JP2002073912A - Personnel management method and system and storage medium for personnel management program - Google Patents

Abstract

PROBLEM TO BE SOLVED: To provide a personnel management method and system allowing a plurality of employees to manage reshuffling of organization personnel within a predetermined range, and a storage medium for storing a personnel management program. SOLUTION: Each employee, using a screen 81 allocated to personnel reshuffled within a department, registers a section to which new employees and personnel to be reshuffled will belong. A section list 82 displays in the form of a tree structure an organization consisting of plural levels. A table 83 of employees exhibits information about the organization's employees selected on the section list 82. A screen 94 for a table of newly assigned employees displays a table of new employees or those transferred from a different group of basic organizations. A newly assigned employee is assigned to the group by selecting the employee by use of a mouse on the screen 94, and dragging and dropping the employee to the organization on the list 82 to which the employee is assigned. A screen 95 for a table of allocations of personnel to be reshuffled displays a table of personnel to be reshuffled among the group of basic organizations within a department.

Description

DETAILED DESCRIPTION OF THE INVENTION

[0001]

BACKGROUND OF THE INVENTION 1. Field of the Invention The present invention relates to an organization composed of a plurality of upper and lower hierarchies and a personnel management method for managing the transfer of employees assigned to these organizations by using a computer.

[0002]

2. Description of the Related Art Hitherto, as a personnel transfer simulation method, a personnel transfer simulation apparatus and a personnel transfer simulation storage medium for an organization using a computer, those disclosed in Japanese Patent Application Laid-Open No. 10-40300 have been known. This personnel transfer simulation method,
Create a pre-transfer personal table (in which the organization and position to which the pre-transfer individual belongs in relation to the personal code) and an organization table (in which the organization is described), and display the organization and the individual in a tree with a layout table object Then, the arrangement table object is updated in response to a transfer instruction from the input unit.

[0003]

However, the personnel change simulation apparatus is performed by a single computer system, and can only be used by a specific manager such as a personnel manager. Therefore, the personnel manager must keep track of all personnel changes in the organization and input detailed instructions for the personnel changes. For this reason, it is difficult for the personnel transfer simulation apparatus to appropriately and promptly respond particularly to a large number of organizations such as large companies. To cope with this problem, it is conceivable to connect the personnel change simulation apparatus to computers of a plurality of persons in charge via a network and to jointly manage the computers. However, if a personnel change simulation is freely assigned to a plurality of persons, it may cause a wrong transfer or an illegal change such that a person in a lower layer moves a person in a higher layer.

[0004] Further, when an actual personnel change is issued over a plurality of days, a part of the organizational structure changes for each date of the change, and a new change is required based on the changed structure. In the personnel transfer simulation device,
Such detailed personnel changes cannot be managed.

Further, in the personnel transfer simulation apparatus, the continuity of the hierarchy is lost between this organization and the organization of another hierarchy to be connected thereto due to the transfer of the organization of one hierarchy, and the entire organizational structure is reduced. When control is lost, it is not possible to deal with discontinuities in this hierarchy.

The present invention has been made to solve the above problems, and a first object of the present invention is to provide a personnel management method and a personnel management in which a plurality of employees can manage personnel changes in an organization within a predetermined range. It is an object to provide a system and a personnel management program storage medium.

A second object of the present invention is to provide a personnel management method, a system, and a personnel management program storage medium for managing personnel changes for each issue date. Further, a third object of the present invention is to provide a method for controlling a hierarchical structure even when a change in one hierarchical organization causes a discontinuity of the hierarchical structure between the organization and another hierarchical organization to be connected thereto. A personnel management method, a personnel management system, and a personnel management program storage medium for maintaining the continuity of the personnel management program.

[0008]

In order to solve the above-mentioned problems, an invention according to claim 1 uses a computer to form an organization composed of a plurality of hierarchies and employees assigned to these organizations. A personnel management method for managing the transfer of a predetermined organization is set as a reference organization, for employees assigned to this reference organization, this reference organization, organization of one or more predetermined other hierarchy, and Granting the authority to transfer at least one of the employees assigned to the organization of the other hierarchy; setting the reference organization and the organization of the predetermined other hierarchy as a reference organization group; Memorizing the reference organization group in association with employees of the reference organization;
The gist of the present invention is to include a step of receiving a transfer command issued by an employee of the reference organization, and a step of changing and storing an organizational structure based on the transfer command.

According to a second aspect of the present invention, in the personnel management method according to the first aspect, an organization of another predetermined hierarchy set as the reference organization group is an organization of a lower hierarchy subordinate to the reference organization. The gist is that

According to a third aspect of the present invention, in the personnel management method according to the first or second aspect, a plurality of the reference organizations are provided at different levels. According to a fourth aspect of the present invention, in the personnel management method according to the third aspect, among the plurality of different levels of reference organizations, an employee assigned to a higher-level reference organization has a higher-level reference organization. Granting the authority to set / cancel the reference organization to other organizations in the group and to set / cancel the employees assigned to the reference organization, and the other organization is set as the reference organization In this case, the method further includes a step of confirming a transfer command issued by an employee assigned to the reference organization by an employee of the reference organization of the upper hierarchy.

According to a fifth aspect of the present invention, in the personnel management method according to any one of the first to fourth aspects, when the employee of the reference organization in the upper hierarchy confirms the employee, And the step of giving the authority to change the transfer command.

[0012] According to a sixth aspect of the present invention, in the personnel management method according to any one of the first to fifth aspects, in the case where the hierarchy of this organization is made higher or lower due to a change of one organization. The present invention further comprises a step of forming a higher hierarchy or a lower hierarchy in cooperation with the lower hierarchy organization and the employee hierarchy that are subordinate to this organization.

According to a seventh aspect of the present invention, in the personnel management method according to any one of the first to sixth aspects, when one organization is added, an organization of a lower hierarchy subordinate to the added organization. At least one of a step of lowering the hierarchy of the organization and a step of raising the hierarchy of an organization of a lower hierarchy subordinate to the organization to be deleted when one organization is deleted. Make a summary.

According to an eighth aspect of the present invention, in the personnel management method according to any one of the first to seventh aspects, the organization composed of the plurality of layers is displayed on the first display means in a predetermined display format. And a step of displaying information on employees assigned to the selected predetermined organization on the second display means.

According to a ninth aspect of the present invention, in the personnel management method according to the eighth aspect, information on an employee newly assigned to one organization of the predetermined reference organization group is displayed on the third display means. The gist is that it further includes steps.

According to a tenth aspect of the present invention, in the personnel management method according to any one of the first to ninth aspects, when an employee is transferred between different reference organization groups, the reference of the transfer source is changed. The gist is that the process further includes a step of determining that the transfer is completed only when the sending process of the employee in the organization and the receiving process of the employee in the reference organization of the transfer destination are normally performed. .

According to an eleventh aspect of the present invention, in the personnel management method according to any one of the first to tenth aspects, for an employee assigned to a predetermined organization, the organization is in charge of the employee. The gist of the present invention is that the method further comprises a step of storing the information with a supervisory / concurrently-used identifier for identifying whether it is concurrently or concurrently.

According to a twelfth aspect of the present invention, in the personnel management method according to the eleventh aspect, there is further provided a step of retrieving employee information for each of the employees for which the plurality of supervisory role identifiers are set. That is the gist.

According to a thirteenth aspect of the present invention, there is provided the personnel management method according to any one of the first to twelfth aspects, further comprising a step of searching for the employee for each organization.

According to a fourteenth aspect of the present invention, in the personnel management method according to any one of the first to thirteenth aspects, in the step of changing and storing the organizational structure based on the transfer command, a plurality of organizational structures are stored. The gist is that it is configured to memorize each announce date.

According to a fifteenth aspect of the present invention, in the personnel management method according to the fourteenth aspect, when a change in the organizational structure on one of the plurality of issuance dates is determined,
The gist of the present invention is that the method further includes a step of storing the changed content of the organizational structure on the subsequent issuance date.

According to a sixteenth aspect of the present invention, in the personnel management method according to the fifteenth aspect, the step of storing the change of the organizational structure by reflecting the change is performed when the organizational change on the first issue date is executed after the first issue date. It should be done only when it affects the organizational structure change on the day.

The invention according to claim 17 is a personnel management method for managing an organization composed of a plurality of hierarchies and transfers of employees assigned to these organizations using a computer, wherein If there is a loss of hierarchy continuity between this organization and any other hierarchy that should be connected to this organization due to a change in the organization, a step of adding a dummy organization between these organizations shall be provided. And

[0024] The invention according to claim 18 is the gist of the personnel management method according to claim 17, wherein the addition of the dummy organization is permitted only within a predetermined number of layers.

According to a nineteenth aspect of the present invention, in the personnel management method according to the eighteenth aspect, when the number of hierarchies exceeds a predetermined number due to the addition of the dummy organization, the hierarchies of the organizations exceeding the number of hierarchies are added. The gist of the present invention is that the method further includes the step of changing to the lowest hierarchy of the predetermined hierarchy number.

According to a twentieth aspect of the present invention, there is provided a personnel management system which manages an organization composed of a plurality of hierarchies and a transfer of an employee assigned to these organizations by using a computer. An organizational structure data storage unit that stores a configured organizational structure and sets a predetermined organization as a reference organization; an employee data storage unit that stores an attribute of an employee assigned to each organization; A reference organization group data storage means for setting an organization of another predetermined hierarchy as a reference organization group, and storing the reference organization group in association with an employee of the reference organization; The organizational structure is changed based on the transfer order issued by the employees of the reference organization to at least one of the organization of the hierarchy and the employees of the other hierarchy. And summarized in that stored in the storage means.

According to a twenty-first aspect of the present invention, in the personnel management system according to the twentieth aspect, the organization of another predetermined hierarchy set as the reference organization group in the reference organization group data storage means is the reference organization. The main point is that the organization is a lower hierarchical organization subordinate to.

According to a twenty-second aspect of the present invention, in the personnel management system according to the twentieth or twenty-first aspect, when a hierarchy of this organization is changed to a higher hierarchy or a lower hierarchy due to a change in one organization, The gist of the present invention is that the system further includes a lower hierarchy changing means for making the upper hierarchy or the lower hierarchy in conjunction with the lower hierarchy of the organization subordinate to the organization.

The invention according to claim 23 is the invention according to claims 20 to
23. The personnel management system according to claim 22, wherein, when one organization is added, means for lowering the hierarchy of lower-level organizations subordinate to the added organization, and wherein one organization is deleted. In this case, the present invention further comprises at least one of means for making the hierarchy of the lower hierarchy subordinate to the organization to be deleted higher.

The invention according to claim 24 is the invention according to claims 20 to
24. The personnel management system according to claim 23, wherein first display means for displaying the organization composed of the plurality of hierarchies in a predetermined display format, and information on employees assigned to the selected predetermined organization. A second display means for displaying is further provided.

According to a twenty-fifth aspect of the present invention, in the personnel management system according to the twenty-fourth aspect, the third display means for displaying information on employees newly assigned to one organization of the predetermined reference organization group. The gist is that it further includes steps.

The invention according to claim 26 is the invention according to claims 20 to
26. The personnel management system according to claim 25, wherein means for determining an employee's transfer between different reference organization groups and that the sending process of the employee in the reference organization of the transfer has been performed normally. A first confirmation unit for confirming that the acceptance processing of the employee in the reference organization of the transfer destination has been normally performed; and a second confirmation unit for confirming that the reception process of the employee has been normally performed. The gist is that the transfer means further includes a transfer completion determination means for determining that the transfer is completed when both of the confirmation means confirm normality.

[0033] The invention according to claim 27 is the invention according to claims 20 to
27. The personnel management system according to claim 26, wherein an employee assigned to a predetermined organization is assigned a duty / duration identifier for identifying whether this organization is a duty / duration of this employee. The gist is to store the data in the data storage means.

According to the twenty-eighth aspect of the present invention,
28. The personnel management system according to claim 27, further comprising: an issue date data storage unit configured to store a plurality of issue dates, and in the step of changing and storing the organization structure, changing the organization structure for each issue date. The gist is to store the data in the data storage means.

According to a twenty-ninth aspect of the present invention, in the personnel management system according to the twenty-eighth aspect, when a change in the organizational structure on one of the plurality of issuance dates is determined, the change is made on the subsequent issuance date. The gist is that the contents of the change in the organizational structure are reflected and stored in the organizational structure data storage means.

According to a thirtieth aspect of the present invention, there is provided a personnel management program storage medium storing a program for executing the personnel management method according to any one of the first to nineteenth aspects.

(Operation) According to the first and twentieth aspects of the present invention, the employees of the reference organization can manage the personnel of their own reference organization group. Therefore, when a plurality of reference organizations are set, a plurality of employees can be made to perform personnel management of their respective reference organization groups.

According to the second and twenty-first aspects of the present invention, the reference organization group can be composed of the reference organization and its subordinate hierarchy. According to the third aspect of the present invention, since a plurality of reference organizations are provided at different levels, the upper-level reference organization can outsource the work to the lower-level reference organization.

According to the fourth aspect of the present invention, the lower-level reference organization and the employees are set and released by the upper-level reference organization and the employees. In addition, since the transfer order issued by the employees of the lower-level reference organization is confirmed by the employees of the upper-level reference organization, the burden on the employees of the upper-level reference organization is reduced and the confirmation is performed. This can prevent a transfer error or the like.

According to the fifth aspect of the present invention, since the employee of the reference organization of the upper hierarchy has the authority to change the transfer command by the employee of the lower hierarchy, it is possible to correct an error in the transfer and the like.

According to the invention set forth in claim 6 and claim 22, when one organization is changed, the organization of the lower hierarchy subordinate to this organization is also linked to the upper hierarchy or the lower hierarchy. Therefore, it is not necessary to modify the hierarchy of the organization of the lower hierarchy that depends on this organization.

According to the invention described in claim 7 and claim 23, when one organization is added or deleted, the organization of the lower hierarchy subordinate to this organization is also linked to the upper hierarchy or the lower hierarchy. Therefore, it is not necessary to modify the hierarchy of the organization of the lower hierarchy that depends on this organization.

According to the eighth and twenty-fourth aspects of the present invention, the first and second display means can efficiently perform personnel changes while referring to the organizational structure. According to the ninth and twenty-fifth aspects of the present invention, the newly assigned employees are displayed by the third display means, so that these employees can be easily grasped and personnel changes can be efficiently performed. be able to.

According to the tenth and twenty-sixth aspects of the present invention, the sending process of the employee in the reference organization of the transfer source and the receiving process of the employee in the reference organization of the transfer destination are normally performed. Only when the transfer is performed, it is determined that the transfer is completed. Therefore, the transfer source and the transfer destination can confirm whether the other party has performed the processing normally.

According to the eleventh and twenty-seventh aspects of the present invention, it is possible to perform a personnel transfer while confirming whether an employee is in charge of the job or concurrently. According to the twelfth aspect, it is possible to confirm how the supervising / concurrent post is set for each employee, and make a change based on this.

According to the thirteenth aspect, an employee can be searched for each organization, and a change can be made based on the search. According to the inventions set forth in claims 14 and 28, the management of personnel changes can be performed for each issue date.

According to the inventions set forth in claims 15 and 29, the change in the organizational structure determined on the issuing date is reflected on the subsequent issuing date, so that the organizational structure is changed every plural issuing dates. Even in this case, it is possible to avoid inconsistency in the change for each issue date.

According to the sixteenth aspect of the present invention, the contents of the change need only be made when there is a contradiction in the change of the organizational structure. According to the invention as set forth in claim 17, even when the organization of one hierarchy is changed, the continuity of the hierarchy between this organization and the organization of another hierarchy to be connected to the organization is lost, the dummy organization is not changed. With the addition, the continuity of the hierarchy can be maintained.

According to the eighteenth aspect, by adding the dummy organization, it is possible to prevent the number of hierarchical levels of the organization from expanding without limit. According to the nineteenth aspect of the present invention, even when the number of layers exceeds the predetermined number of layers by adding the dummy organization, the number of layers can always be maintained at the predetermined number of layers.

According to the thirtieth aspect of the present invention, the personnel management program is executed to execute the personnel management program.
The effects of the invention described in any one of 9 above can be obtained.

[0051]

DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS A personnel transfer simulation system embodying a personnel transfer simulation method of the present invention will be described below with reference to FIGS.

The management center 21 is a computer system that manages the simulation of personnel changes, and is installed in the head office of a company that performs personnel change simulations. The management center 21 is provided with a management server 22. The management server 22 includes a CPU, a RAM (not shown),
It is a computer having a ROM, a monitor, and the like, and executes various programs, displays various display screens, input screens, and the like described later. The management center 21 includes an organization structure data storage unit 23 as an organization structure data storage unit and a reference organization group data storage unit 2 as a reference organization group data storage unit.
4, an employee data storage unit 25 as employee data storage means and an issue date data storage unit 26 as an issue date data storage means are connected respectively. Also, the management server 2
2 is connected to terminals 30 of employees a, b, c, etc. via a network N1. The network N1 is a LAN (local area network) in the head office.
The management server 22 is connected to employees x, y, z, etc., via the Internet 31 and the network N2. The network N2 is a LAN in a branch office.
The management server 22 performs various processes such as data transmission / reception with each terminal 30 and control of each storage unit 23 to 26.

The organization structure data storage unit 23 stores the entire organization structure data. The reference organization group data storage unit 24 stores a reference organization group set by a personnel manager in the entire organization structure. The reference organization and the reference organization group will be described later. Employee data storage unit 25
Stores attribute information such as the job ID, employee number, and name of an employee as an employee list file. The issuance date data storage unit 26 stores a plurality of issuance dates and the status such as completion / incomplete of the issuance.

Next, an organization composed of a plurality of hierarchies and employees assigned to these organizations according to the present embodiment will be described with reference to FIGS. Here, in this specification, an employee is "assigned" to an organization not only when the employee is actually assigned to the organization as a job, but also
This also includes a virtual case simply assigned to the organization in performing the work of this system. The term “employee” includes employees, officers, advisors, part-time workers, part-timers, contract employees, employees transferred and accepted, and includes new employees and retired employees. Furthermore, when the personnel transfer simulation system is used between a plurality of companies or groups, a person belonging to one of these companies or groups is also referred to as an employee.

In this embodiment, as is apparent from FIGS. 2, 7, 18 and the like, the organizational structure has a maximum of eight levels, and the company, the branch office, the department, and the business unit are arranged in order from the upper level. , Departments, groups, teams, and responsibilities.
FIG. 2 shows an organizational structure including four layers in a tree format. Each organization has one employee assigned to it. The hierarchical data of this organization is stored in the organization structure data storage unit 23. In the first tier, an organization S is assigned, and an employee s is assigned as a target employee. In the second tier, an organization A and an organization B subordinate to the organization S are assigned, and the employee a
And b are assigned respectively. Tier 3 contains organization A
And the organizations E, F, G and H subordinate to the organization B, respectively, and
Employees c to h are assigned as target employees. Tier 4 includes organizations I and J subordinate to organization C,
The organization K and the organization L subordinate to the organization D are respectively assigned, and the employees i to l are assigned as target employees.

Next, the concept of the reference organization and the reference organization group in this embodiment will be described in detail. The reference organization is an organization authorized to transfer an organization or an employee with respect to its own organization and other subordinate organizations. The reference organization group refers to an organization group of one reference organization and an organization to be transferred by this reference organization. Employees assigned to the reference organization have access authority to their own reference organization group. However, it is burdensome for the reference organization to make all organization changes within this access authority. Therefore, in the reference organization, depending on the role,
Reference organization 1 (organization S in FIG. 2), reference organization 2 (organization A
And organization B) and reference organization 3 (organization C and organization D).

The reference organization 1 is the top three companies, branches and departments.
This is an organization for changing the organization of the hierarchy, setting the reference organization 2 and assigning the target employees. The reference organization 1 is assigned, for example, a person in charge of the human resources department. The reference organization 2 is an organization that changes the organization of the hierarchy from itself to the department, sets the reference organization 3, and assigns the target employees.
For example, a section personnel officer is assigned. Reference organization 3
Is an organization that changes the organization of the hierarchy from itself to the person in charge, and a department manager, for example, is assigned to the reference organization 3.

The employees assigned to the reference organizations 1 and 2 are assigned a business ID, while the employees assigned to the reference organization 3 are assigned an employee number in the same manner as the other employees.
In the present embodiment, the business ID and the employee number are both 8
The business ID is set to a number starting with “9”. Reference organizations 1 and 2 to which the business ID has been assigned
And the reference organization 3 to which the employee number is assigned, are different in the following points.

The reference organizations 1 and 2 are given the authority to change the attributes of the organization, such as normal organization, project, secondment, and dummy.・ Even if the reference organizations 2 and 3 have completed the different operations,
When the reference organization 1 has not completed the different work, the employee of the reference organization 1 can perform the different work with respect to the reference organizations 2 and 3.

If the reference organization 1 and the reference organizations 2 and 3 have not completed the abnormal work, the employees of the reference organizations 2 and 3 will be assigned to their own reference organization group. A different operation can be performed for this.

The reference organizations 1 and 2 can apply personnel locks to their respective subordinate organizations, and when the personnel locks are applied, regardless of the status of the end of the abnormal operation of each organization, the abnormal operation Is set to not be possible.

FIG. 3 shows reference organization group data 32 stored in the reference organization group data storage unit 24. The reference organization group data 32 indicates the work target organization and the work target employee of each employee, and the work target organization for each employee corresponds to the reference organization group. For example, the reference organization group with the employee s at the top is the organization S, the organization A to the organization L, and the work target employees are the employee s, the employee a to the employee l. Therefore, as is clear from FIGS. 2 and 3, in this embodiment, the reference organization group (work target organization) and the work target employee of each employee are the lower-level organization and the employee subordinate to their own organization. It has become. For this reason, an employee of a lower hierarchical organization cannot make a personnel change to an employee of an upper hierarchical organization. For example, the employee c has the authority to make personnel changes to the organizations C, I, and J, but does not have the authority to make personnel changes to the organizations S and A.

Next, a method of changing the organization will be described with reference to FIGS. As shown in FIG. 4, the organization change screen 33 is a screen displayed on the terminal 30 of the employee set as the reference organization. On this organization change screen 33,
Employees assigned to each reference organization can add, abolish, change, or move the organization within the reference organization group. On the organization change screen 33, a department list 34 as a first display means, a detail list 35 as a second display means, an issue date designation box 36, an organization addition button 3
7. Organization abolition button 38, organization display button 39 before work,
A save button 40, a close button 41, and the like are displayed.

The department list 34 displays an organization composed of a plurality of hierarchies in a tree structure. The display is arranged and displayed rightward on the screen as the hierarchies become lower. If there is a lower hierarchical organization subordinate to each organization, a lower organization open / close button 42 is set at a branch point between the organizations. When the lower organization opening / closing button 42 is "-", the lower organization is closed and is not displayed, and when it is "+", the lower organization is opened and displayed. The opening / closing of the lower organization opening / closing button 42 is performed by moving the mouse connected to the terminal 30 onto the lower organization opening / closing button 42 and clicking the mouse. Further, each organization displayed on the department list 34 can be moved by a mouse drag and drop operation. Further, for an organization to be abolished, the organization is moved to the abolished organization box 43 by a drag-and-drop operation, so that the organization is treated as an abolished organization. In addition, drag and drop retired organizations
It can be restored by an AND-drop operation.
When moving by drag and drop operation, if there is a lower hierarchy organization subordinate to that organization,
These organizations also move in conjunction.

Further, when an organization is selected in the department list 34, right-clicking (in the case of setting of a mouse for determining and executing by left-clicking), a pop-up screen (not shown) is displayed. Here, "Cut" is selected. next,
Click the destination organization, right-click with the destination organization selected, and a pop-up screen appears. Here, if "Paste" is selected, "Yes" and "No" buttons are displayed with the message "The lower organization will be changed to the same attribute. Are you sure?" Here, if "Yes" is selected, the movement is completed.

In the detail list 35, a move button 45 and various input boxes 46 to 53 are displayed. As the move button 45, four buttons of “move up”, “move down”, “up to upper layer” and “to lower layer” are provided, and for the organization selected on the department list 34, By pressing each button, the organization is moved, and the movement result is reflected in the department list 34. "Move up"
The button moves the currently selected organization up one level in the same hierarchy, but cannot move the organization already located at the top of the hierarchy further up. The “Move Down” button moves the currently selected organization down one level in the same hierarchy, but cannot move the organization already located at the end of the hierarchy further down. The “upper hierarchy” button moves the currently selected organization to the next higher hierarchy. The button is
It is not possible to move an organization (layer 1 in this embodiment) already located at the highest level to a higher level.
The “go to lower hierarchy” button moves the currently selected organization to the next lower hierarchy, but moves the organization already located at the lowest hierarchy (hierarchy 8 in this embodiment) to the lower hierarchy. I can't let that happen. It should be noted that when the abolished organization is selected, it is set so that the move button 45 cannot be pressed.

Various input boxes 46 in the detailed list 35
Numerals 53 are boxes for displaying the detailed information of the organization designated by the department list 34 and for inputting the unentered or unset detailed information. The organization code box 46 shows the identification code given to each organization, the hierarchy box 47 shows the name given to the hierarchy, the organization official name box 48 shows the official name of the organization, and the organization short name box 49.
Indicates the abbreviated name of the organization, the organization position box 50 indicates the position of the organization coded and displayed, the base box 51 indicates the base where there is a branch office other than the head office, and the regional box 52 indicates the branch office abroad. In this case, each of the regions is displayed or input.

In the attribute box 53, as the attribute of the selected organization, “normal organization”, “project”, “secondment”, or “dummy” can be selected. If the organization is a “secondment” organization, the name of the organization to which the employee is seconded can be selected from the pull-down menu 54. When "project" or "secondment" is set, all lower-level organizations are set to the same attribute. The dummy organization will be described later.

The setting of the reference organization by the attribute box 53 is performed as follows. When the reference organization check box 55 is checked while an organization in the department list 34 is selected, an employee selection button 58 can be pressed. When the user presses the employee selection button 58, an employee extraction screen 60 shown in FIG. 5 is displayed. The employee extraction screen 60 is used to search for and extract employees by kana or employee number. The search condition input unit 61 and the search result list 6
5, a list-up button 66, a list-up column 67, and the like are displayed. The search condition input unit 61 can perform a search by either a kana search or an employee number search (including a job ID) as a search mode, and if any of them is checked, the kana box 62 or the employee number box 63 can be input. When a search execution button 64 is pressed, a search result list 65 is displayed.
The search result list 65 displays an employee number, a name, a kana, an affiliation, a title, a class, and a date of joining the company. The employee number of the person in charge is clicked from the search result list 65 and the list up button 66 is pressed. Then
The list number 67 displays the employee number and name of the selected person in charge. Next, when the confirm button 68 is pressed, a message of "determine. Are you sure?" And a "yes" or "no" button are displayed as a confirmation screen.
Here, if "Yes" is selected, the contents determined on the employee extraction screen 60 are displayed in the employee number box 57 and the name box 56 of the attribute box 53.

The issue date designation box 36 displays an issue date to which the organizational structure currently being simulated is applied. The organization addition button 37 is for adding a new organization immediately below the organization selected in the department list 34. That is, when the organization addition button 37 is pressed, an organization addition screen 71 shown in FIG. 6 is displayed. In the organization addition screen 71,
An organization hierarchy box 73 from which eight hierarchical names can be selected in a pull-down menu format is provided. Here, when the execution button is pressed, for example, a new organization with a temporary name of “new organization 1” is added immediately below the organization selected in the department list 34. If the new organization to be added is not immediately below the organization selected in the department list 34, a dummy organization is inserted therebetween. Therefore, for the dummy organization, the formal / abbreviated name of the dummy unit can be entered in the dummy unit formal name box 74 and the dummy unit brief name box 75, respectively. The details of the newly added "new organization 1" are described in the official organization name box 48 and the organization short name box 4
In step 9, details can be set.

The organization abolition button 38 is for moving the selected organization to the abolished organization box 43. When the lower organization subordinates to the selected organization, the lower organization is moved to the abolished organization box 43 in the same manner as described above. When the organization abolition button 38 is pressed, two confirmation screens (not shown) are displayed. In the first confirmation screen, "I will abolish this organization.
Is it OK? "" And "Yes" and "No" buttons are displayed. Here, if you select "Yes", a second confirmation screen is displayed, and "Do you really want to abolish? This is the last confirmation."
"Yes" and "No" buttons are displayed. Here, if "Yes" is selected, the selected organization is abolished. The reason why the two confirmation screens are provided is to reconfirm the intention to delete the organization in order to prevent an employee who is working from deleting the organization by mistake.

The pre-work organization display button 39 is for displaying information before the change of organization on the pre-work organization screen 104 shown in FIG. 17 described later. The save button 40 is for storing the edited organization change information in the organization structure data storage unit 23 and the reference organization group data storage unit 24. Close button 4
1 is for closing the organization change screen 33.

When the mouse is right-clicked when the pointer is on the department list 34, an organization change pop-up screen 72 shown in FIG. 7 is displayed on the organization change screen 33. By selecting one of the display portions of the pop-up screen 72, various organization changes can be made. That is, “add” performs the same operation as the organization addition button 37, “abolition” performs the same operation as the organization abolition button 38, and “open lower organization” performs the same operation as the lower organization open / close button 42. Further, “move up”, “move down”, “move to upper layer”, and “move to lower layer” perform the same operations as the respective buttons of the move button 45.

Next, the dummy organization will be described. The dummy organization refers to an organization inserted between organizations of discontinuous hierarchies when the continuity of the hierarchies of a plurality of hierarchies is lost. This dummy organization does not actually exist, and is set so that no employee can be assigned. For example, it is assumed that there is an organization as shown in FIG. 8A, and the organizations (organizations A to D) of the hierarchy 6 and the hierarchy 7 have moved down by one hierarchy. In this case, the organization of the hierarchy 6 disappears, and the organization of the hierarchy 5 (organization X) and the newly moved hierarchy 7,
The continuity with the organization of No. 8 is lost. For this reason, as shown in FIG. 8B, the dummy organization A is inserted into the hierarchy 6, and the continuity of the organization hierarchy is restored.

Here, the steps of creating and deleting a dummy organization will be described with reference to FIG. First, this process is started when an organization change is performed, and it is checked in step S101 whether the change requires the creation of a dummy organization. If there is no need to create a dummy organization, step S1
Proceeding to 02, it is confirmed whether or not it is necessary to delete the dummy organization. When there is no need to delete the dummy organization (NO), FIG.
Proceed to “A” of 0. On the other hand, if it is necessary to delete the dummy organization (YES), the dummy organization is deleted (step S103), and the hierarchical level of the lower hierarchical organization subordinate to the dummy organization is raised (step S104).
The process ends. Specifically, this corresponds to the case where there is a change from FIG. 8B to FIG.

On the other hand, if it is necessary to create a dummy organization in step S101 (YES), a dummy organization is added (step S105). Here, the organization addition screen 71 is displayed, and the employee using the organization addition screen inputs the formal name and the informal name of the dummy unit in the dummy unit formal name box 74 and the dummy unit brief name box 75. Then, the hierarchical level of the lower hierarchical organization subordinate to this dummy organization is lowered (step S106), and the process proceeds to FIG. 10A.

As shown in FIG. 10, in step S111, it is confirmed whether or not the organization has nine or more hierarchies, that is, whether or not the number of hierarchies exceeds the upper limit of eight in this embodiment. Here, if it is less than or equal to eight layers (NO), the process directly proceeds to the end, and the process ends. If there are more than 9 levels (YE
S), the process proceeds to step S112, and a confirmation message is displayed on the display screen of the terminal 30: "The organizational hierarchy exceeds eight layers. Do you want to continue the process?" If the user does not want to continue, an error message “Process has been canceled” is displayed in step S113.
On the other hand, if the user wishes to continue, step S11
In step 4, it is confirmed whether or not a dummy organization exists in the organization hierarchy of nine or more hierarchies. The confirmation of the existence of the dummy organization is performed by selecting one of the lowest organizations of the nine or more hierarchical organizations and determining whether the dummy organization exists in the organization of the higher hierarchy that is continuous with the lowest organization. It is done by confirming. If there is no higher-order dummy organization corresponding to the lowest organization, the existence of a higher-order dummy organization for another lowest organization is confirmed. In this way, this process is repeated until the existence of the higher-order dummy organization is confirmed for all the organizations of nine or more hierarchies. As a result, when there is no dummy organization, the organization at the ninth hierarchy is changed to the same level as the organization at the eighth hierarchy (step S115).
Then, the terminal 3 notifies that the hierarchical level of this organization has been changed.
0 is displayed on the display screen (step S116), and the process ends. On the other hand, if a dummy organization exists (YES in step S114), the process advances to step S117.
Check whether there are two or more dummy organizations. If there are two or more dummy organizations (YES), step S1
Proceed to 18 to delete the lowest dummy organization. If there is only one dummy organization (NO in step S117), the process proceeds to step S119, and the dummy organization is deleted. After the dummy organization is deleted in step S118 or S119, the hierarchical level of the lower hierarchical organization that has been subordinate to this dummy organization is raised (step S120). Then, in step S121, it is confirmed whether the organization has nine or more layers. When the organizational hierarchy is still 9 or more (YE
In S), the process returns to step S114, and the same processing as described above is repeated. When the organizational hierarchy is eight or less (NO)
Ends the processing.

Here, a case where the dummy organization is deleted will be described with reference to FIGS. 8 (c) and 8 (d). FIG.
It is assumed that the tissue X is moved below the tissue Y from the tissue structure shown in FIG.
In this case, organization X moves from level 5 to level 6, and organization X
The hierarchy level of each organization of the lower hierarchy subordinate to is lower (NO in step S101, N in step S102).
O). Here, since the organization has nine levels (YES in step S111), a confirmation message is displayed and the user's intention to continue is accepted (step S11).
2 is YES). Next, with respect to the organization C which becomes the hierarchy 9, it is confirmed whether a dummy organization exists above this organization,
Dummy organization A located above organization C is detected (YES in step S114). Next, it is confirmed whether or not there are two or more dummy organizations, but no other dummy organizations are detected above the organization C (N in step S117).
O). Next, the dummy organization A is deleted (step S11).
9), the hierarchy level of the lower hierarchy organizations (organization A, dummy organization B, organization C, and organization D) subordinate to dummy organization A is increased by one hierarchy (step S120). Next, it is checked whether or not the organization hierarchy is still the ninth hierarchy. In this case, since the organization G is the ninth hierarchy (YE in step S121).
S), the processing of this organization is continued. That is, it is checked whether or not a dummy organization exists above the organization G in the hierarchy 9; however, in this case, no dummy organization is detected (NO in step S114). Therefore, the organization G is set to 8
At the same time as changing to the organization of the hierarchy (step S115), the fact that the hierarchy level of the organization G has been changed is displayed on the display screen of the terminal 30 (step S116), and the process is terminated. The result is the tissue structure shown in FIG.
That is, while the dummy organization A is deleted, the organization G does not subordinate to the organization F but becomes subordinate to the organization E and becomes in a parallel relationship with the organization F.

Next, a method of assigning employees to organizations will be described with reference to FIGS. Here, when each employee is assigned to an organization, a distinction is made as to whether the assignment is for a supervisory purpose or a dual purpose. Only one competent person can be set for one employee, while multiple concurrent jobs can be set. The distinction between competent / concurrent roles is indicated by the competent / concurrent role identifier.
It is stored in the employee data storage unit 25 for each employee.

As shown in FIG. 11, the intra-department transferee assignment screen 81 is a screen displayed on the terminal 30 of the employees assigned to the reference organizations 1 and 2. On this intra-section transferee assignment screen 81, it is possible to perform new assignment of employees assigned to their own reference organization group and transfer between organizations of the reference organization group. The display items of the intra-department transferer assignment screen 81 include a department list 82 as a first display unit, a belonging employee list 83 as a second display unit, an organization detailed information display unit 84, an issue date designation box 85, A pre-work organization display button 86, an employee information change button 87, an employee list output button 88, a combined duty delete button 89, a save button 90, a close button 91, and the like are displayed.

The department list 82 is almost the same as the department list 34 on the organization change screen 33. Affiliated employee list 83 displays a list of the employees of the organization selected in the department list 82, and includes, as display items, an employee category, a duty / combination, a name, a post, a job class, and a job description. ,
The occupational allowance and the result category are displayed. The organization detailed information display section 84 displays a current organization position, an organization name, and an informal name indicating the position of the organization selected by the department list 82.

The pre-work organization display button 86 displays the pre-work organization screen 104 shown in FIG. The employee information change button 87 displays an announcement registration (duty or the like) screen 130 shown in FIG. The employee list output button 88 displays an organization list screen 110 shown in FIG. The delete concurrently-used button 89 is for deleting the concurrently-executed duties of the selected employee. When the employee is in charge, the setting is such that the button cannot be deleted by this button.

The "new assignment" employee list screen 94 displays a list of employees or new employees who have been transferred by the board of directors. In the present embodiment, the reference organization 1 sets and, for each reference organization 2, A list is displayed. The “newly assigned” employee list screen 94 constitutes a third display means.

On the "new assignment" employee list screen 94, after selecting the reference organization to which the assignment is made in the department list 82, "display" is selected from the menu bar of the intra-section transferee assignment screen 81, and " Displayed by selecting "New assignment". Display items include an assignment check box, name, distinction of competent / concurrent, and a new standard organization.

The employee displayed on the “new assignment” employee list screen 94 selects the reference organization to which the employee is actually assigned, and displays the “transfer assignment” list screen 95 of the reference organization.
By dragging and dropping the target employee from the screen 94 to the screen 95, the actual assignment processing on the announcement registration (affiliation etc.) screen 100 described later becomes possible. This process
In the present embodiment, the reference organization 2 performs the operation for each of itself and the reference organization 3 in the department.

Also, when the transferee between the reference organization groups in the department is first pressed on the "transferer assignment" list screen 95, the employee extraction button 96 is displayed, and the employee extraction screen 60 of FIG. 5 is displayed. . Then, the transferees are listed up on the employee extraction screen 60 and determined. Here, it is assumed that “Eiko Yamaguchi” is assigned by the supervisor. Next, an assignment selection screen 97 shown in FIG. 13 is displayed, and a message “Electricity assigned by Eiko Yamaguchi?
9 and a cancel button are displayed. Here, when the “assign by supervisor” button 98 is pressed, the result of the assignment of “Eiko Yamaguchi” as the supervisor is added and displayed on the “transfer assignment” list screen 95.

As shown in FIG. 12, an announcement registration (affiliation, etc.)
The screen 100 is a screen for determining the affiliation of the new employee and the transferee, and removing the transferee and retired employee from the target organization from the affiliation. In the present embodiment, the reference organization 3 is used. Is for setting. In addition, on the issuance registration (affiliation etc.) screen 100, only the affiliation can be changed.
Perform at 0. The announcement registration (affiliation etc.) screen 100 is basically the same as the intra-section transferee assignment screen 81. However, instead of displaying the "new assignment" employee list screen 94 and the "transfer assignment" list screen 95 on the announcement registration (affiliation etc.) screen 100, the "transfer assignment" list screen of FIG. The difference is that a “to another organization (retirement)” list screen 102 is displayed.

The “transferer assignment” list screen 101 is displayed by dragging and dropping the above “transferer assignment” list screen 95 or by selecting a new employee and another reference organization group entered by “employee extraction”. Are displayed in a list. In other words, the employees displayed on the “transfer assignment” list screen 95 and the “transfer assignment” list screen 101 are the same. The “transfer assignment” list screen 101 includes a department list 82
After selecting the reference organization to assign to, select "Display" from the menu bar of the announcement registration (affiliation etc.) screen 100,
The message is displayed by selecting “transfer assignment” from among them. The display items include an assignment check box, a name, a distinction of a supervisor / concurrent post, a new standard organization, and a transfer completion check box. To assign a new employee or a transfer from another organization, select an employee from the “Transfer Assignment” list screen 101 with the mouse, drag it, and drop it on the department list 82 to the organization to which you want to assign. This is done by:

The “to another organization (retirement)” list screen 102
A list of transferees and retirees from the target organization is displayed. From the menu bar of the announcement registration (affiliation, etc.) screen 100, "Display"
Is displayed by selecting and then "to another organization (retirement)". The display items include a name, distinction of main / concurrent post, remaining post-consolidation check box, retirement check box, old standard organization, and transfer completion check box. To perform the process of transfer to another organization and retirement, first, an employee extraction button 103 is pressed, and an employee extraction screen 60 of FIG. 5 is displayed. Then, the transferees are listed up on the employee extraction screen 60 and determined. Here, in the case of retirement, it is necessary to check the retirement check box. In addition, the process of transfer to another organization and retirement is performed by selecting an employee from the organization to be assigned on the department list 82 with the mouse, dragging the employee, and selecting “to another organization (retirement)”.
It is also performed by dropping on the list screen 102.

Here, a description will be given of when the transfer completion check boxes in FIGS. 14 and 15 are checked, that is, when transfer completion is confirmed.

The check in the transfer completion check box is made when the transfer of the supervisor has been correctly completed. That is, the person in charge on the new assignment side assigns the subject employee to the department list screen 82 from the “assignment of transferee” screen 101, while the person in charge on the transfer side assigns the target employee to the department list. The check box is checked by putting the supervisory affiliation on the “to another organization (retirement)” screen 102 from the screen 82.

As another characteristic, when the person in charge of the higher-order reference organization 1 selects the reference organization 2 and sees the “transfer assignment” screen 101 and the “to another organization (retirement)” screen 102, The transfer of the main task completed between the reference organization groups belonging to the organization 2 is changed to a state in which the above-mentioned check box is checked. ) "Screen 10
It becomes non-display from 2. The purpose of this is to reduce the work load of the person in charge of the reference organization 1 by hiding the one in which the transfer has been normally completed in the reference organization 2.

In the case of a transfer other than the above-mentioned transfer of the supervisor, the transfer is as shown in FIG. 16 and the following (1) to (3).
(Here, the explanation will be made based on the organizational structure in FIG. 2.) (1) In the case of adding additional duties In the case where the organization before the change is the organization C, and after the change, the organization K is added as the additional duties without changing the administration. is there. In this case, “Transfer assignment” list screen 101 in organization D
Then, the organization K is newly assigned as a concurrent post. Then, on the “transferer assignment” list screen 101 in the organization C, the transfer completion check box is checked.

(2) In the case of non-concurrent employment In this case, the main affairs before the change are the organization C and the concurrent employment are the organization K, and after the change, the main affairs are left as they are and the concurrent employment is deleted. In this case, the organization K is dropped on the “to another organization (retirement)” list screen 102 in the organization D. However, in this case, the transfer completion check box on the screen is not checked. Only in such a case, the person in charge checks whether or not there is a change in accordance with the content of the actual announcement.

(3) In the case of remaining duties, the organization before the change is the organization C, and the organization after the change is the organization D
On the other hand, there is a case where the organization C remains as an additional post. In this case, “Transfer assignment” list screen 101 in organization D
Then, the organization D is newly assigned as a supervisor. Then, on the “to another organization (retirement)” list screen 102 in the organization C, the user checks the remaining concurrently used check box. That is, the organization C is left with additional duties. Then, on the “transferer assignment” list screen 101 in the organization C, the transfer completion check box is checked.

As shown in FIG. 17, the pre-work organization screen 10 is displayed.
Numeral 4 is displayed by pressing the pre-work organization display button 86 on the announcement registration (affiliation etc.) screen 100 or the like, and the organization immediately before the current work is displayed. The pre-work organization screen 104 has the same basic display items as the announcement registration (affiliation etc.) screen 100, but differs in that buttons 85 to 90 are not displayed. In addition, it is set so that only the organization before work can be referred to, and the affiliation of the employee cannot be changed.

As shown in FIG. 18, an organization list screen 110 is displayed.
Displays a list of organizations, and is a screen for changing detailed information of each organization. In the present embodiment, the reference organization 2 performs the setting. The organization list screen 110 is
This is displayed by pressing an employee list output button 88 on the announcement registration (affiliation etc.) screen 100 or the like. The filter condition selection unit 111, the filter execution button 112, the sort order designation button 113, the save button 114, the close button 1
15 and the result list 116 are displayed. In the filter condition selection unit 111, status (other than no change), secondment, project, reference organization, no reference organization,
There is provided a pull-down menu from which each of the filter conditions of “none” can be selected. Then, the filter execution button 11
By pressing 2, filtering is performed, and a result according to the filter condition is displayed as a result list 116. The display items of the result list 116 include the date of issuance, status, eight layers from company to charge, and the official name of the organization. The status is a status displayed when an organization is changed or a new organization is added on the date of this announcement (October 1, 2000). Although not shown on the drawing, the result list 116 indicates that the self-organization is blue (the display at the lowest layer in each organization is blue. For example, 1 ... AB business unit, 2 ... plan G, 3 ... AB Development Office),
Reference organization is in the red (for example, IP for all organizations)
The parent organizations are displayed in gray letters (all organizations between the reference organization and the self-organization), respectively, so that they can be easily distinguished visually.

When the user presses a sort order designation button 113 to refer to the list of organizations, a sort order designation screen 120 as shown in FIG. 19 is displayed. Sort order specification screen 1
20 is provided with 1 to 6 sort condition selecting units and ascending / descending order selecting units, respectively, so that the sorting priority is set to be higher in order from 1. In the sort condition selection unit, the date of issue, order of organization, status, attribute, base, order of seconded company, order of organization (company) can be selected from the pull-down menu as sort conditions. Also, on the sort order designation screen 120, a default button 122 for returning the sort order to the default setting, an execute button 123 for executing the set sort order, and a cancel button 124 are displayed.

As shown in FIG. 20, an announcement registration (duties, etc.)
The screen 130 is a screen for changing attributes such as job and job type of the employee, and is set by the reference organization 3 in this embodiment. The issuance registration (duties, etc.) screen 130 is the employee information change button 8 on the issuance registration (affiliation, etc.) screen 100 or the like.
7 are displayed by pressing 7, a filter condition input section 131, an organization display tag 132, a duty / commitment display tag 133, an input check button 134, a save button 135, a sort order designation button 136, and a filtering result list 137. Are displayed.

In the filter condition input section 131, any one of the employee classification, the presence or absence of the status, and the presence or absence of the check NG can be selected as the filter condition. In addition, it is also possible to select “without filter”. When this is selected, the filter condition is canceled, and all the cases on the specified date of issue are displayed. Employee categories include officers / advisors, employees, part-time jobs, part-time jobs, short-term
Either one of the receiving and seconded employees and the business ID can be selected from a pull-down menu. The status indicates a status that has changed. The check NG is for displaying an error message. When the filter button is pressed after the filter condition is determined, a filtering result list 137 is displayed. The display items of the filtering result list 137 include the date of issuance, status, company, department, employee classification, distinction of duty / concurrent duty, name, title, and rank. The user can change a plurality of organizations collectively based on the filtering result list 137.

Next, the change (issuing) confirmation screen will be described. The change (issuance) confirmation screen is the same as the issuance registration (duty etc.) screen 130 in FIG. 20, and only the display at the top is different. To display the employees in the reference organization for each organization, when the display tag 132 for each organization is pressed, a filtering result list 137 is displayed. In addition, to display all employees within the responsible organization, when a list display button in the organization-specific display tag 132 is pressed, a filtering result list 137 is displayed for the employee. To display a list of competent / concurrent roles for employees in the standard organization,
When the user presses the display tag 133 for each concurrent duty, as shown in FIG.
A belonging check button and an employee extraction button are displayed.
Here, when the affiliation check button is pressed, a filtering result list 138 is displayed for the same person in a form in which the same person is assigned to each of the roles. When an employee extraction button is pressed, an employee extraction screen 60 shown in FIG. 5 is displayed, and an employee who wants to display a supervisor / concurrent job can be extracted.

When the input check button 134 is pressed, a filtering result list 140 including the display items of the error message is displayed as shown in FIG.
Then, in this state, when the check NG of the filter condition input unit 131 is selected and the filter button is pressed, only the organization having the error message is extracted and displayed (FIG. 2).
2, 2, 6 and 7 organizations).

Next, referring to FIGS. 23 and 24, a method for managing data corresponding to a plurality of issuing dates will be described. FIG. 23 is an explanatory diagram showing a change history interpolation pattern when there are two issuing dates. That is, FIG.
For each of the patterns (a) to (3),
Whether or not the change needs to be reflected for (c) and whether or not an error check is necessary are confirmed and processed. For example, if the current status before the change is October 1,
Announcement date 1 is October 2 and announcement date 2 is October 15th. Here, the object refers to an organization or an employee to be transferred.

First, FIG. 23A shows a case where the object A is changed to the object B on the date of issue 1. On the other hand, in the case of the pattern (a), the object A is changed to the object C on the issue date 2, but since the object A does not already exist on the issue date 1, the pattern (a) is executed on the issue date 2. Can not. Therefore, here, the change in (1) is reflected, and the object B
Is changed to the object C. In the case of the pattern (b), the object A is abolished on the issue date 2, but in this case also, the change in (1) is reflected, and the process is performed such that the object B is abolished on the issue date 2. On the other hand, in the case of the pattern (c), a new object C is set on the date of issue 2. In this case, since the change is not related to the change in (1), the change is not reflected and no error check is required.

Next, (2) is a case where the object A before the change is abolished on the issue date 1. On the other hand, in the pattern (a), the object A is changed to the object C on the date of issuance 2, but this is the case where the object A, once abolished, is restored as another object, and the change is reflected. Is not required, but error checking is required. In the pattern (b), the object A is the date of issue 2
In this case, the object A that has already been abolished is abolished again, and it is not necessary to reflect the change, but an error check is required. On the other hand, in the case of the pattern (c), a new object C is set on the date of birth 2. In this case, since the change is not related to the change of (2), the change is not reflected and no error check is required.

Next, (3) is a case where a new object B is set on the date of issue 1. On the other hand, in the case of the pattern (a), the object A is changed to the object C on the date of issuance 2, but this is irrelevant to the change of (3), and neither reflection of the change nor error checking is required. In the case of the pattern (b), the object A is abolished on the date of issuance 2. In this case, too, the change is irrelevant to the change of (3), and neither the reflection of the change nor the error check is required. On the other hand, in the case of the pattern (c), a new object C is set on the date of birth 2. In this case, the object C may be dependent on or parallel to the object B. It is necessary to reflect changes. However, the changes in this case are not automatically reflected,
The user makes corrections by rewriting the data.

Next, an issue date selection screen 151 shown in FIG.
Will be described. The issuance date selection screen 151 is displayed on the display screen of the terminal 30 of the target employee of the reference organization 1, and can set and manage a plurality of issuance dates. The issue date selection screen 151 displays an issue date list 152, an issue date registration unit 153, and the like. The issuance date list 152 displays the currently registered issuance dates and the status of the issuance dates. Here, the status “completed” means that the personnel transfer has been completed,
"HR lock" means that the employee of the reference organization 1 locks the personnel, and "incomplete" means that the simulation is pending. In the issuance date registration unit 153, the registerable issuance range setting box 154 for controlling the registerable range by the HR manager, a new issuance date setting box 155 for setting a new issuance date, and the input issuance date are entered. A registration button 156 for recording in the day data storage unit 26 is provided.

According to the personnel change simulation system of the above embodiment, the following effects can be obtained. In the above embodiment, the employees of the reference organization can manage the personnel of the own reference organization group. Further, since a plurality of reference organizations can be set, a plurality of employees can be made to manage personnel in their own reference organization groups.

In the above embodiment, the reference organizations 1, 2, 2,
, And 3 in a plurality of layers. Therefore,
The employees of the reference organizations 1 and 2 do not need to perform all the operations, and the employees of the lower-level reference organizations can perform the operations, and the load can be reduced.

In the above-described embodiment, since the setting of the reference organization or the reference organization group can be performed only by the employees of the reference organizations 1 and 2, the authority for personnel changes is improperly set or unlimited. Can be suppressed.

In the above embodiment, when one organization is changed, the organization of the lower hierarchy subordinate to this organization is also linked to the upper hierarchy or the lower hierarchy. Therefore, it is not necessary to modify the hierarchy of the organization of the lower hierarchy that depends on this organization. In particular, in the department list 34, when the organization is changed by a mouse drag and drop operation, the subordinate organization of the subordinate hierarchy is also moved to the upper hierarchy or the lower hierarchy, so that the organization can be easily moved. it can.

In the above embodiment, since the number of levels of organization change is limited to eight levels, it is possible to prevent the number of levels of the organization from expanding without limit. In the above embodiment, the department lists 34 and 82 display the organization structure in a tree format, so that the organization structure can be easily grasped and personnel changes can be made. Also, a “new assignment” employee list screen 94, a “transfer assignment” list screen 95,
A list of employees can be displayed on the list 101 and the “to another organization (retirement)” list screen 102, and the organization can be easily changed between these screens and the department lists 34 and 82 by dragging and dropping the mouse. Can be transferred to.

In the above-described embodiment, the belonging employee list 83 and the “new assignment” employee list screen 94 display the distinction of the concurrent duty, and it is determined whether a certain employee is the supervisor or the concurrent duty. Personnel changes can be made while checking. In addition, the “to another organization (retirement)” list screen 102 includes
Since the distinction of the remaining concurrently-executed positions is displayed, it is possible to confirm whether there is the remaining concurrently-executed positions.

In the above embodiment, the issue date selection screen 1
With 51, personnel changes can be managed for each issuance date. If a change in the organizational structure can occur if the issue date is determined, the change in the organizational structure on the issue date is reflected in the subsequent issue date. Therefore, even when the organizational structure is changed for each of a plurality of issuing dates, it is possible to avoid inconsistency of the change for each of the issuing dates.

In the above-described embodiment, even if the continuity of the hierarchy between this organization and the organization of another tier to be connected to this organization is lost due to the transfer of the organization of one tier, the dummy organization is added. The continuity of the hierarchy can be maintained. Further, even when the number of layers exceeds eight due to the addition of the dummy organization, the number of layers can be always maintained at eight or less by the steps S101 to S121.

The above embodiment may be modified as follows. In the above embodiment, the management center 21 and the branch office network N2 are connected via the Internet 31, but they may be connected via a dedicated line. Further, the management server 22 may be connected by a mobile phone or a mobile terminal.

In the above embodiment, the organization has eight layers, but the number of layers is not limited to this. Further, the number of hierarchies of the organization may be set in advance by a personnel manager or the like, or the number of hierarchies of the organization may be set smaller for a certain reference organization group.

In the above embodiment, the reference organizations 1, 2, and 3 are provided. However, a system without the reference organizations 2, 3 may be used. Next, technical ideas other than those described in the claims that can be grasped from the above embodiment and other examples will be described below together with their effects.

(1) The personnel management method according to claim 1 or 2, wherein the authority to set the reference organization or the reference organization group is given only to a predetermined manager or employee. .

According to the configuration (1), the reference organization or the reference organization group can be set only by a predetermined manager or employee, so that the authority for personnel changes is improperly set or unlimited. Settings can be suppressed.

(2) The personnel management method according to any one of claims 17 to 19, wherein the assignment of employees to the dummy organization is prohibited.
According to the configuration (2), it is possible to prevent employees from being assigned to the dummy organization by mistake.

(3) In the personnel management method according to any one of claims 17 to 19, when an employee is assigned to the dummy organization, the dummy organization is changed and stored as a normal organization. A personnel management method, further comprising steps.

According to the configuration of (3), since the dummy organization can be changed to a normal organization, it is not necessary to delete the dummy organization and newly set a new organization. (4) A step of adding a dummy organization between one organization and another organization when there is no hierarchy continuity between the organization and another organization to be connected to the organization due to the transfer of the organization. The personnel management method according to any one of claims 1 to 16, and (1) to (3), further comprising:

According to the configuration of (4), even when the organization of one layer is changed and the continuity of the layer is lost between this organization and the organization of another layer to be connected to the organization,
By adding a dummy organization, continuity of the hierarchy can be maintained.

(5) The personnel management method according to the above mode (4), wherein the addition of the dummy organization is permitted only within a predetermined number of layers. According to the configuration of (5), it is possible to prevent the number of hierarchies of the organization from expanding without limit by adding the dummy organization.

(6) When the number of layers exceeds a predetermined number due to the addition of the dummy organization, the method further comprises the step of changing the layer of the organization exceeding the number of layers to the lowest layer. The personnel management method according to the above mode (5).

According to the configuration of (6), even when the number of layers exceeds a predetermined number due to the addition of the dummy organization, the number of layers can always be maintained at the predetermined number. (7) In the personnel management system according to claim 24,
A step of displaying information on an employee newly assigned to one of the predetermined reference organizational groups; and a step in which an employee assigned to the predetermined organization is transferred or retired to another organization. Displaying information on the employee on a fourth display means in some cases.

According to the configuration (7), the newly displayed employee is displayed by the third display means, and the employee who is transferred or retired to another organization is displayed by the fourth display means. Therefore, these employees can be easily grasped and personnel changes can be efficiently performed.

(8) A personnel management method for managing an organization composed of a plurality of hierarchies and changes in employees belonging to these organizations by using a computer, wherein the organizational structure is stored for each of a plurality of issuing dates. A personnel management method, comprising the step of:

According to the configuration (8), management of personnel changes can be performed for each announce date. (9) The personnel management method according to any one of claims 1 to 5, wherein the change of the organization is allowed only within a range of a predetermined number of hierarchies.

(10) When the number of hierarchies exceeds a predetermined number of hierarchies due to the change of the organization, the method further comprises the step of changing the hierarchies of the organizations exceeding the number of hierarchies to the lowest hierarchy. Personnel management method described in 9).

According to the configuration of (10), the hierarchy of the organization exceeding the predetermined hierarchy number can be changed to the lowest hierarchy.
It is possible to always maintain a predetermined number of hierarchical organizational structures. (11) The personnel management method according to claim 8, wherein the display format of the first display means is a display format using a tree structure or a spreadsheet format.

According to the configuration of (11), since the display format of the first display means is a display format using a tree structure or a spreadsheet format, the organizational structure is more easily grasped and personnel change work is performed. be able to.

[0134]

As described above, according to the first and twentieth aspects of the present invention, the employees of the reference organization can manage the personnel of their own reference organization group. Therefore, when a plurality of reference organizations are set, a plurality of employees can be made to perform personnel management of their respective reference organization groups.

According to the fourteenth and twenty-eighth aspects of the present invention, management of personnel changes can be performed for each date of issuance. According to the invention as set forth in claim 17, even when the organization of one hierarchy is changed, the continuity of the hierarchy between this organization and the organization of another hierarchy to be connected to the organization is lost, the dummy organization is not changed. With the addition, the continuity of the hierarchy can be maintained.

According to the invention described in claim 30, the effects of the invention described in any one of claims 1 to 19 can be obtained by the personnel management program.

[Brief description of the drawings]

FIG. 1 is a schematic diagram of a personnel transfer system of the present invention.

FIG. 2 is an explanatory diagram showing the assignment of multiple levels of organizations and employees.

FIG. 3 shows reference tissue group data.

FIG. 4 is an organization change display screen.

FIG. 5 is an employee extraction screen.

FIG. 6 is an organization addition screen.

FIG. 7 is a pop-up screen for changing an organization.

FIG. 8 is an explanatory diagram showing a procedure for inserting and deleting a dummy tissue.

FIG. 9 is a flowchart showing steps of creating and deleting a dummy organization.

FIG. 10 is a flowchart showing a process of deleting a dummy organization.

FIG. 11 is a department transfer person assignment screen.

FIG. 12 is an issuance registration (affiliation, etc.) screen.

FIG. 13 is an assignment selection screen.

FIG. 14: Transfer assignment screen

FIG. 15 is a screen for retiring to another organization.

FIG. 16 is an explanatory diagram showing a difference in an operation caused by a change of concurrent duty.

FIG. 17 is a pre-work organization screen.

FIG. 18 is an organization list screen.

FIG. 19 is a sort order designation screen.

FIG. 20 is an issuance registration (duties, etc.) screen.

FIG. 21 is a change (issuance) confirmation screen.

FIG. 22 is a change (issuance) confirmation screen.

FIG. 23 is an explanatory diagram showing a change history interpolation pattern.

FIG. 24 is an issuance date selection screen.

[Explanation of symbols]

23: an organizational structure data storage unit as an organizational structure data storage unit; 24, a reference organizational group data storage unit as a reference organizational group data storage unit; 25, an employee data storage unit as an employee data storage unit; Issue date data storage unit as date data storage means.

Claims (30)

[Claims] 1. A personnel management method using a computer for managing organizations composed of a plurality of hierarchies and transfers of employees assigned to these organizations, wherein a predetermined organization is set as a reference organization. Authority to transfer at least one of the employees assigned to the reference organization to this reference organization, one or more predetermined other hierarchies, and employees assigned to the other hierarchies Setting the reference organization and the organization of the predetermined other hierarchy as a reference organization group; storing the reference organization group in association with employees of the reference organization; and A personnel management method, comprising: receiving a transfer command issued by a member; and changing and storing an organizational structure based on the transfer command. 2. The personnel management method according to claim 1, wherein the organization of another predetermined hierarchy set as the reference organization group is an organization of a lower hierarchy subordinate to the reference organization. 3. The personnel management method according to claim 1, wherein a plurality of the reference organizations are provided in different hierarchies. 4. An employee assigned to an upper-level reference organization among the plurality of different-level reference organizations sets and cancels a reference organization with respect to other organizations in the upper-level reference organization group. And the assignment of employees assigned to the reference organization
The step of granting the authority to cancel, and if the other organization is set as a reference organization, an employee of the upper-level reference organization issues a transfer order performed by an employee assigned to the reference organization. 4. The personnel management method according to claim 3, further comprising a step of confirming. 5. The method according to claim 4, further comprising the step of, in the step of confirming by an employee of the reference organization of the upper hierarchy, the step of granting the employee the right to change the transfer command. HR management method described. 6. When a hierarchy of this organization is changed to a higher hierarchy or a lower hierarchy due to a transfer of one organization, the lower hierarchy of the organization subordinate to the organization and the hierarchy of its employees are also linked to the upper hierarchy or the lower hierarchy. 6. The personnel management method according to claim 1, further comprising the step of lowering the hierarchy. 7. A step of lowering a hierarchy of an organization of a lower hierarchy subordinate to an added organization when one organization is added, and a step of deleting an organization when one organization is deleted. The personnel management method according to any one of claims 1 to 6, further comprising at least one of a step of setting a hierarchical level of a subordinate organization to a higher hierarchical level. 8. A step of displaying an organization composed of a plurality of layers on a first display means in a predetermined display format, and displaying information on employees assigned to the selected predetermined organization on a second display means. The personnel management method according to any one of claims 1 to 7, further comprising the step of: 9. The personnel management according to claim 8, further comprising the step of displaying, on a third display means, information on employees newly assigned to one organization of the predetermined reference organization group. Method. 10. When an employee is transferred between different reference organization groups, the transfer processing of the employee at the transfer reference organization and the reception processing of the employee at the transfer destination reference organization are performed. 10. The method according to claim 1, further comprising the step of determining that the transfer is completed only when the transfer is normally performed.
The personnel management method described in any of the above. 11. The method according to claim 1, further comprising the step of storing, with respect to the employees assigned to the predetermined organization, a duty-and-duration identifier for identifying whether this organization is a duty or a dual duty of this employee. The personnel management method according to any one of claims 1 to 10. 12. The personnel management method according to claim 11, further comprising a step of retrieving employee information for each of the employees for which the plurality of duty / interval identifiers are set. 13. The personnel management method according to claim 1, further comprising a step of searching for the employee for each organization. 14. The system according to claim 1, wherein in the step of changing and storing the organizational structure based on the transfer command, the organizational structure is stored for each of a plurality of issuing dates.
The personnel management method according to claim 13. 15. The method according to claim 1, further comprising the step of, when a change in the organizational structure is determined on one of the plurality of issuing dates, being determined and reflecting the change in the organizational structure on the subsequent issuing date. The personnel management method according to claim 14, characterized in that: 16. The method according to claim 1, wherein the step of storing the contents of the change in the organizational structure is performed only when the change in the organization on one issuing date affects the change in the organizational structure on the subsequent issuing date. The personnel management method according to claim 15, wherein 17. A personnel management method for managing, by using a computer, an organization composed of a plurality of hierarchies and a transfer of an employee assigned to these organizations. A personnel management method, comprising a step of adding a dummy organization between these organizations when there is no hierarchy continuity between the organization and another organization to be connected thereto. 18. The personnel management method according to claim 17, wherein the addition of the dummy organization is permitted only within a predetermined number of layers. 19. The method according to claim 19, further comprising the step of, when the number of layers exceeds a predetermined number of layers due to the addition of the dummy organization, changing the layer of the organization exceeding the number of layers to the lowest layer of the predetermined number of layers. The personnel management method according to claim 18, wherein: 20. A personnel management system for managing, by using a computer, an organization composed of a plurality of hierarchies and a transfer of an employee assigned to these organizations, wherein an organization structure composed of a plurality of hierarchies is stored. Along with
An organization structure data storage means for setting a predetermined organization as a reference organization; an employee data storage means for storing attributes of employees assigned to each organization; and a reference organization for the reference organization and the predetermined other hierarchy. And a reference organization group data storage unit configured to store the reference organization group in association with an employee of the reference organization, the reference organization, an organization of one or more predetermined other hierarchies, and other hierarchies. A personnel management system, wherein at least one of the employees of the organization is changed in the organizational structure based on a transfer command issued by the employee of the reference organization and stored in the organizational structure data storage means. 21. The system according to claim 20, wherein the organization of another predetermined hierarchy set as the reference organization group in said reference organization group data storage means is an organization of a lower hierarchy subordinate to said reference organization. HR management system described. 22. If the hierarchy of this organization is changed to a higher hierarchy or a lower hierarchy due to a change of one organization, the hierarchy of the lower hierarchy organization subordinate to this organization is also changed to an upper hierarchy or a lower hierarchy. 22. The personnel management system according to claim 20, further comprising a lower hierarchy changing unit. 23. A means for lowering the hierarchy of an organization of a lower hierarchy subordinate to an added organization when one organization is added, and a means for lowering the organization when one organization is deleted. The personnel management system according to any one of claims 20 to 22, further comprising at least one of means for converting a subordinate organization into a higher hierarchy. 24. First display means for displaying an organization composed of a plurality of layers in a predetermined display format, and second display means for displaying information about employees assigned to the selected predetermined organization. The personnel management system according to any one of claims 20 to 23, further comprising: 25. The personnel management according to claim 24, further comprising a step in a third display means for displaying information on employees newly assigned to one organization of the predetermined reference organization group. system. 26. A means for judging a change of an employee between different reference organization groups, and a first confirmation means for confirming that the sending process of the employee in the reference organization of the change was normally performed. A second confirming means for confirming that the accepting process of the employee in the reference organization of the transfer destination has been normally performed; and a case where both the first confirming means and the second confirming means confirm normality. 26. The apparatus according to claim 20, further comprising a transfer completion determining means for determining that the transfer is completed.
Personnel management system according to any of the above. 27. An employee assigned to a predetermined organization is stored in an employee data storage means with a duty / duration identifier for identifying whether this organization is a duty or a dual duty of this employee. Claim 20 to Claim 26
Personnel management system according to any of the above. 28. An issue date data storage means for storing a plurality of issue dates, and in the step of changing and storing the organization structure, storing the organization structure in the organization structure data storage means for each issue date. The personnel management system according to any one of claims 20 to 27. 29. When a change in the organizational structure on one of the plurality of issuance dates is determined, the change in the organizational structure is reflected in the subsequent issuance date and stored in the organizational structure data storage means. 28. The method of claim 28, wherein
Personnel management system described in. 30. A personnel management program storage medium storing a program for executing the personnel management method according to claim 1. Description: