities, experiences, and the like required for a person who desires to take a post to be recruited (hereinafter, referred to as “job seeker”) from the predecessor of the post. . In addition, a person who wants to take a position to be recruited can clarify the contents of education (training plan, career plan) to be received after actually joining the company before joining the company. As a result, seamless recruitment of personnel and a game change in the recruitment market (dramatic increase in efficiency) can be realized.
Specifically, at the time of recruitment, by comparing the personnel information managed by the server 1 with information stored in an external personnel database, the employee E of the company and the job seeker can be compared. It becomes possible. In addition, among the past employees E etc. of the target post, excellent employees E are extracted, and the personnel information of this employee E is used as basic information of arrangement (selection / selection). Can be. Further, by comparing the experience, career, and skills of the employee E as a role model, the points of education and training can be clarified.

  As described above, one embodiment of the present invention has been described. However, the present invention is not limited to the above-described embodiment, and includes modifications and improvements as long as the object of the present invention can be achieved. It is.

  For example, in the above-described embodiment, “information including one or more items” in the present invention is set as personnel information, but this is merely an example. The present invention can be applied to any information other than personnel information as long as the information includes one or more items.

  Further, for example, in the above-described embodiment, when the age is updated from “42” to “43” for the “update content” in the present invention, the updated information “43” is used as “update information”. It is associated with “update timing”. However, the present invention is not limited to this. For example, when the age is updated from “42” to “43”, information before and after the update “updated from 42 to 43” is used as “update information” as “update timing”. May be associated.

  Further, for example, since the personnel information can include all kinds of information about the user (for example, the employee E), the items (for example, name, address, and telephone number) of the personnel information shown in the above embodiment are illustrative. Only.

  Further, according to the present invention, of the operations in the human resources department, planning-related operations (evaluation, training, recruiting, etc.), business-related operations (salary, labor, health, etc.), and procedural operations are all straddled. I can help. For this reason, it is possible to provide support for human resources operations regardless of the size of the company.

  Further, according to the present invention, functions and items can be set according to the needs of the human resources department, so that the use application can be evolved according to the scale of the organization, the situation where the organization is placed, the priority, etc. it can. Specifically, for example, according to the size and situation of the company, personnel management using spreadsheet software, centralized management of personnel information, setting of user authority, digitization of salary details, utilization of workflow, organization / transfer simulation, personnel management The use application can be evolved in an order such as automatic counting of the index (KPI).

Further, according to the present invention, for example, management of personnel information limited to personnel departments and persons in charge and operation support of personnel operations can be performed as described below.
Data conversion of personnel-related applications, management of introduction of personnel measures, transfer simulation, reminding of change and acquisition procedures and personnel measures, management of special project teams, management of next-generation manager candidates, management and accumulation of salary-related information In addition, it is possible to set salary details for each employment type, manage points in a retirement allowance system, and collect and analyze personnel information.

Further, according to the present invention, for example, management of each company and each organization and simulation of an organization design as described below can be performed.
That is, it is possible to perform organization chart creation, organization design simulation, restoration / history management of past organizations, personnel cost management for each company / organization, personnel management for group companies, and the like.

In addition, according to the present invention, not only personnel information but also information on actions of employees and the like and information on processes can be collected and accumulated in the medium to long term. Specifically, it is possible to collect and accumulate information such as the contents of the mail of the employee or the like, the mail transmission / reception history, the operation history of the employee or the like terminal 3 such as a smartphone, and the call history.
As a result, the accumulated information can be refined, so that employees and the like whose personnel information contents are similar to each other can be extracted from the employees and the like with high accuracy. In addition, by clarifying the difference in personnel information between similar employees and the like, it is possible to enhance the work related to the recruitment and allocation (selection / selection) of employees and the like, and education and training.

  Further, according to the present invention, it is possible to collect and accumulate the results of aptitude tests for employees and the like, which have been utilized only at the time of recruitment, as personnel information together with information on evaluation, treatment, salary, and the like. As a result, the results of the suitability test can be analyzed together with other personnel information, and the analysis results can be used as basic information for post-employment education and personnel allocation. Further, if the aptitude test is performed over time, it is possible to analyze a change in the result, thereby realizing more scientific personnel.

  Further, for example, in the above-described embodiment, the update timing information is configured not to be displayed on the GUI, but is not particularly limited to this. The reference timing information, the update timing information, and the update content information may be displayed on the GUI.

Further, for example, in the above-described embodiment, the description has been made assuming that the reference timing, the update timing, and the update content are handled in association with each item, but the present invention is not particularly limited to this.
That is, it is not always necessary to associate each item with a single item. For example, the reference timing, the update timing, and the update content may be associated with each of a plurality of items.

  The hardware configuration shown in FIG. 4 is merely an example for achieving the object of the present invention, and is not particularly limited.

  In addition, the functional block diagram illustrated in FIG. 5 is merely an example and is not particularly limited. That is, it suffices that the information processing system has a function capable of executing the above-described series of processes as a whole, and what kind of functional block is used to realize this function is not particularly limited to the example of FIG. .

Further, the location of the functional block is not limited to FIG. 5 and may be arbitrary.
In addition, one functional block may be configured by hardware alone, may be configured by software alone, or may be configured by a combination thereof.

When the processing of each functional block is executed by software, a program constituting the software is installed on a computer or the like from a network or a recording medium.
The computer may be a computer embedded in dedicated hardware. In addition, the computer may be a computer that can execute various functions by installing various programs, for example, a general-purpose smartphone or a personal computer in addition to a server.

  The recording medium including such a program is not only constituted by a removable medium distributed separately from the apparatus main body to provide the program to each user (for example, personnel manager H), but also incorporated in the apparatus main body in advance. It is composed of a recording medium or the like provided to each user (for example, personnel manager H) in a state where the information is stored.

  In this specification, steps for describing a program to be recorded on a recording medium include, in addition to the processing performed in chronological order according to the order, the processing is not necessarily performed in chronological order, but may be performed in parallel or individually. This also includes the processing to be executed.

  Also, in this specification, the term system refers to an entire device including a plurality of devices and a plurality of means.

In summary, the information processing apparatus to which the present invention is applied only needs to have the following configuration, and can take various embodiments.
That is, the information processing apparatus to which the present invention is applied (for example, the server 1)
In an information processing apparatus that manages information including one or more items (for example, items I1 to Im),
When an input operation for making a change is performed for each of the one or more items, a first timing (for example, a birthday) serving as a reference when an event causing the change occurs, and the input The reference timing, the update timing, the update timing, and the second timing at which the operation is performed (for example, the date and time when the input operation for performing the change is performed) and the input content (for example, the age after the change) are respectively performed. First receiving means (for example, the update receiving unit 101 in FIG. 5) for receiving as contents and
An association unit (for example, the association unit 102 in FIG. 5) that associates the reference timing, the update timing, and the update content with respect to the item received by the first reception unit, among the one or more items. ,
Among the one or more items, as the update history information of the item received by the first receiving unit, the reference timing (for example, reference timing information) associated with the associating unit and the update timing (for example, Management means (for example, the management unit 103 in FIG. 5) for managing a set of the update timing information) and the update content (for example, update content information);
Is provided.
As a result, it is possible to facilitate utilization of information including one or more items.

A second receiving unit (for example, the period receiving unit 104 in FIG. 5) that receives the specification of the period;
Extracting means (for example, the extracting unit 105 in FIG. 5) for extracting the update history information having, as the reference timing, a predetermined timing within the range of the period received by the second receiving means as a unit of the item;
Further comprising
The management means can manage each of the update history information on a time axis for each of the one or more items.
As a result, it is possible to easily utilize information consisting of one or more items over time.

A third reception unit (for example, the analysis bearing unit 106 in FIG. 5) for receiving designation of one or more analysis axes;
Analysis means for analyzing the information including the one or more items including the update history information by the analysis axis received by the third reception means and outputting the analysis result (for example, the analysis unit 107 in FIG. 5, And a result output unit 108),
Can be further provided.
Thus, it is possible to easily analyze information including one or more items.

In addition, the information including the one or more items may be personnel information for one or more employees or the like.
As a result, utilization of personnel information including one or more items can be facilitated.

  1: server, 2: personnel terminal, 3-1 and 3-n: employee terminal, 11: CPU, 12: ROM, 13: RAM, 14: bus, 15: input / output interface, 16: output unit, 17 : Input unit, 18: storage unit, 19: communication unit, 20: drive, 30: removable medium, 101: update reception unit, 102: association unit, 103: management unit, 104: period reception unit, 105, extraction unit , 106: analysis bearing unit, 107: analysis unit, 108: result output unit, 401: personnel DB, H: personnel personnel, E1 to E9, En: employee, G1 to G5: screen, D, D1 Dr: department, J1 to Jn: icon, K1 to Kr: icon, I1 to I4, Im: item, N: network

Claims (5)

In an information processing apparatus that manages information including one or more items,
When an input operation for making a change is performed for each of the one or more items, a first timing serving as a reference when an event causing the change occurs, and the input operation is performed First receiving means for receiving each of the second timing and the input content as a reference timing, an update timing, and an update content;
Associating means for associating, among the one or more items, an item received by the first receiving means with a reference timing, the update timing, and the update content;
Of the one or more items, as update history information of the item received by the first receiving unit, a set of a reference timing associated with the association unit, the update timing, and the update content is set. Management means for managing;
An information processing apparatus comprising: Second receiving means for receiving a designation of a period,
Extracting means for extracting the update history information having, as the reference timing, a predetermined timing within the range of the period received by the second receiving means, in a unit of the item;
Further comprising
The management means manages each of the update history information on a time axis for each of the one or more items,
The information processing device according to claim 1. Third receiving means for receiving designation of one or more analysis axes;
Analysis means for performing analysis on the analysis axis received by the third reception means for information comprising the one or more items including the update history information, and outputting the analysis result;
Further comprising,
The information processing device according to claim 1. The information composed of the one or more items is personnel information for one or more employees, etc.
The information processing apparatus according to claim 1. A computer that controls an information processing device that manages information comprising one or more items;
When an input operation for making a change is performed for each of the one or more items, a first timing serving as a reference when an event causing the change occurs, and the input operation is performed A first reception step of receiving each of the second timing and the input content as a reference timing, an update timing, and an update content, respectively;
An associating step of associating the reference timing, the update timing, and the update content with respect to the item received in the first receiving step, of the one or more items,
A set of the reference timing, the update timing, and the update content associated in the associating step as update history information of the item received in the first reception step among the one or more items. Management steps to manage the
A program for executing a control process including

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