WO2022249497A1

WO2022249497A1 - Occupational cognitive function measurement system and occupational cognitive function measurement application program

Info

Publication number: WO2022249497A1
Application number: PCT/JP2021/021413
Authority: WO
Original assignee: 株式会社トータルブレインケア
Priority date: 2021-05-27
Filing date: 2021-06-04
Publication date: 2022-12-01

Abstract

[Problem] To provide an occupational cognitive function measurement system that can measure the occupational cognitive function required for the job of each employee, and furthermore can measure occupational cognitive function at the organization level and at the job level. [Solution] Employees of an organization under examination are made to respond to tasks required by their jobs, occupational cognitive scores of the employees are obtained, and the occupational cognitive functions of the employees are consolidated overall to measure the cognitive function of the organization under examination at the organization level or at the job level. The tasks are job-associated tasks including shared cognition tests that are for general use and job-specific cognition tests that correspond to a job. A job-associated task provision unit 110 is used to provide the job-associated tasks. An occupational cognitive score calculation unit 120 is used to calculate an occupational cognitive score for each employee. On the basis of the respective occupational cognitive scores of the employees that were obtained using the occupational cognitive score calculation unit 120, an occupational cognition evaluation unit 130 evaluates an occupational cognitive score at the organization level or at the job level. Cognitive function can thus be objectively measured at the organization level and at the job level, which are units of actual economic activity.

Description

Job Cognitive Function Measurement System and Job Cognitive Function Measurement Application Program

The present invention relates to a system for measuring cognitive functions required for work and its application program.

In recent years, for example, cognitive function measurement systems for evaluating higher brain functions of humans and the effects of various stimuli, diseases, injuries, etc. on higher brain functions have been known.
In the prior art, the following cognitive function measurement systems are known.

For example, Japanese Patent Application Laid-Open No. 2006-218065 (Patent Document 1) describes, for example, the relative arrangement of an operation input means operated by a subject with respect to the center of the body and the body part used by the subject when operating the operation input means. A diagnostic apparatus for higher brain dysfunction is known that has a configuration for measuring reaction time under conditions where the relative placement with respect to the center of the body is incompatible.

In addition, Japanese Patent Application Laid-Open No. 2019-208758 (Patent Document 2) is task data that defines a task to be provided to a subject to measure cognitive function, and corresponds to cognitive function type information indicating the type information of the cognitive function. Acquisition means for acquiring attached task data; Task provision means for providing a plurality of different types of tasks to subjects based on the acquired task data; Detecting means for detecting time; Calculating means for calculating the score for the corresponding task based on at least one of the answer element and the answer time detected for each provided task; and calculating the calculated score for each task. Based on the standard data set in advance for the relevant task, the numerical value indicating the cognitive function associated with each task for each type of cognitive function and the value indicated by the same scale as other cognitive functions Systems are known which are provided with transforming means for transforming.

JP 2006-218065 A JP 2019-208758 A

However, in the evaluation method disclosed in Patent Document 1, although it is possible to accurately measure reactions to cognitive tasks, it is not possible to evaluate each cognitive function such as living function and social function. , there is room for improvement.

In addition, the cognitive function measurement system disclosed in Patent Document 2 is a cognitive function measurement system that comprehensively measures a plurality of cognitive functions related to the brain. By giving a task and detecting the correct answer rate, etc., multiple cognitive functions such as living function and social function of the subject individual were evaluated. In other words, the purpose of the cognitive function measurement system disclosed in Patent Document 2 is to measure the cognitive function of an individual subject.
Prior to the cognitive function measurement system disclosed in Patent Document 2, there was no system for objectively measuring the cognitive function of an individual subject in a relatively short period of time using a simple method, and even today there are excellent systems. is one.

The cognitive function measurement system disclosed in the above-mentioned Patent Document 2 is based on the theme of general common cognition of the subject individual, and is effective in obtaining cognitive functions such as the subject's individual life function and social function. However, in the actual economic activities of the world, it is important to have cognitive functions required for individual work, as well as cognitive functions in organizational units and job units of each company, which is an economic entity. At first glance, we tend to think that cognitive function can only exist on an individual basis, but a company is an organization, and activities are carried out by predetermined job units, and the level of cognitive function of a single key person determines the level of that organization. , the impact on a given job unit.
In contrast to the "common cognition of individuals" that is the general cognitive function of individual units discussed in the prior art, in the present invention, the cognitive functions necessary for the duties given to individuals in organizations such as companies are " We will take up and discuss it as an individual's job recognition. In addition, in the present invention, the cognitive function necessary for the duties of an organizational unit or job unit as an organization such as a company will be discussed as "organizational unit or job unit recognition".

To give an easy-to-understand example, there is track maintenance work in a railway company, and there are tasks such as flagging (management work to call attention to trains and workers) to manage safety for each track maintenance section. Although each worker is an individual, if the worker's job recognition function is degraded, if the attention to the train or worker is delayed or inappropriate, the ability of the track maintenance work itself will deteriorate. cause it. In addition, if the job recognition function of not only the flag bearer but also the track maintenance workers themselves who perform track maintenance work is degraded, if the reaction to the flag bearer's instructions is delayed or the train avoidance behavior is not appropriate, It will cause a state where the ability of the track maintenance work itself has deteriorated. In other words, focusing only on a certain individual does not necessarily mean that track maintenance skills will not decline.

In another easy-to-understand example, a construction company has a construction work site, and at the construction work site, there are various duties such as ground work, scaffolding work, and security work near the construction site. divided into Here, if the cognition function of the scaffolding craftsman who is working on the scaffolding is declining, it will lead to accidents such as falling accidents of tools or the person himself, so we have to be careful. will fall. It is not possible to evaluate the efficiency of the entire construction site by taking only one worker's perception. Accurate evaluation cannot be obtained unless all workers involved in the scaffolding work at the construction site are evaluated. In addition, since the workers change depending on the time of day, it is difficult to manage them. Tobishoku, who are usually involved in scaffolding work, are less well known on the day, but it is better to have them work on the ground or be in charge of security work, which will improve the efficiency of the construction site as a whole. In other words, focusing only on an individual worker does not necessarily mean that the ability of construction work will not deteriorate.

In the above, we discussed the cognitive function that individual-dependent changes in cognitive function affect the organization as a whole or job units. , disease prevalence, seasonal variations, climate, and variations in sunset time also affect job cognitive function for the entire organization or job unit. By incorporating these macro factors, we can better tune the cognitive functions of an entire organization or functional unit.

In view of the above problems, the job cognitive function measurement system of the present invention measures and evaluates the cognitive function of each worker, which was previously only possible to measure and evaluate common cognition on an individual basis. It is an object of the present invention to provide a job cognitive function measuring system capable of measuring functions, as well as job cognitive functions of an entire organization, which is a unit of actual economic activity, or of a predetermined job unit.
In addition to the cognitive function that individual-dependent changes in cognitive function affect the organization as a whole or job unit, we also examine economic conditions, the workplace environment, the performance of the company, epidemics of diseases, seasonal fluctuations, climate, and daily life. We provide a "job cognitive function measurement system" that can more accurately measure the cognitive function of the entire organization or a specific job unit by incorporating macro factors that affect the job cognitive function of the entire organization or job units, such as fluctuations in the amount of time spent away. intended to

In order to achieve the above object, the job cognitive function measurement system of the present invention provides a task in which a plurality of tasks are set to a worker in a subject organization, and comprehensively measures a plurality of cognitive functions related to the brain of the worker. A cognitive function measurement system for measuring the cognitive function of an organizational unit or a job unit of the subject organization by measuring, wherein the subject organization is a business entity in which each worker is assigned a job, The task is a job-related task including a general-purpose common cognitive test and a job-specific cognitive test according to the job, and the common cognitive test data is given to workers of the test organization based on the job-related task. and each item of the job recognition test data, or a job-related task providing unit for providing a job-related task for each item of the job recognition test data, or each item of the common cognitive data for each worker and the job A job recognition score calculation unit for each worker that calculates a job recognition score for each worker based on the results of responses to each item of cognitive data and response time, and a job unit in the subject organization and the job unit belonging to the job unit The job data for each worker obtained by the job recognition score calculation unit for each worker, and the job data for each worker obtained by the job recognition score calculation unit for each worker for the job unit based on the job data for the entire subject organization or the worker job data The job recognition function measuring system is characterized by comprising a job recognition evaluation unit that evaluates the job recognition score of the organizational unit or the job unit based on the job recognition score.
With the above configuration, changes in cognitive function depending on an individual can objectively measure the cognitive function of an entire organization, which is a unit of actual economic activity, or a predetermined job unit.

In the above configuration, the historical data of the job recognition score for each worker, the job recognition baseline score for each worker calculated from the past history data of the worker, and the organizational unit or the job unit and a job perception baseline score of the organizational unit or job unit calculated from the past historical data of the organizational unit or job unit. prepared,
If the deviation between the job recognition score of the worker in the measurement result and the job recognition baseline score of the worker is equal to or greater than a predetermined value, detect a cognitive change for each worker, and detect the organizational unit of the measurement result. Alternatively, when a deviation between the job recognition score of the job unit and the job recognition baseline score of the organizational unit or the job unit becomes equal to or greater than a predetermined value, a change in job perception is detected for each organizational unit or job unit. A configuration including a change detection unit is also possible.
With the above configuration, changes in cognitive function of individual workers, entire organizations that are units of actual economic activity, and predetermined job units are captured, and an alarm is issued when the score is lower than the normal baseline score. It is possible to call attention.
If you are a worker, you can be aware of changes in your own cognition and try to work carefully because there may be mistakes in the work of the day, or you can remove the person in charge from dangerous work. Also, if the job recognition of the entire organization or a given job unit is lower than the normal baseline, there may be mistakes in the day's work when working as a team, so I try to work carefully. , you can also change the division of roles within the team and adjust the amount of work done as a team.

In addition, the job data of the worker includes position data indicating the job responsibility and the discretionary range of decision-making in the job unit for each worker, and the job recognition evaluation unit performs weighting by converting the job position data into a weight. It preferably includes an evaluation and reflects the magnitude that the worker's perception of the worker has on the organizational or functional unit.
In an actual organization, not all workers are in a flat position, and there is a range of job responsibilities and decision-making discretion based on position. It is possible to objectively measure the cognitive function of the entire organization, which is the unit of activity, or the predetermined job unit.

By using the job cognitive function measurement system of the present invention, by appropriately changing job positions and jobs for workers with cognitive decline, it is possible to improve the overall organization, which is the unit of actual economic activity, and predetermined job units. Decrease in cognitive function can be effectively prevented.
For example, in the worker's job data, a job recognition score standard to be met for each of the job positions indicating the job responsibilities and the decision-making discretionary range in the job unit is set, and on the day of work, the job recognition score calculation unit If the job recognition score for each worker calculated by does not reach the job recognition score standard for the position originally given to the worker, the worker will be assigned to the position originally given to the worker. In addition, it can be configured to include a job position change recommendation unit that dynamically recommends candidates for job positions that can be engaged based on the job recognition score.

Also, for example, if the dynamic job position change recommendation to the worker by the job position change recommendation unit continues for a predetermined period of time or longer, a transfer recommendation that recommends the worker to be transferred inside or outside the organizational unit or the job unit. It is also possible to have a configuration with a part.

In addition, if the job cognitive function measurement system of the present invention is used, for the entire organization or job unit where cognitive function is declining, by appropriately changing the job position or job for the worker in the position that affects it, It is possible to effectively prevent the decline in cognitive function of the entire organization, which is the unit of actual economic activity, or the predetermined job unit.
For example, when the job recognition score of the organizational unit or the job unit continues to be lower than a predetermined threshold value by the job recognition evaluation unit for a predetermined period or longer, the job recognition score of the worker in the worker job data A supervising position employee identification section that identifies employees in a position that supervises the organizational unit or the relevant job unit or a position equivalent to it, and the organizational unit or The configuration may include a management problem notification unit that notifies the job unit of management aptitude problems or potential harassment.
In addition, in the job recognition function measurement system of the present invention, it is possible to take into account macro factors that can affect the entire organization and job units, rather than individual workers.
For example, the job recognition evaluation unit may compare the job recognition score calculated for each worker by the job recognition score calculation unit for each worker with respect to the economic situation, the workplace environment, the business performance of the company, A configuration may be provided with a macro adjustment unit that reflects adjustment based on a macro score calculated by scoring any or a combination of disease prevalence, seasonal variation, climate, and sunset time variation as macro elements.

Next, the job recognition function measurement system of the present invention can be operated on a large scale.
For example, the operating body of the job cognitive function measurement system is a national government, a local government, a public interest incorporated foundation, a public interest incorporated association, an industry group, a private company, or a combination thereof, and participates in the use of the job cognitive function measurement system The job-based task provided by the job-based task providing unit through the plurality of participating business entities is a standard job-based task standardized on an industry-by-industry basis; It can be configured to include a corporate evaluation index providing unit that objectively defines the job recognition score for each industry.
In addition, it is preferable to construct the job recognition function measurement system with a client server system through a computer network.
For example, the operating body operates the server, the business entity that is the subject organization uses the client, and the server includes at least the job-based task providing unit and the job recognition score for each worker. A calculation unit and a job recognition evaluation unit that evaluates the job recognition score of the organizational unit or the job unit are installed.

Next, in order to effectively utilize the results of using the job cognitive function measurement system of the present invention, a business cognitive score file is provided in which history data of the job cognitive score of the organizational unit or the job unit is filed, and the business cognitive score file is provided. It can be provided as a configuration having a business recognition score presenting section that makes the score file public or viewable upon request.

The organizational unit or job unit cognitive function measurement application program of the present invention provides a task in which a plurality of tasks are set to a worker in a subject organization, and comprehensively measures a plurality of cognitive functions related to the brain of the worker. A cognitive function measurement application program that measures the cognitive function of an organizational unit or a job unit of the subject organization by The task is a job-related task including a general-purpose common cognitive test and a job-specific cognitive test according to the job, and the common cognitive test data is given to workers of the test organization based on the job-related task. and each item of the job recognition test data, or a job-related task provision processing step for providing a job-related task for each item of the job recognition test data or selected from them; A job recognition score calculation processing step for each worker, which calculates a job recognition score for each worker based on the results of responses to each item of job recognition data and response time, and a job unit and the job unit in the subject organization. and the worker obtained in the job recognition score calculation processing step for each worker into the job unit based on the entire subject organization or the worker job data. A cognitive function measurement application program for an organizational unit or a job unit, characterized by comprising a job recognition evaluation processing step of evaluating the job recognition score of the organizational unit or the job unit based on the job recognition score for each job. .

According to the job cognitive function measurement system of the present invention, changes in cognitive function dependent on individuals can objectively measure the cognitive function of the entire organization, which is a unit of actual economic activity, or of a predetermined job unit.
In addition, by using the job cognitive function measurement system of the present invention, it is possible to appropriately change the position or job of an employee whose cognitive function is declining. It can effectively prevent the deterioration of the cognitive function of the unit.
In addition, if the job cognitive function measurement system of the present invention is used, for the entire organization or job unit where cognitive function is declining, by appropriately changing the job position or job for the worker in the position that affects it, It is possible to effectively prevent the decline in cognitive function of the entire organization, which is the unit of actual economic activity, or the predetermined job unit.
In addition, in the job recognition function measurement system of the present invention, it is possible to take into account macro factors that can affect the entire organization and job units, rather than individual workers.

BRIEF DESCRIPTION OF THE DRAWINGS It is a figure which shows the structural example of the job recognition function measuring system 1 of this invention. FIG. 10 is a diagram showing an example of a task screen of general-purpose common cognitive test items provided by a job-based task providing unit 110; It is a figure which shows the example of a "special item" among the job recognition test items. It is a figure which shows simply the example of the job recognition score obtained for every worker. 1 is a diagram showing the concept of job recognition for an organizational unit or job unit; FIG. A table summarizing the job recognition test results, the common cognition test results, the total results of the cognitive tests, and the job recognition score results for each worker group. is. FIG. 13 is a diagram showing an example in which the results of weighting by a weighting evaluation unit 131 that converts position data into weights are reflected. It is a figure which shows various data used for a job recognition change detection process. It is a figure which shows the structural example of the job recognition function measuring system 1a of this invention concerning Example 2. FIG. FIG. 10 is a diagram briefly explaining the principle of a position change recommendation process of a position change recommendation unit 134; FIG. 10 is a diagram briefly explaining the principle of job position change recommendation processing of a job change recommendation recommendation unit 135; FIG. 3 is a diagram showing the principle of identification of a managerial position worker by a managerial position worker identification unit 136 and notification of a problematic managerial worker by a management problem notification unit 137; It is a figure which shows the structural example of the job recognition function measuring system 1 of this invention concerning Example 3. FIG.

Hereinafter, an embodiment of the job recognition function measurement system of the present invention will be described with reference to the drawings. However, it goes without saying that the scope of the present invention is not limited to the specific uses, shapes, numbers, etc. shown in the following examples.

A configuration example of the job recognition function measurement system 1 of the present invention will be described below.
FIG. 1 is a diagram showing a configuration example of a job recognition function measurement system 1 of the present invention.
As shown in FIG. 1, a job recognition function measurement system 1 of the present invention is constructed as a client-server system including a server 100 and a client 200 .
The server 100 includes a job-based task providing unit 110, a job recognition score calculation unit 120 for each worker, a job recognition evaluation unit 130, a weighting evaluation unit 131, a job recognition change detection unit 132, a macro adjustment unit 133, and a data storage unit 140. It is configured with
The operating entity of the server 100 is explained here as any one of the country, local government, public interest incorporated foundation, public interest incorporated association, industry group, private enterprise, or any of their consortiums, but the operating entity is not limited.
The client 200 has a configuration including a control unit 210 , a monitor 220 and an input device 230 .
A user of the client 200 is an organization to be examined and a business entity in which each worker is given a job.

The duty-based task providing unit 110 is a part that selects and provides the contents of tasks to employees of the business entity that uses the client 200 . Here, the task is a job-specific task including a general-purpose common cognitive test and a job-specific cognitive test according to the job.
In other words, based on the job-related task, the job-related task providing unit 110 gives each item of the common cognition test data and each item of the job recognition test data to the worker of the test organization, or a selected item from them, and gives them the "job-related task". provided as a type task.
In the present invention, the contents of the "common cognition test data" and "job cognition test data" of the job-related tasks are not limited. There are items to check, items to check orientation, items to check planning ability, and so on. Combining the results of these check items contributes to foreseeing the risk of occurrence of various problem events.
The contents of the "job recognition test data" of the job-related tasks are not limited, but for example, daily changes in judgment ability at work, daily changes in processing speed to perform work, daily distribution ability such as work assignment There are contents that can measure changes in daily work, daily changes in memory of work content, and daily changes in endurance that can sustain work.

For example, it is assumed that the risk of falling, the deterioration of driving skills, and the risk of accidents increase when the score of the spatial recognition check item and the score of the attention check item decrease. In addition, it is assumed that the risk of misrecognition of the route to travel and the risk of forgetting procedures and things will increase when the score of the memory check item and the score of the orientation check item decrease. In addition, it is assumed that the number of mistakes in making arrangements and mistakes in delay in work planning increases when the score of the memory check item and the score of the planning ability check item decrease. These are only examples, and in the present invention, there may be various check items for assuming various risks.
The job-related task providing unit 110 provides a task selected from among them as a job-related task.

2 and 3 are diagrams showing examples of “job-related tasks” displayed on the monitor 220 of the client 200 provided by the job-related task providing unit 110. FIG.
FIG. 2 shows an example of each item of the "common cognition test data" in the "work-related task".
Although not shown, basic items can also be checked as items of the common cognition test data. For example, basic items include age, numerical values for items related to body temperature, heart rate, blood pressure, and blood sugar levels, numerical values for items related to sleep quality, questions related to the physical condition of the day, and questions to determine psychological stress. From these, check the worker's physical condition, mental and physical stress, psychological state, and whether or not they have any concerns.
Although 12 common cognition test contents are shown in the example of FIG. They shall be displayed in order.
These are things that can be performed with a kind of sense of play for the subject workers to obtain the measurement results. The contents of the common cognition test are not limited to these.
Since the general-purpose common cognitive test items provided by the job-based task providing unit 110 are common cognitive tests for general-purpose workers, there are many common items even if the target job changes. Presumed.

Next, job recognition test data will be explained.
In this example, there are "basic items" and "special items" in job recognition test data for a construction company that undertakes construction work at construction sites.
In this example, although not shown, the job recognition test data "basic items" for construction site workers include the state of wearing work clothes, the wearing of a helmet, and the license required for construction work (for example, a crane operator's license). , forklift driver's license, excavator loader driver's license, vehicle-type construction machine driver's license such as a bulldozer, aerial work vehicle driver's license, slinger's license, etc.) .

FIG. 3 is a diagram showing an example of "special item" among job recognition test items for a construction company that receives orders for construction work at a construction site.
In the example of FIG. 3, construction site workers are assumed as workers. "Questions about today's work and work procedure", "Visual acuity test necessary for work (distant vision, presbyopia)", "Visual field test necessary for work (following blinking objects)", "Hearing test necessary for work" (response to whipping sound)", "Balance test required for work (duration of standing on one leg)", "Call volume test (whether or not you can speak clearly at the site)".

At the construction site or at the office heading to the construction site, the workers engaged in each construction work performed the "common recognition test" and "job recognition test" of the above-described "job-based tasks" for the construction company displayed on the monitor 220 of the client 200. The input device 230 is used to input an answer to the "test". Here, it is assumed that buttons, a keyboard, and the like are provided as input devices.

Next, the job recognition score calculation unit 120 for each worker will be described.
The job recognition score calculation unit 120 for each worker obtains responses to each item of the common recognition data and each item of the job recognition data provided by the job-based task providing unit 110 obtained for each worker, and results of the response time. It calculates the job recognition score for each worker based on
The job recognition score calculated by the worker-based job recognition score calculation unit 120 is a score that evaluates not only general common recognition for each employee but also job recognition for each employee. It is not a job recognition score for a unit or job unit.

FIG. 4 is a diagram simply showing an example of job recognition scores obtained for each worker.
This example simply shows the job recognition scores obtained for each worker with respect to worker 1, worker 2, worker 3, worker 4, . . . worker n.
The list in FIG. 4 is an example, and various items are possible.
At this stage, it still belongs to the individual worker.

The job recognition evaluation unit 130 evaluates the job recognition score of the organization unit or the job unit based on the job recognition score obtained by the job recognition score calculation means for each worker belonging to the entire subject organization or the job unit. It is.
As information for grasping workers belonging to the entire subject organization or job units, the job recognition evaluation unit 130 holds worker job data that classifies the job units in the subject organization and the workers belonging to the job units. there is The job recognition evaluation unit 130 refers to the employee job data to grasp the employees belonging to the entire organization to be examined or the job unit.

FIG. 5 is a diagram showing the concept of job recognition in organizational units or job units.
FIG. 5(a) shows the concept of common cognition on an individual (worker) basis.
FIG. 5(b) shows the concept of common cognition+duty cognition on an individual (worker) basis.
FIG. 5(c) shows the concept of job recognition for organizational units or job units.
FIG. 5(a) shows common cognition for each individual (worker) measured by the measurement method disclosed in the prior art. Fig. 5(b) shows the results of measurement by expanding the cognition required for work based on shared cognition. is shown. FIG. 5(c) shows job cognition as a team that combines cognitions of all members belonging to an organizational unit or job unit.

Let me give you an example.
Figure 6 shows the results of the job recognition test for each employee of the scaffolding group working on scaffolding, the results of the common cognition test, the total results of the cognitive tests, and the results of the job recognition score for each group of scaffolding workers. This is a table summarizing In this example, the Job Recognition Score for each Tobishoku craftsman group is simply the sum of the individual scores of each employee and the average. However, as an easy-to-understand example here, the job perception score for each worker group is simply the average of the individual scores of each employee. has been taken.
In the table of FIG. 6(a), numerical values indicate scores, and numerical values in parentheses indicate deviation values.
In this example, A construction company has two groups of construction workers,

Groups

1 and 2. The job recognition score for the job unit was 85.6 points.
FIG. 6(b) summarizes the job recognition scores for each organizational unit or job unit for each unit of the kite craftsman group.
Based on this result, construction company A, which is the operator of server 100, decides to dispatch construction worker group 1 to construction site 1, which is the most advanced construction site among its construction sites and requires high-place work. The job recognition score of the organizational unit or job unit for each unit of the construction site 2 can be used for the adjustment of the responsibility of dispatching the construction site 2 to the construction site 2 where the construction site 2 is moderate and the work at height is not difficult.

Next, an example of weighting and adjusting the evaluation according to the position of each employee and the duties in charge will be described.
The job recognition evaluation unit 130 includes a weighting evaluation unit 131 that converts position data into weights, and is configured to be able to reflect the magnitude of the worker's recognition on an organizational unit or a job unit.
In the example of FIG. 7, the results of weighting by the weighting evaluation unit 131 that converts the position data into weights are reflected.
As shown in FIG. 7, job title data is assigned to each of them, with a construction worker 1 as a group leader, a construction worker 2 as a sub-leader, and a construction worker 4 as an apprentice. The weighting evaluation unit 131 weights this position.
For example, the weighting evaluation unit 131 sets the weight of the position of the group leader, that is, "1.4" as the weight considering the influence on the organizational unit or the job unit of the construction group, and the weight of the position of the subgroup leader. "1.2". On the other hand, the weight of the position of the apprentice newcomer is set at "0.9" because it may lower the recognition of the job if considered in terms of the organization unit or the job unit, due to the necessity of the veteran's help and guidance. The weight of other middle-ranking positions is set to "1.0".

FIG. 7 shows the results when the job recognition evaluation unit 130 is equipped with the weighting evaluation unit 131 and the job recognition of the employee's organization unit or job unit is adjusted by the weighting of the job rank. FIG. 6B shows the results when the job recognition evaluation unit 130 did not include or use the weighted evaluation unit 131. FIG. Comparing FIG. 6(b) and FIG. 7, it can be seen that the results of job recognition in organizational units or job units are different. In this example, the job recognition score of the organizational unit or job unit of the construction worker group 1 reflecting the weighting of the position is 96.3 points, and the job recognition score of the organization unit or job unit of the construction worker group 2 is 98.7. It's becoming As a result of the weighting, the job recognition score of the organization unit or job unit of the construction worker group 2 is higher.
In this way, as shown in Fig. 6(b), before the weighting of job ranks was reflected, the job recognition of group 1 was high. Group 2 has the highest job recognition.

Compared to the conventional technology, which is based on the common cognitive data obtained by imposing a general-purpose common cognitive test on an individual basis in FIG. It can be seen that the cognitive function measurement system 1 has a large effect difference.
In other words, in the prior art, as shown in FIG. 5(a), only the general cognitive function of an individual can be measured, but in the job cognitive function measurement system of the present invention, first, as shown in FIG. 5(b) , job recognition according to job can be measured, and as shown in Fig. 5(c), it can be measured as job perception of an organizational unit or a job unit. It reflects the reason for the impact.

Next, job recognition change detection processing will be described.
In this configuration example, the job recognition evaluation unit 130 is configured to include a job recognition change detection unit 132 . In addition, the data storage unit 140 holds various data used for job recognition change detection processing.
FIG. 8 is a diagram showing various data used for job recognition change detection processing.
Figure 8 shows that various data used in job recognition change detection processing include "job recognition score data for each worker" and "job recognition baseline for each worker calculated from the past history data of the worker". "Scores", "Data on job perception scores for organizational or job units", and "Baseline job perception scores for organizational or job units calculated from past historical data for organizational or job units".

The job recognition change detection unit 132 detects changes and declines in cognitive function from these data. In the measurement results, if the worker's job recognition score obtained on the day is compared with the original job recognition baseline score of the worker, the difference can be detected as a cognitive change for each worker. FIG. 8 shows, as a predetermined value, a threshold value for detecting abnormality in job recognition set from the job recognition baseline score for each worker. If the deviation becomes equal to or greater than the predetermined value, the job recognition change detection unit 132 notifies as an alarm that the job recognition is declining. For example, the job recognition evaluation unit 130 can urge the operator to take care of the worker when the worker's job recognition is depressed. For example, it is assumed that the work shift for the day is reviewed, or the work is removed from important work or dangerous work in an organizational unit or job unit. Workers themselves are also aware of changes in their own cognition, and since there may be mistakes in the day's work, they may try to work carefully, or ask to be removed from dangerous work. can.

The job perception change detector 132 can also handle changes in job perception scores in organizational units or job units. In other words, if the job recognition score of the organizational unit or job unit in the measurement result of the day is compared with the original job recognition baseline score of the organizational unit or job unit, the difference is the cognitive change of the organizational unit or job unit. can be detected as FIG. 8 shows, as a predetermined value, a threshold for job recognition abnormality detection set from the job recognition baseline score for each organizational unit or job unit. If the deviation becomes equal to or greater than the predetermined value, the job recognition change detection unit 132 notifies as an alarm that the job recognition is declining. For example, the job recognition evaluation unit 130 can prompt the operating entity to take care of the organizational unit or job unit when the job recognition of the relevant organizational unit or job unit is depressed. For example, review the work shifts scheduled for each organizational unit or job unit, try to work carefully as there may be mistakes in the day's work when working as a team, and divide roles within the team. and adjust how much you work as a team. They can also offer to change the tasks they work on together as a team and remove them from critical or dangerous tasks.
By using the job recognition change detection unit 132 in this way, it is possible to capture changes in cognitive functions of individual workers, the entire organization, which is the unit of actual economic activity, and predetermined job units, and reduce the score below the normal baseline score. If so, an alarm can be issued to call attention.

Next, I will discuss macro-adjustments for job recognition.
In this configuration example, the job recognition evaluation unit 130 is configured to include a macro adjustment unit 133 . In addition, various data used for macro adjustment processing are held in the data storage unit 140 .
The macro adjustment unit 133 reflects the adjustment based on the macro score on the job recognition score calculated for each worker by the job recognition score calculation unit 120 for each worker.
Here, the macro score refers to the economic situation, workplace environment, business performance of the company, disease epidemics, seasonal fluctuations, climate, fluctuations in sunset time, or any combination thereof, which is scored as a macro factor. calculated by
It is assumed that the scoring of macro-elements will differ depending on the job. For jobs involving outdoor work, whether the weather on the day is mild sunny, sunny with strong sunshine, rainy, or windy can affect job perceptions, so the climate macro factor score is relatively high. However, if the work is done indoors and the environment is equipped with an air conditioner, the climate macro factor score will be relatively small because it is not so affected by the outside climate.
In addition, for example, due to the spread of the new coronavirus after 2020, workers are required to wear masks, but some workers feel suffocated by wearing a mask or feel uncomfortable around their mouth. There are people who are taken. In other words, compared to normal times, the macro factor of the new coronavirus can be factored in as a macro factor that has a negative effect on the job recognition score.
In this way, the macro adjustment unit 133 reflects the adjustment based on the macro score on the job recognition score for each worker.
Although the basic configuration of the job recognition function measurement system 1 of the present invention has been described above, the above example is merely an example and is not limited.

A job recognition function measurement system 1 of the present invention according to Example 2 will be described. The configuration of the second embodiment proposes appropriate handling of changes in perception of workers, organizational units, or job units to the operating body based on the job recognition results obtained by the job recognition evaluation unit 130. is.
FIG. 9 is a diagram showing a configuration example of a job recognition function measuring system 1a according to the second embodiment of the present invention.
As shown in FIG. 9, the job recognition function measurement system 1 of the second embodiment of the present invention is constructed by a client-server system including a server 100a and a client 200a, as in FIG.
The server 100a includes the job-based task providing unit 110 described in the first embodiment, the job recognition score calculation unit 120 for each worker, the job recognition evaluation unit 130, the weighted evaluation unit 131, the job recognition change detection unit 132, and the macro adjustment unit. 133 , a data storage unit 140 , a position change recommendation unit 134 , a job change recommendation unit 135 , a supervisory position employee identification unit 136 , and a management problem notification unit 137 .
The client 200a may be the same as the client 200 described in the first embodiment.
Hereinafter, explanations similar to those of the first embodiment will be omitted.

The position change recommendation unit 134 makes a proposal to recommend a change of position when the job recognition score of each worker does not satisfy the job recognition required for the position originally given to the worker. be.
FIG. 10 is a diagram briefly explaining the principle of the position change recommendation process of the position change recommendation unit 134. As shown in FIG.
As shown in FIG. 10, in the employee job data in the data storage unit 140, a job recognition score standard to be satisfied for each job position indicating job responsibilities and a discretionary range of decision making in job units is set.
The job recognition score calculated by the job recognition score calculation unit 120 in the worker who executed the job-related task provided by the job-related task providing unit 110 of the server 100a via the client 200a on the work day If the job recognition score standard for the position originally given to the worker is not achieved, the worker will not be placed in the position originally given, and the job recognition score will dynamically recommend a candidate for a position that can be engaged. do.

For example, if Worker A, who is in the position of group leader of a scaffolding group at a construction site, has a low job recognition score on the day, leading the group as a group leader will not be an organizational unit or job unit recognition. It can also reduce the efficiency of an organizational or functional unit, or put subordinate workers at risk by failing to exercise good judgment in each and every situation of dangerous mining operations. Therefore, the job position change recommending unit 134 sends display data to the client 200a to the effect that it is recommended that worker A not assume the position of group leader today and that he will be replaced by another person and that he will become a sub-leader. Displayed on monitor 220 . In addition, it transmits recommendation data to the computer of the operating entity, which recommends that today's employee A should change his or her position.
This operation does not dismiss the position of worker A's group leader, but is treated as a temporary replacement of the group leader in response to a decline in job recognition on the day, and is not a personnel transfer. Worker A is also likely to respond to this recommendation.

Next, the rearrangement recommendation processing will be described.
The job position change recommendation unit 134 described above recommended that the group leader be temporarily replaced in response to a drop in job recognition on the day, but if the drop in job recognition continues, personnel It is preferable to change positions or recommend reassignments as soon as possible.
If the job position change recommendation unit 134 continues to dynamically recommend a job position change to a worker for a predetermined period of time or longer, the transfer recommendation unit 135 recommends the worker to be transferred inside or outside the organization unit or job unit. Run.
FIG. 11 is a diagram briefly explaining the principle of job position change recommendation processing of the job change recommendation section 135. As shown in FIG.

For example, the job recognition score calculated for worker A, who is in the position of group leader of the construction site scaffolding group, has not reached the job recognition score standard given to the group leader position for two weeks. It is assumed that the job position change by the job position change recommending unit 134 is continuing. Continuing the position of group leader as it is and leading the work group will continuously lower the recognition of the organizational unit or job unit. When dementia begins to develop or visceral disease progresses, even if the individual worker deals with treatment, the organizational unit or job unit cannot afford to wait for recovery.
Therefore, the reassignment recommendation unit 135 does not allow worker A to continue the position of group leader, and recommends a personnel change or reassignment. For example, recommended data to the effect that the group leader of the kite work group should work on the ground to support the kite work is transmitted to the computer of the operating entity.
Since this operation changes the personnel position of Worker A, the recommended data is sent to the terminal owned by the site supervisor who leads the entire construction site, or to the terminal owned by the personnel manager of the management body. It is preferable to send

Next, I will discuss how to deal with changes in job perception caused by the behavior of people in supervisory positions that can occur in actual organizations.
A so-called harassment act is a factor that can occur in an actual organization. It is thought that the victim's job recognition declines when he/she receives harassment. In the case of a personal attack, the victim's job recognition declines, but if a higher-ranking person engages in harassment within an organization, it is assumed that the job recognition of the entire organizational unit or job unit declines.
There are various kinds of harassment behavior, but here, power harassment by a person in a higher position will be explained as an example.

If the job recognition score of the organizational unit or the job unit calculated by the job recognition evaluation unit 130 continues to fall below a predetermined threshold value for a predetermined period of time or longer, it is not a problem of a specific individual, but a person of a higher rank. Factors such as power harassment by employees may affect the organizational unit or job unit as a whole. In particular, even if the macro elements are adjusted by the macro adjustment unit 133, the job recognition score in a specific organizational unit or job unit continues to fall below a predetermined threshold for a predetermined period of time. If this continues, it is possible that there is a factor that exists only in a specific organizational unit or job unit, and one of the candidates is power harassment by a person in a higher position.

The supervising position worker identification unit 136 identifies a worker who has a position supervising the relevant organizational unit or the relevant job unit or a position equivalent thereto in the worker job data.
FIG. 12 is a diagram showing the principle of identification of a managerial position worker by the managerial position worker identification unit 136 and notification of a problematic managerial worker by the management problem notification unit 137 .
For example, it is assumed that construction worker 1, who is the group leader of construction company construction work group 1, has a temperament of power harassment, and is intimidating toward

construction workers

2, 3, 4, and 5 in the group. . If the

construction workers

2, 3, 4, and 5 in the group exposed to this power harassment execute the job-related task provided by the job-related task providing unit 110 of the server 100a, the job recognition score calculation unit 120 If it can be detected that the job recognition score calculated by the job recognition evaluation unit 130 is continuously declining for each person, and the job recognition evaluation unit 130 detects that the job recognition of the work group 1 is also continuously declining, the supervisory position worker is specified. Department 136 identified the group leader of Tobi Work Group 1 as a person who could have an impact that would cause a continuous decline in the job recognition of Tobi Work Group 1 as a whole. 1 can be identified, and the existence of power harassment by construction worker 1 can be presumed.

The management problem notification unit 137 sends management data indicating the possibility of management aptitude problems or harassment to the organization unit or the job unit by the managerial position worker identified by the managerial position worker identification unit 136 to the operating body. Send to computer. Persons in charge of human resources, general affairs, management, etc. of the management body can use the management data to check whether there is power harassment and to deal with it. In this example, management data indicating the possibility of power harassment by carpenter 1 who is the group leader of carpenter work group 1 is generated and transmitted to the computer of the operating body.
As described above, the basic configuration of the job cognitive function measurement system 1a according to the second embodiment, and the processing content for proposing appropriate handling of cognitive changes of workers, organizational units, or job units obtained by the job cognition evaluation unit 130. Although described, the above example is illustrative and not limiting.

Next, as Example 3, an operation example in which the job recognition function measurement system of the present invention is applied to a wide area will be described.
As a premise, the operator of the job recognition function measurement system is assumed to be the national government, local governments, public interest incorporated foundations, public interest incorporated associations, industry groups, private companies, or their consortium. It is also assumed that the job-based tasks provided by the job-based task providing unit 110 are standardized for each industry.
In other words, the criteria for the job recognition score of the organizational unit or job unit in each company measured using the job cognitive function measurement system of the present invention are unified or common among companies, and the job recognition of the organizational unit or job unit A high or low score can serve as an indicator of the content of work styles at a company.

FIG. 13 is a diagram showing a configuration example of the job recognition function measurement system 1 of the present invention according to the third embodiment.
As shown in FIG. 13, the job recognition function measurement system 1 is constructed by a client-server system including a server 100b and a client 200b.
The server 100b includes the job-based task providing unit 110 shown in the first embodiment, the job recognition score calculation unit 120 for each worker, the job recognition evaluation unit 130, the weighting evaluation unit 131, the job recognition change detection unit 132, and the macro adjustment unit. 133 , a data storage unit 140 , a corporate evaluation index providing unit 150 and a business recognition score presenting unit 160 . Furthermore, a configuration including the position change recommending unit 134, the job change recommending unit 135, the supervisory job rank employee identifying unit 136, and the management problem notifying unit 137 shown in the second embodiment may be used.
The operating entity of the server 100b is explained here as any one of the country, local government, public interest incorporated foundation, public interest incorporated association, industry group, private enterprise, or any of their consortiums, but the operating entity is not limited.

The corporate evaluation index providing unit 150 provides the job perception scores measured across a plurality of participating corporate entities as corporate evaluation index data that is objectified on an industry-by-industry basis. The company evaluation index providing unit 150 generates a company evaluation index that is standardized among companies with respect to the job perception scores of organizational units or job units individually obtained in each company.
When job recognition scores individually obtained in each company are used as corporate evaluation index data as raw data without special adjustment, the company evaluation index provision unit 150 uses the job recognition scores measured in each company without adjustment. Use it as a corporate evaluation index. Adjustments due to differences in company size for each company, adjustments due to differences in company sales and performance, adjustments due to differences in regions where employees are engaged, adjustments due to differences in the ratio of regular employees to temporary employees among employees, and adjustments due to differences in the number of employees When it is necessary to adjust for the difference in the ratio of men and women in the company, the difference in the average age of workers, etc., in order to generate a unified corporate evaluation index that incorporates different environments for each company can be.

The business recognition score presenting unit 160 externally presents the job recognition score for each company calculated by the company evaluation index providing unit 150 and provides data.
The business cognition score presenting unit 160 has a business cognition score file that is a file of history data of job cognition scores for each organization or job. and so on.
In the configuration example shown in FIG. 10, the business recognition score presentation unit 160 of the server 100b is configured to externally present the job recognition score for each company through a network such as the Internet. Since some companies may not wish to disclose their job recognition scores, it is possible to set whether or not to disclose their job recognition scores for each company.

For example, in job hunting and career change, historical data on job recognition scores for each organization or job is important for job seekers, while companies seeking good human resources in recruiting activities also need to provide job seekers with their own Presenting the company's job recognition score contributes to recruitment activities. Therefore, it is expected that companies will promote the introduction of the job recognition function measurement system of the present invention and actively present the company's job recognition scores.

Although the preferred embodiment of the configuration example of the job recognition function measurement system of the present invention has been illustrated and described above, it should be understood that various modifications are possible without departing from the technical scope of the present invention. be.

The job recognition function measurement system of the present invention can be widely applied as a system for measuring the job recognition required by workers in their jobs and the job recognition of an organizational unit or a job unit.

1 job recognition function measurement system 100 server 110 job corresponding type task providing unit 120 job recognition score calculation unit for each worker,
130 Job recognition evaluation unit 131 Weighting evaluation unit 132 Job recognition change detection unit 133 Macro adjustment unit 134 Job position change recommendation unit 135 Job transfer recommendation unit 136 Supervisory position worker identification unit 137 Management problem notification unit 140 Data storage unit 150 Corporate evaluation index provision Section 160 Business Perception Score Presentation Section 200 Client

Claims

By providing a worker of the subject organization with a task in which multiple tasks on the job are set and measuring the cognitive function of the worker on the job holistically, the individual worker and the subject organization A cognitive function measurement system for measuring the job cognitive function of an organizational unit or job unit,
The subject organization is a business entity in which each worker is assigned a job,
The task is a job-based task including a general-purpose common cognitive test and a job-specific cognitive test according to the job,
a job-based task for providing a worker of the test organization with a job-based task for each item of the common cognitive test data and each item of the job cognitive test data, or a selected one thereof, based on the job-based task; a task provider;
A job recognition score calculation unit for each worker, which calculates a job recognition score for each worker based on results of responses to each item of the common cognitive data for each worker and each item of the job recognition test and response time. When,
The job recognition score for each worker obtained by the job recognition score calculation unit for each worker is calculated based on the worker job data obtained by classifying the job units in the subject organization and the workers belonging to the job units. A job recognition function measuring system comprising a job recognition evaluation unit for evaluating a job recognition score of the organizational unit or the job unit based on which the job recognition function is measured.
Historical data of the job recognition score for each worker, a job recognition baseline score for each worker calculated from the past history data of the worker, and a job recognition score for the organizational unit or the job unit and a data storage unit that stores various data including the job recognition baseline score of the organizational unit or the job unit calculated from the past history data of the organizational unit or the job unit,
If the deviation between the job recognition score of the worker in the measurement result and the job recognition baseline score of the worker is equal to or greater than a predetermined value, detect a cognitive change for each worker, and detect the organizational unit of the measurement result. Alternatively, when a deviation between the job recognition score of the job unit and the job recognition baseline score of the organizational unit or the job unit becomes equal to or greater than a predetermined value, a change in job perception is detected for each organizational unit or job unit. 2. The job cognitive function measurement system according to claim 1, further comprising a change detection unit.
The worker job data includes job position data indicating the job responsibilities and decision-making discretion range in the job unit for each of the workers,
3. The job recognition evaluation unit includes a weighted evaluation for converting the position data into a weight, reflecting the degree to which the worker's cognition affects the organizational unit or job unit. The job cognitive function measurement system described in .
In the employee job data, a job recognition score standard to be satisfied for each job position indicating the job responsibility and the discretionary range of decision making in the job unit is set;
On the day of employment, if the job recognition score for each worker calculated by the job recognition score calculation unit does not meet the job recognition score standard for the position originally given to the worker, the worker 4. A job position change recommending unit that dynamically recommends a candidate for a job position that can be engaged based on the job recognition score, instead of taking the job position that is originally given to the employee. Job cognitive function measurement system according to .
a reassignment recommendation unit for recommending a reassignment within or outside the organizational unit or the job unit to the worker when the dynamic job position change recommendation by the job position change recommendation unit to the worker continues for a predetermined period or longer; The job recognition function measurement system according to claim 4, characterized in that:
If the job recognition score of the organizational unit or the job unit continues to be lower than a predetermined threshold for a predetermined period or longer, the job recognition evaluation unit determines that the job recognition score of the organizational unit in the employee job data Or, a supervising position worker identification unit that identifies workers who have a position supervising the job unit or a position equivalent thereto,
It is characterized by comprising a management problem notifying part for notifying the management aptitude problem or the possibility of harassment by the managerial position worker identified by the managerial position worker identification part for the organizational unit or the job unit. The job recognition function measurement system according to any one of claims 1 to 3.
The job recognition evaluation unit evaluates the job recognition score calculated for each worker by the job recognition score calculation unit for each worker, and evaluates the economic situation, the workplace environment, the business performance of the company, and the degree of illness. Claims 1 to 6, characterized by comprising a macro adjustment unit that reflects the adjustment based on the macro score calculated by scoring any one or combination of trends, seasonal variations, climate, and sunset time as macro factors. Job recognition function measurement system according to any one of.
The operating body of the job recognition function measurement system is a national government, a local government, a public interest incorporated foundation, a public interest incorporated association, an industry group, a private company, or a consortium thereof,
The job-based task provided by the job-based task providing unit through the plurality of business entities participating in the use of the job cognitive function measurement system is a standard job-based task standardized by industry,
8. The job according to any one of claims 1 to 7, further comprising a company evaluation index providing unit that objectifies the job recognition score for each industry across the plurality of participating companies. Cognitive function measurement system.
A business perception score file in which history data of the job perception score of the organizational unit or the job unit is filed;
9. The job recognition function measurement system according to claim 7, further comprising a business recognition score presenting unit that makes the business recognition score file public or viewable upon request.
Cognition of organizational units or job units of the organization under test by providing a worker of the organization under test with a task in which a plurality of tasks are set and collectively measuring a plurality of cognitive functions related to the brain of the worker. A cognitive function measurement application program for measuring function,
The subject organization is a business entity in which each worker is assigned a job,
The task is a job-based task including a general-purpose common cognitive test and a job-specific cognitive test according to the job,
a job-based task for providing a worker of the test organization with a job-based task for each item of the common cognitive test data and each item of the job cognitive test data, or a selected one thereof, based on the job-based task; a task provision processing step;
A job recognition score calculation process for each worker for calculating a job recognition score for each worker based on results of responses to each item of the common recognition data and each item of the job recognition data for each worker and response time. a step;
Worker job data that classifies job units in the subject organization and the workers belonging to the job units; a job recognition evaluation processing step of evaluating the job recognition score of the organizational unit or the job unit based on the job recognition score of each worker obtained in the cognitive score calculation processing step; Functional measurement application program.