JP2002230241A - System and method for personnel management and recording medium - Google Patents

Abstract

PROBLEM TO BE SOLVED: To make smoothly and surely collectable and distributable information on the jobs of employees and/or direct and indirect information on the jobs, and enhance the efficiency of various types of jobs in a personnel department. SOLUTION: This personnel management system is provided with a server client system having a server system formed of a personnel department server 11 and IIS servers 13A and 13B and clients 15 and 16 communicably connected to the server system through a network 12. The server system is provided with a data base DB having the information on employees stored therein, a collecting means for simultaneously collecting the information on employees through the clients 15 and 16, and an updating means for updating the stored information in the data base DB by the collected information. The collecting means is realized by the self-assessment system and department and store assessment system. A plurality of personnel jobs include the announcement of personnel changes, performance appraisal, and collation of employee file.

Description

DETAILED DESCRIPTION OF THE INVENTION

[0001]

BACKGROUND OF THE INVENTION The present invention collects and supervises various personnel information directly or indirectly related to the work of an employee on a centralized online basis, so that various tasks in the human resources department can be carried out efficiently and in total. The present invention relates to a personnel management system and a management method capable of proceeding without failing to collect information.

[0002]

2. Description of the Related Art In general, companies and organizations of a certain size or more have a personnel department specializing in various tasks related to personnel (personnel announcement, personnel evaluation, recruitment, ability development, promotion, etc.). A client-server type system has also been introduced to the business of the human resources department in accordance with the progress of information technology in recent years, and thereby, horizontal distribution and downsizing of the system have been promoted.

[0003] An example of this client-server type system is known from Japanese Patent Application Laid-Open No. 2000-285167. The technology described in this publication provides a personnel information management support system. Specifically, LAN (Locala)
l Area Network) and form of an information sharing service accompanying the spread of the Internet. When a user inherits existing groupware assets and queries a large-scale database relating to personnel information and other personal information. Provides effective authentication procedures. Thereby, even in an organization where a person having a user ID for using groupware and a person having no user ID coexist, the purpose is to use groupware smoothly.

[0004]

However, in the client-server type system described in the above-mentioned publication, although the personnel information database can be shared, an employee and a company (the personnel department) have a problem in business. It does not have the function of smoothly exchanging information or direct or indirect personal information related to business.

[0005] Such business information and personal information, in addition to the business information exchanged between the appraiser and the appraiser and the personnel department regarding personnel evaluation, are usually hard to see clearly. However, there is information that the company needs to know in order to formulate employee development plans, mobility plans, and even retiree care plans. On the other hand, there is also information that employees want to know to facilitate communication between employees.

[0006] Such "information to be grasped" includes, for example, basic information such as address change and acquisition of a house, health conditions of an employee, home environment (examination of a child, examination of a dependent such as a parent, etc.). ), The newly acquired qualifications / special skills, and the change of emergency contact information. On the other hand, the personality of the newly subordinate employee
The information of the newly appointed boss, etc. is also included in this "I want to know" information.

[0007] Regarding personnel evaluation, departments (branches,
Sales offices, factories, etc.)
It is necessary to distribute papers such as personnel charts to each department at the beginning and end of each term and collect the appraisal data in the personnel department. However, there has been an ever-increasing demand to digitize the information and manage it online, and to quickly and labor-saving the progress management of the entire appraisal work.

[0008] The present invention has been made in view of the above-described conventional situations, and provides smooth and reliable information on the work of employees and / or direct or indirect information on the work. The purpose is to be able to collect and distribute the information to various departments, and to improve the efficiency of various tasks in the Human Resources Department.

[0009]

In order to achieve the above-mentioned various objects, the personnel management system according to the present invention is, as one aspect, communicably connected to a client operated by an employee via a communication network. A server system that stores information of the employees used for human resources, a collecting unit that collects the information of the employees via the client, and a collecting unit that collects the information of the employees. And updating means for updating the information stored in the database with the information collected by (1).

[0010] In another aspect, the personnel management system of the present invention includes a server system communicably connected to a client operated by an employee via a communication network. A database storing information of the employees used together with human resources, a collecting means for collectively collecting the information of the employees via the client, and storing the database with the information collected by the collecting means. Updating means for updating information.

In the above-described configuration, for example, the collection unit is a unit that collects the information by each employee making a self-declaration via the client. In this case, as an example, the collection unit is a unit that collects information obtained by adding an interview result given to the employee by the manager designated by the human resources department to the information collected by the self-report. Further, the collection means may be a means for collecting the information collected by the self-assessment by adding information that the employee directly transmits to a human resources department.

[0012] Further, it is preferable that the collecting means is means for collecting the information by a manager of a subordinate reporting through the client.

Further, in the above-described configuration, the employee information is, for example, information including personal information that is not directly related to the employee's business.

Further, the above-mentioned plurality of types of personnel work are
As an example, there are at least two types of declaration by an employee, evaluation of an employee's personnel, inquiry of an employee file by an employee, and personnel announcement to the employee. In this case, the human resources business includes the business of the employee file inquiry,
When the file server receives a request for the employee file inquiry from the client, search means for searching the database with search conditions related to the request,
Display means for displaying the search result on the client may be provided. For example, it is preferable that the search unit is a unit that limits the contents of the inquiry according to the job authority or position of the employee who has issued the inquiry request.

[0015] The personnel operation includes the personnel evaluation operation, and the file server includes a management unit that manages, on-line, a progress of a work required for the appraiser and an appraisal imposed on the appraiser. You may comprise so that it may be provided.
In this case, preferably, the management means has a display means for displaying, online as a list, the progress of the work arranged in chronological order for each of the subject and the subject. For example, this list is a list in which the fields indicating the operations are divided into at least the beginning and end of the fiscal year and are arranged in chronological order. Also, the work
It is preferable to include an entry operation to complete the evaluation items by entry at the beginning of the period and an entry operation to enter the evaluation of the appraiser for each evaluation item at the end of the period. For example, the list is a list with a marker indicating the progress of each type of work.

Further, the personnel work includes the work of inquiring the employee file and the work of evaluating the personnel, and when the client receives the request for the inquiry of the employee file from the client, the file server searches for the request. A search means for searching the database with conditions and a display means for displaying the search results on the client are provided, and the progress of work required for the appraiser and the appraiser imposed on the appraiser are managed online. You may comprise so that the management means which performs it may be provided.

Further, the personnel management system according to the present invention comprises:
As another aspect, the server system has a server system communicably connected to a client via a communication network, the server system has a function of collectively collecting employee information from the client, and a database based on the collected information. Provide a function to update personnel information. further,
A function may be added to the server system so that the client can view the personnel information in the database as an employee file from the client.

The personnel management method according to the present invention uses a server-client type system, collects employee information from the clients all at once, and accumulates the information in the server system based on the collected information. It is characterized by updating personnel information in a certain database. In this case, it is preferable that the personnel information in the database can be browsed from the client as an employee file.

Further, a recording medium according to the present invention is provided as a computer-readable recording medium in which program data which is installed in the server system and exerts the functions of the system by a software procedure is recorded.

Further, a program according to the present invention is provided as a program which is installed in the server system and exerts functions of the system by a software procedure.

In the present invention, the information that is not directly related to the employee's job refers to information other than the direct job assigned to the employee. Here, specifically, the information collected in the personnel evaluation is treated as business information or information directly related to the business, while the information collected by filing is partially related to the personnel evaluation. Even overlapping information is treated as information that is not directly related to the work of the employee.

[0022]

DESCRIPTION OF THE PREFERRED EMBODIMENTS One embodiment of the present invention will be described below with reference to FIGS.

(System Configuration) FIG. 1 shows an overall outline of a personnel management system 10 according to this embodiment.

The personnel management system 10 includes a headquarters where a human resources department is located and departments thereof (including departments, branches, sales offices, and branch offices).
This is a client-server system built between the two companies, and employs a form in which the HR department manages the HR operations of each department collectively. In the case of manufacturers, this "department store"
Is a concept that includes factories and sales offices.

The personnel management system 10 is a server (hereinafter, referred to as “HR department server”) 11 that is under the control of the personnel department and provides a personnel department database DB, and writes data to the personnel department server 11. IIS (I) which controls reading and performs data communication in cooperation with a client described later via the Internet 12
internet Information Server
r) The servers 13A and 13B and the IIS server 13
A and 13B are connected to the Internet 12 and a plurality of clients 15 such as departments and branches other than the human resources department.
A, 15B,... (Hereinafter, represented by reference numeral 15 and referred to as “department client”), and a personnel department client 16 (1
6A, 16S). IIS server 13A, 13
Two units B are provided in parallel for distributing the load and for mutual backup.

The department client 15 and the general client 16A of the human resources department perform the Internet 12 and the IIS servers 13A and 13A in order to perform various tasks of the human resources department.
It is connected to the personnel department server 11 via 3B. As a result, individual employees can access the personnel department server 11 from all departments including the personnel department and department stores. Note that the department store client 15 and the personnel department client 16
The configuration of the communication connection based on the Internet is an example, and a dedicated communication line, a public telephone line, or a wireless communication line based on radio waves may be used instead.

In addition to the connection configuration via the Internet, the specific client 16S of the personnel department is directly connected to the personnel department server 11 via, for example, a dedicated communication line. With this dedicated line connection, the personnel department specifying client 16S can directly access the personnel department server 11 and directly refer to and update the personnel department database DB for management. This personnel department specific client 16S
It has a memory 16Sa as a recording medium in which application software for managing the database DB is installed in advance. Therefore, the human resources department specifying client 16S has functions such as instructing start / end of a predetermined task of the human resources department, totaling and retrieving evaluation (scoring) results, as described later.

The personnel department server 11 is an IIS server 13
It has a communication interface (not shown), a CPU, a storage device, and a memory (represented by reference numeral 11A as a recording medium in the figure) for providing communication with A and 13B. Various data for personnel work are written into the storage device by the CPU to construct a database DB, and the data stored in the database DB is read by the CPU. This database DB stores various master data such as an employee master (consisting of an employee basic master and an employee history master) and a salary master.

In the memory 11A, a CPU is placed in a window.
s A desired O such as NT (trademark of Microsoft Corporation)
HR application software that runs on S and J that is an application used on the client
Stores program data of AVA (trademark of Sun Microsystems, USA). The CPU
It operates based on the program data stored in the memory, performs data processing in the server 11, and executes the IIS servers 13A, 13B via the communication interface.
Exchanges data and commands with the

The IIS servers 13A and 13B store program data of application software for executing various processes related to the personnel management system 10 in internal memories 14A and 14B as recording media, respectively. Operates by starting software. Thus, a personnel department website having a top screen shown in FIG. 3 described later is constructed on the Internet. The IIS servers 13A and 13B transfer data and commands between the personnel department server 11 and the clients 15 and 16. IIS server 13A, 1
3B and the personnel department server 11 are the core of the server system according to the present invention.

In the clients 15, 16, 16A, for example, application software (for example, IE 4.0) as a browser that operates on Windows NT (trademark of Microsoft Corporation in the United States) is installed.
For this reason, the user of the client activates the browser and activates the IIS server 13 via the Internet 12.
A and 13B are communicated with each other, whereby the personnel department server 11 can be accessed.

For this reason, the data processed and generated by the clients 15 and 16 are transmitted to the IIS servers 13A and 13A in response to the confirmation by the client user and the transmission command.
It is sent to the database DB of the personnel department server 11 via 3B and written. Also, the clients 15, 16A
Is read from the database DB via the IIS servers 13A and 13B. Further, information on the command requested from the clients 15, 16A is sent to the IIS servers 13A, 13B. As a result,
As described above, the IIS servers 13A and 13B exchange data with the human resources department server 11 and execute the client 1
It performs the function of communicating with the 5,16A browser.

As described above, according to the instruction from the personnel application software installed in advance,
The personnel department server 11, the IIS servers 13A and 13B, and the clients 15 and 16 cooperate to operate online via the Internet, thereby securing various processing functions necessary for the operation of the personnel management system 10. Is done.

In the present embodiment, the memory 11A of the personnel department server 11, the memories 14A and 14B of the IIS servers 13A and 13B, and the personnel department identifying client 16
The memory 16Sa of S forms the recording medium of the present invention.

The personnel management system 1 configured as described above
0 is functionally, personnel announcement, personnel evaluation, report (self-declaration, department store report), promotion requirement presentation, salary and composition guidance,
This includes viewing payroll statements, confirming year-end adjustments, checking employee files, submitting recruitment-related documents, referencing monthly work reports, and various procedures (see FIG. 3).

As shown in FIG. 2, the functions of the personnel issue, the personnel evaluation, the declaration, and the employee file inquiry are collectively managed by sharing the data stored in the personnel department database DB. The personnel department database DB stores an employee master. The employee master is composed of an employee basic master and an employee history master both using the employee number of the employee as a key. In the employee basic master, various data of at least personnel announcement, personnel evaluation, report, and employee file inquiry at the present time are written for each employee. When this data is updated, the old data is written to the employee history master as history data.

(Overall Operation) Next, the operation of the personnel management system 10 will be described.

When the personnel web site is accessed from the client 15 of the department store, the top screen shown in FIG. 3 is displayed on the screen of the client 15. On this top screen, buttons for various tasks including personnel announcement, personnel evaluation (personnel evaluation), declaration, and employee file inquiry are displayed.
For this reason, the user can click a desired button on this screen and further proceed to a desired business site.

(A: Personnel Evaluation Work) (A1: Overall Outline of Personnel Evaluation Work Flow) First, an outline of this work flow will be described, and then details of each work step will be described.

FIG. 4 shows an outline of a work flow concerning personnel evaluation, and FIG. 5 shows a time schedule of, for example, a half year in a fiscal year corresponding to this workflow.

As shown in these figures, the work relating to the personnel evaluation is divided into three processes: the beginning of the period, the period of the period, and the end of the period. These three periods are determined by the number of days assigned to each period by the human resources department, and are flexible periods for each company. It is essential to carry out the work so that the initial period and the end period can be shortened as much as possible and the interim period can be made as long as possible. In other words, proceeding the beginning work and the end work as quickly as possible and taking a long period during the period increases the degree of dedication of the employees at the branch and the like to the work, resulting in efficient operation as a whole company.

As shown in FIGS. 4 and 5, at the beginning of the period, an initial period preparation operation (FIG. 4, step S1), an instruction of an initial input (formation of a chart) (step S2), and a chart creation (step S3) are performed. . During the period, an interim operation described later is performed when necessary (steps S4 and S4).
5). Further, at the end of the term (steps S7 and S8),
The chart scoring (step S8) and personnel evaluation (step S9) entered at the beginning of the term are performed.

As will be described in detail later, the processing relating to these operations is performed in a state where the personnel department specifying client 16S directly accesses the personnel department server 11, or when the department client 15 accesses the personnel department server 11 via the Internet. It is carried out in a state of cooperation.

(A2: Management of Logon) The department store client 15 and the human resources department client 16 execute the employees (appraisers and appraisers) as shown in FIG. 6 in parallel with the processing based on the main work flow. Manage logons. The logon is permitted by the human resources department from the human resources department specifying client 16S to the human resources department server 11.
This is a period from the simultaneous notification of the start of the input of the personnel evaluation to the simultaneous notification of the end of the input.

When the preparation at the beginning of the term is completed in each period, the personnel section causes the personnel section server 11 to accept an input via the above-mentioned notification.

Specifically, an employee (both an appraiser and an appraiser: a user) sends a request from the client 16 or 15 to the client II.
Access the personnel websites of the S servers 13A and 13B. As a result, the above-described top screen shown in FIG. 3 is displayed. When a button of “personnel evaluation” is pressed on this top screen, a personnel evaluation site shown in FIG. 16 is opened. In this personnel evaluation site, the employee causes the client to display a logon screen shown in FIG. 17 (step S21,
S22).

Next, when the employee enters an ID number (for example, an employee number) and a password on the logon screen, the authenticity is determined (step S23). In addition,
On this logon screen, you can select the processing period of the personnel evaluation, so that not only this period in progress but also
You can refer to the personnel charts of the past period.

Next, it is determined whether or not it is time for the determined employee to refer to the personnel department server 11 (step S24). This reference possible time is shown in FIG.
As shown in FIG. 14, in consideration of the security and appropriateness of the personnel evaluation, the reference time is determined according to the job (position in the organizational structure). For example, the appraiser can refer from the completion of the primary appraiser's approval to the start of the next term's initial input, and the primary appraiser is from the start of the current term's initial input to the start of the next term's initial input. It is decided.

Therefore, when it is not yet a referenceable period for the logged-on employee (step S2).
(4, NO), a message to the effect that the reference is impossible is displayed on the clients 15 and 16, and the process is terminated (step S25).

On the other hand, if it is the referenceable period (step S24, YES), recognition processing of a reference range permitted from the viewpoint of the logged-on employee is executed (step S26). This reference range forms a pair with the above-mentioned reference possible period, and the reference content is predetermined as shown in FIG. Only the circles in the figure represent contents that can be referred to. For example, in the case of the appraiser, the primary appraiser completed his / her achievement goals (ie, evaluation items) at the beginning of the term, the self-scoring completed at the end of the term, and the evaluation points for the achievement goals entered by the primary appraiser at the end of the term , And the notification screen of the final evaluation rank based on the evaluation / scoring at the end of the term. In the case of the primary appraiser, a comment or the like when each appraiser is evaluated is added as a referenceable range. In this way, the referenceable range is set wide according to the job.

Next, a work menu assigned to the logged-on employee (evaluator and evaluator) is displayed (step S27: see FIG. 18). When the employee selects a desired menu from the displayed work menu, the menu content is determined, and a progress list of the corresponding approval route is displayed (steps S28 to S3).
0). The contents and display mode of this list will be described later, but an example is shown in FIG. 19 (this list is a progress status list as the final appraiser).

Next, it is determined whether or not the logged-on employee refers to the personnel chart. The personnel chart is opened by clicking the reference button of each appraiser in the progress list. When not referring to the personnel chart,
This logon management process ends as it is (step S3).
2).

On the other hand, when the reference button is clicked, the personnel chart of the clicked subject is displayed (step S33). An example of this chart is shown in FIG. 23, for example. In displaying the personnel chart, the range that can be referred to is restricted depending on the duties of the employee who is logged on (the position in the organization). For example, if the logged-on employee is the appraiser, the appraisal of the primary appraiser and the appraiser above it, and the appraisal of the Evaluation points, comments from the final appraiser, and the like cannot be referenced (step S26, see FIG. 15).

The operation can be ended while viewing the opened personnel chart (step S34). On the other hand, at the beginning or end of the term, when it is desired to enter a goal, evaluation, or the like in the personnel chart, an input operation is required (step S35). If an input operation is required, it is determined whether or not the period during which the logged-on employee can enter a goal, an evaluation, and the like is entered. If the period is within the allowable period, entry data is accepted (steps S36 to S38).

Thereafter, if necessary, the personnel chart of another examinee can be opened again, or another work menu can be displayed.

(A3: Update of Data in Human Resources Database) The IIS servers 13A and 13B periodically execute the data update process shown in FIG. 7 every minute fixed time in parallel with the process based on the main work flow. Is repeatedly executed.

That is, the IIS servers 13A and 13B determine whether or not new write data has been transmitted from the clients 15 and 16 via the Internet 12 (step S41). When this determination is YES, the new data is written and stored in the database DB in the personnel department server 11 (step S42). Conversely, when the determination is NO, step S42 is executed.
Is skipped, and the next process is performed.

Thereafter, the IIS servers 13A and 13B determine whether or not a data read command has been transmitted from the clients 15 and 16 via the Internet 12 (step S43). When the determination is YES, the data corresponding to the command is read from the database DB in the personnel department server 11 and is read by the client 1.
It is sent back to 5 and 16 based on appropriate timing and protocol (step S44). On the other hand, when data reading is unnecessary and the determination is NO, step S44
Is skipped.

Thus, when data is input from the clients 15 and 16, the data is written to the database DB in the personnel department server 11. When an operation such as reference is instructed from the clients 15 and 16, data necessary for the instruction is read from the database DB,
It is transmitted to the clients 15 and 16.

(A4: Detailed Processing in Main Work Flow) Referring to FIGS. 4 and 5 again and referring to a new drawing as necessary, the individual processing of the main work flow whose outline has been described above will be described. This will be described in detail.

At the beginning of the fiscal year, the human resources department directly accesses the human resources department server 11 from the human resources department specifying client 16S to perform the initial preparation work (FIG. 4, step S1).

In the initial preparation work, first, a template of a chart for personnel evaluation is determined for each subject. The factors that determine this are, for example, job groups, duties, courses, grades, and the like. Because the appreciator's required abilities differ depending on factors such as whether they are in business or general affairs, what role they are in, and what the grade is even if they are in the same clerical position. That is, a chart template including evaluation items tailored to each of the evaluated persons is determined.

The evaluation items include, for example, prescribed items having predetermined contents and free items in which free contents can be set. The evaluation item may be only one of the specified item and the free item. For example, in the evaluation section of the personnel chart shown in FIGS. 23 and 24, hiragana and crosses indicate prescribed items, and alphabets indicate free items.
In the free items, the target set by the primary appraiser for the appraiser is entered by the work described later. The free item may be a specific sales target amount, for example, when the apprehended person operates a business.

The personnel department specifying client 16S displays a chart basic item table draft creation screen on which evaluation items are determined for each template.

Next, an approval route for the chart is determined for each subject. The approval route is one for each appraiser.
Next, evaluator routing to show who the secondary, final, and final appraisers are. If necessary, a special evaluator other than business performance, called an internal management evaluator, may be additionally determined.

For example, when there is an X branch having an organizational structure as shown in FIG. 8, in the first sales section, the approval route for the clerk Suzuki who is the appraiser is determined by the primary appraiser being Mori, The second evaluator will be Director Kondo, and the final evaluator will be Nomura Branch Manager. Normally, the primary appraiser is to be a manager who is a manager. For this reason, the person who has a job lower than the section manager is the appraiser, and the primary appraiser is the manager who is the boss. For this reason, the route of approval for Mr. Matsumoto, who is the lower-ranking clerk in charge of the duties, is also the primary appraiser, Mori is the first appraiser, Kondo is the second appraiser, and the final appraiser is the final appraiser. Nomura Branch Manager.

Further, the approval route when Mori himself becomes the appraiser is that the first appraiser is Kondo and the second appraiser and the last appraiser are Nomura branch manager. Furthermore, when Director Kondo becomes an appraiser, the primary appraiser, the secondary appraiser, and the final appraiser are all Nomura branch managers.

In the case of this example, an employee whose job is lower than the section manager has only the position as the appraiser, but the section manager has the position as the appraiser and the primary appraiser. The manager has the position of the appraiser, the primary appraiser, and the secondary appraiser, and the branch manager has the positions of the appraiser, the primary appraiser, the secondary appraiser, and the final appraiser.

The personnel department specifying client 16S displays an evaluation system table draft screen, through which the above-described approval route is determined for each evaluated person.

The chart basic items and the evaluation system determined in this way can be modified using an appropriate application. The corrected chart basic items and the evaluation system are stored in the personnel department server 11 through a chart basic item table draft capture screen and a rating system table draft capture screen. The table stored in the personnel department server 11 can be modified directly from the personnel department specifying client 16S through the chart basic item modification screen and the evaluation system modification screen.

When the initial preparation work is completed as described above, the human resources department specifying client 16S instructs the human resources department server 11 to start the initial input (step S2). As a result, for example, the department client 15 sends the personnel department server 1
The progress list displayed when you access 1 is
The initial state of "Created" (the first appraiser column of the initial input work that requires the first input work) and the display of "Waiting" are displayed, indicating that reference is possible from the display state indicating that reference is impossible until then. It changes all at once (however, the term end evaluation column is displayed as "cannot be handled"), and a command to start input at the beginning of the term is made on the list. It should be noted that the start of the input at the beginning of the period may be instructed at the same time in a unified company-wide manner or may be instructed for each department.

When the start of the initial period input is instructed, the appraiser accesses the personnel department server 11 from the department store client 15 and creates a medical record (that is, an initial input) for each of the appraisers in charge (step S3). ). FIG. 9 shows a specific workflow for creating this chart.

As shown in FIG. 9, when creating a medical chart, first, a free item which is a personal goal of each appraiser assigned to the primary appraiser (items in the alphabet portion in FIGS. 19 and 20).
Is written on the chart screen displayed on the department client 15 (step S3-1). The evaluation items (goals) of each subject are set by the free items and the specified items preliminarily entered in the template. In this example, a challenge degree indicating difficulty of achievement is set in the free item.

For example, in the case of the X branch shown in FIG. 8, Mori, the primary evaluator, enters the personal goals of Mr. Suzuki and Mr. Sato of the sales clerk, and Mr. Yamada and Mr. Matsumoto of the clerk.

First, it is determined on the chart screen displayed on the department client 15 whether each apprehended person approves or rejects the individual target (step S3-2).
When the appraiser approves the personal goal created by the primary appraiser, for example, an approve button on the chart screen may be clicked. The data of the approved chart is stored in the personnel department server 11 again. Conversely, if you deny,
Click the Deny button on the chart screen. The rejected chart data is stored in the personnel department server 11 again. If denied, the primary appraiser will recreate the chart again. This work loop is repeated until approved.

The medical chart approved by the appraiser is then subjected to a work as to whether or not to be approved by the secondary appraiser (step S3-3). When the secondary appraiser accesses the human resources department server 11 from the department client 15 and selects the work as the secondary appraiser from the work menu, the second appraiser becomes 2
The chart of the appraiser who must perform the next appraisal is displayed. In this chart, the primary appraiser has already described the individual goals of each appraiser, which has been approved by the appraiser. Therefore, the secondary appraiser performs an operation on the screen as to whether or not to approve it.

When the secondary appraiser is dissatisfied with the personal goal given to the appraiser, the reject button on the screen is operated. When rejected in this way, the appraisal database DB stores and displays a message indicating rejection in the medical record of the apprehended person, and the display of the progress status list does not progress. For this reason, the primary appraiser re-lists the personal goals of the appraisers again and, as described above, submits the procedure to the approval of the appraisers and the secondary appraisers.

On the other hand, when there is no objection to the personal goal approved by the appraiser, the secondary appraiser clicks the approval button on the screen. The medical chart approved by the secondary appraiser in this manner is then subjected to a work as to whether or not to be approved by the final appraiser (step S3-4).

The final appraiser accesses the human resources department server 11 from the department store client 15 and selects the work as the final appraiser from the work menu, and the chart of the appraiser who is required to make the final appraisal is displayed. Is done. The charter has already described the individual goals of each appraiser by the primary appraiser, which has been approved by the appraiser and the secondary appraiser. Then, the final appraiser performs an operation on the screen as to whether or not to approve it. If denied by the final appraiser, the chart is returned to the secondary appraiser through the personnel department server 11, and the secondary appraiser returns it to the primary appraiser. Thereby, the entry of the target is performed again, and the above-described approval operation is repeated. Conversely, if the final appraiser approves, the chart of the apprehended person is displayed with the approval of the final appraiser and stored in the database DB.

The progress of the chart creation at the beginning of the period is displayed as a progress list. Figures 21 and 2
FIG. 4 shows an example of this.

FIG. 21 shows the progress list displayed on the department client 15 of the manager of the Nomura branch manager who accessed as the final appraiser immediately after the initial period input instruction was issued and before the chart was created. Show. Since Nomura is the final appraiser of all the staff members belonging to this branch, he is allowed to see the progress list of the personnel appraisal of all the staff of the branch.

According to the progress list shown in FIG. 21, no one has created a medical record yet, although an instruction to input an initial period has been issued. However, in the column of the primary appraiser who is responsible for filling out the goals of each appraiser, there is a diagonal single-line circle indicating "under construction" (meaning that the appraisal is in progress or a request is made). Is displayed. This indicates that the primary appraiser must enter the appraiser's goals,
It is the content that urges the next appraiser to do the work. In the column of initial approval for each of the apprehended persons, the white circle indicating the "waiting" state is displayed for each of the second, last, and last items. Also,
Since the column for the year-end evaluation is not to be filled in at this stage, a crossed circle indicating "cannot be handled" is displayed.

In this state, for example, it is assumed that the manager of the first section of the sales department has entered the target of the appraisal person in charge by the first input described above. Looking at this state from the list of progress as the final appraiser by the Nomura branch manager, FIG.
As shown in the figure, the first item in the initial approval column of Mr. Kimura, Katori, Inagaki, and Mr. Kusanagi is filled with black circles (“Complete”), which means completion of the description, and the next item of “Cover” is The display automatically changes to "Creating". This allows
Mr. Kimura, Mr. Katori, Mr. Inagaki, and Mr. Kusanagi know that their boss, Mr. Nakai, is in the working order to approve or not the goal entered.

In contrast, Director Kondo, the primary appraiser of Section Manager Nakai and Section Manager Jojima, has not yet entered the target of the appraiser, and Nomura Branch Manager, the primary appraiser of Director Kondo, similarly. Since the manager has not filled in his goals, and since Chief Jojima has yet to fill out his subordinates' goals, the progress of the sections other than the four administrative staff mentioned above is from the beginning of the term (Figure 21). Has not changed.

From this state, while completing the goal entry of Mr. Yamaguchi, Mr. Nagase, Mr. Kokubu, and Mr. Muraoka, whose subordinates are Jojima's subordinates, Mr. Kimura, Katori, Inagaki, and Kusanagi who are the subordinates of Nakai's subordinate are completed. When the boss has completed the approval of the goal, the progress list as the final appraiser as seen from the Nomura manager changes as shown in FIG.

Further, as approval work progresses with the secondary appraiser and the final appraiser, the number of black circles indicating work completion in the horizontal axis direction in which time-series work names are arranged increases. FIG.
The following is a list of the progress status as viewed from the final appraiser when all the work of initial entry at the branch is completed.

Thus, it is possible to determine at a glance to which stage the chart creation work at the beginning of the period has progressed. This progress list can be viewed not only by the final appraiser but also by the personnel department client 16.

Although the display body indicating the progress status in the above-mentioned progress status list is a circle, it may have various forms of symbols such as a triangle, a square, and a star. Further, it may be represented in the form of a bar graph extending horizontally every time a goal is entered or approved. Further, as described above, the mode indicating the progress status attached to the display body is not limited to the outline, the diagonal line, and the fill, but may be represented by a color. For example,
The gray indicates a “waiting” state, the blue indicates “under construction”, the yellow indicates “completed”, and the red indicates “unhandled”.

After the initial appraiser has made an initial input (target setting), the appraiser opens his / her personnel chart so that, for example, as shown in FIG. The secondary and final appraisers, that is, the approval route, can be confirmed.

Returning to FIGS. 4 and 5, when the creation of the medical chart is completed, the personnel evaluation system enters a working state during the period. That is, it stands by while determining whether or not the interim work is necessary (steps S4 to S7). Then, when the human resources department specifying client 16S instructs the necessity of some interim work in a mode to be described later, processing for the interim work is started (steps S4 and S5).

As shown in FIG. 10, this interim work is firstly subjected to a judgment as to whether there is a change during the period and to a process of the change during the period (steps S5-1 and S5-2).

If there is a change during the period, the chart is scored at the front store and the chart is created at the new store. In the former “scoring of medical records at the front store”, the start of the medical record evaluation of the front store is individually instructed from the personnel department specifying client 16S to the personnel department server 11. In response, the appraiser self-scores and approves the medical record at the front shop through the department client 15, and then applies the chart to the secondary appraiser (addition / subtraction method). Also, the latter, “Creating charts in new department stores,” includes new job groups, duties, courses,
The grade is set, and the chart template at the new department store is determined accordingly. Further, a new approval route in the new department store is determined. At this time, similar to the above-mentioned initial preparation,
The evaluation items and evaluation system (approval route) in the medical chart can be modified as needed.

The chart evaluation item and the evaluation plan table determined in this way are taken into the personnel department server 11 from the personnel department specifying client 16S. Note that the personnel department specifying client 16S may be directly connected to the personnel department server 11 to call the transfer data creation screen during the period, and the data may be created directly on this screen.

Next, the start of chart creation is individually instructed from the personnel department specifying client 16S to the personnel department server 11 in the same manner as described above. As a result, the primary appraiser who has accessed the human resources department server 11 via the department client 15 writes the individual goal of the appraiser who has changed during the period in the chart. This personal goal is processed through the approval of the appraiser, the approval of the secondary appraiser, and the approval of the final appraiser, and through the same steps as in the creation of the chart at the beginning of the period described above.

In the interim work, as shown in FIG. 10, it is determined whether or not there is a change in the attainment target during the interim period, and the process is performed (steps S5-3, S4). When the target is changed during the period, the primary evaluator browses the personnel department server 11 from the department client 15 and writes the new target in the “additional item during period” in the chart and processes it.

During this period, the examinee can check his / her goal at any time by opening his / her personnel chart, as shown in FIG. 25, for example.

As described above, when the end of the period determined by the human resources department arrives while waiting for the mid-term work that occurs quite frequently while processing, the personnel scoring work is performed from the human resources department specifying client 16S to the human resources department server 11. A command is issued (FIG. 4, steps S6, S7). This command may be a command to start the scoring work at the same time for the entire company, or may be a command for each department.

Immediately after this instruction, when viewing the progress status list from the department client 15 as the final appraiser, as shown in FIG. The diagonal circle representing “under construction” and the remaining primary, secondary, and final items are all changed to “waiting” white circles.

When the medical chart scoring at the end of the term starts (step S8 in FIG. 4), the appraiser and the appraiser access the personnel department server 11 from the department client 15 and perform the scoring work sequentially.

Specifically, the appraiser self-scores a goal set at the beginning or during the term (FIG. 11, step S8-1). FIG. 26 shows an example of the screen at this time.

Next, the primary evaluator scores this score further (step S8-2). Figure 2 shows a screen example at this time.
It is shown in FIG. In the case of the evaluation according to this screen example, the evaluation score of the primary appraiser has priority over the evaluation of the individual.

The medical chart of the appraiser approved by the scoring is then assigned to the scoring of the secondary appraiser, and adjustment is made by adding or subtracting from the primary scoring (step S8-3). FIG. 28 shows a screen example at this time. The medical record of the appraiser that has been scored and approved by the secondary appraiser is further subjected to approval by the final appraiser (step S8-4).

On the other hand, the medical record of the appraiser rejected by the secondary appraiser is sent back to the primary appraiser, and again
Re-scoring from the next appraiser is performed.

The final appraiser determines whether or not to approve the medical record of the appraiser that has been scored and approved by the secondary appraiser, and if so, sends the medical record to the human resources department (step S8-4). ). Conversely, in the case of denial, the medical record of the apprehended person is subjected to processing of return to the secondary appraiser, and re-scoring is performed from the secondary appraiser.

Further, when there is an internal management evaluator separate from the primary to final appraisers, the internal management evaluator accessed from the department client 15 internally calculates the score of the appraisal charter approved by the final appraiser. From the manager scoring screen, scoring is performed by, for example, the deduction method and approval is given.

Since the work of scoring the chart is a work of a plurality of stages from the appraiser to the final appraiser or the internal management appraiser, it does not end in an instant, but usually requires a certain amount of time. For this reason, the progress of the evaluation work at the end of the term is one of the most worrisome items, especially for the HR department having the final deadline, such as reflecting personnel evaluation data in salary increases and bonuses. In the present embodiment, a mechanism is provided that can manage the degree of progress of the chart scoring work at the end of the term in consideration of such concerns.

This is illustrated in FIGS. As shown in FIG. 29 (screen as viewed as the final appraiser), the progress status at the start of the chart scoring operation is the same as that at the beginning of the term entry (creation of chart), as shown in FIG. To indicate a self-evaluation, and the remaining items indicate a "waiting" state.

[0108] From this state, as an example, it is assumed that all the groups of the Nakai section manager have completed their self-evaluation. In this state,
When accessing the personnel department server 11 from the personnel department client 16 and browsing the progress, as shown in FIG. 30, the section of “covered” of the section manager Nakai, Kimura, Katori, Inagaki, and Kusanagi is “completed”. Changes to a black circle, and the next “primary” item changes from “waiting” to “under construction”.
The columns for the other people remain the same. In other words, this indicates that Nakai's group is one step ahead of the term-end evaluation work.

[0109] Further, it is assumed that the group of Director Kondo and Section Chief Jojima also finished the self-rating, and that Section Manager Nakai scored and approved his / her section as a primary appraiser. When the progress at this time is viewed by the human resources department, it is displayed as a list having the progress shown in FIG.

[0110] Similarly, the progress list up to the evaluation work by the personnel department described later is shown in this list. In other words, since the work status of the items of the period-end evaluation work up to the chart scoring and the subsequent evaluation by the Human Resources Department are arranged in chronological order, the degree of the period-end evaluation work of a department store has progressed and the degree of progress Or, it can be grasped immediately and intuitively. Therefore, the HR department can consistently manage the progress of the medical chart scoring and subsequent evaluation by the HR department for the manager of the department store and the staff of the HR department.

Regarding the progress management, the same list is displayed by the final appraiser as in the above-described initial input, and the progress of the period-end evaluation work in the department store can be managed. In addition, the human resources department displays a list in which the names of the departments are arranged vertically and the data representative of the progress of each department is arranged in the horizontal direction, thereby observing the progress comparison between the departments. You may do so.

[0112] After the end of the medical chart scoring at the end of the term,
Shift to the evaluation work by the HR department (FIG. 4, step S
9). As a specific example of this evaluation work, FIG.
Is performed as shown in FIG.

In the human resources department, first, the abilities, duties, and score ranges of bonus ranks are set in the rank reference table, and these are registered in the human resources department server 11 (FIG. 12, step S).
9-1). Next, the “Primary point +
"Secondary addition and subtraction" is copied as the initial value, and the evaluation as the personnel department is entered from the personnel department client 16 in the personnel grade column of the personnel chart of each appraisal (step S9-2).

Next, the rank is calculated from the score of the personnel chart on the evaluation rank taking-in screen via the personnel department specifying client 16S (step S9-3). Next, similarly, the chart evaluation points and the ranks are confirmed on the evaluation rank input screen (step S9-4). Thereafter, the personnel department specifying client 16S instructs the database DB of the personnel department server 11 to start a pre-adjustment evaluation report to the final appraiser (see step S9-5 and FIG. 14).

When this is completed, the personnel department adjusts the difference between the department store evaluation with respect to the personnel chart and the personnel department evaluation with the final appraiser of each department store (step S9-).
6). To do this, the final appraiser of each department refers to the pre-adjustment appraisal notice.

FIG. 32 shows a screen example of the pre-adjustment evaluation notice. As shown in this example, on the notification screen, the appraisers of the department under the jurisdiction of the final appraiser are written in the vertical direction, and in the horizontal direction, the appraisal results for reference are displayed for each appraiser, The evaluation plan by the department store and the evaluation plan by the human resources department of this term are described respectively. The final appraiser and the HR department discuss the situation on the common screen, for example, by telephone, and make adjustments in consideration of various factors so as to be evaluated as fairly as possible.

When the adjustment is completed, the human resources department instructs the end of the pre-adjustment evaluation notice from the human resources department specifying client 16S (see step S9-7 and FIG. 14).

Next, the personnel department displays the evaluation rank input screen on the personnel department specifying client 16S, and forcibly corrects the personnel evaluation rank in order to cope with a case where there are a plurality of personnel charts due to personnel changes during the period. (Step S9-8).

Next, the human resources department specifying client 16S instructs the final appraiser of each department to start the final appraisal notice (see step S9-9 and FIG. 14). The user is instructed to start the final evaluation notice (step S9-10 and FIG. 14). As a result, the appraiser and the appraiser can use their own client 15,1.
By referring to the final evaluation rank from No. 6, the final evaluation result can be known.

FIG. 33 shows an example of a screen for notifying the appraiser of the final appraisal result.

After a certain period of time has passed since this notification, the human resources department sends the human resources department server 1 to the human resources department specifying client 16S.
1 instructs the end of the final evaluation notice (step S9-1)
1 and FIG. 14).

Thereafter, the personnel department enters the evaluation rank of the employee who is not the subject of the personnel chart on the non-system rank input screen displayed on the personnel department specifying client 16S (step S9-12).

When this entry is completed, writing is prohibited in the personnel scoring section of the personnel chart by setting a flag (step S9).
-13) In order to reflect the final appraisal rank in the personnel department database (not shown), the appraisal data of the personnel department server 11 is taken into the personnel department database, and the term-end evaluation is finished (step S9-14).

As described above, according to the personnel evaluation system of this embodiment, remarkable improvements can be achieved in terms of progress management, speeding up, and labor saving of the entire evaluation work.

More specifically, the personnel department can centrally manage the personnel appraisal work of each department store online, and also, by browsing the progress status list, list the progress status of the appraisal work at the beginning and end of each department store in a list. Can be confirmed at a glance. For this reason, if there is a department whose work is delayed, progress can be managed reliably, for example, a request for work promotion can be made immediately.

Also, the appraiser and the appraiser in each department store can check the progress status list to determine who is doing what work or what work he or she has to do. It can be grasped reliably and overall work is promoted.

Further, since the online communication is performed, even when the head office and the branch office are separated from each other, there is no need to send the chart sheets as in the related art. Therefore, you can save time and effort in sending,
Significant labor saving is achieved.

Further, even if a transfer or the like occurs during the period, the personnel evaluation system can deal with the change, so that the efficiency can be improved by centralizing the work.

Further, in this personnel evaluation system, since a plurality of managers are systematized as an evaluator and many opinions of each evaluator are reflected, and a function of coordinating with the human resources department is provided, the personnel evaluation system is specified. Care is taken not to bias the opinion of the boss. As a result, it is possible to expect fair evaluation of personnel as much as possible.

Further, in addition to the security management using the ID number and the password, the period during which the appraiser and the appraiser can access and refer to the personnel department server and the reference range thereof are managed in accordance with the authority of duties. ing. Therefore, it can be expected that necessary information is transmitted only to those who need it, and that a proper and fair personnel evaluation result is obtained.

Note that the present invention is not limited to the configuration described in the above embodiment, but can take various forms within the scope of the claims.

For example, according to the first modification, not only the progress of the evaluation work but also various information related to the evaluation is displayed in the progress list. FIG.
The example of 4 shows a screen example by the final appraiser. As shown in the figure, in the term-end evaluation column for the appraisers who are functionally lower than the appraiser who has logged on, the appraisal rank lower in the previous term or the appraiser lower than yourself in the current term is displayed together with the display body indicating the progress. The points scored are shown (in the figure, the points marked in this term are indicated by triangles). The evaluation rank and the score may be displayed, for example, by changing the display color. As a result, the evaluator can perform the evaluation / scoring work while referring to the ranks and scores displayed in this auxiliary manner.

According to the second modification, in the display screen of FIG. 32 in which the personnel department and the final appraiser make adjustments, different colors are assigned to columns in which the evaluation result by each department and the evaluation result by the personnel department are different. A configuration is provided for displaying. For example, in the example of FIG. 35, the hatched portion indicates this. Therefore, the staff of the human resources department and the final appraiser can easily visually search for a place where both evaluations are different from the entire list, and the efficiency of the adjustment work can be improved.

Further, according to the third modification, as shown in FIG. 36, the evaluation rank of ability, achievement, and bonus is plotted on the horizontal axis, and the appraiser is plotted on the vertical axis, as shown in FIG. The analysis data such as the rank distribution of the number of persons may be provided to the evaluator such as the final evaluator and / or the personnel department. As a result, it is possible to check the bias or the like of the evaluation result for each department store, use it for adjustment between the final appraiser and the human resources department, and reflect this check result in the next evaluation.

In the above-described embodiment, the initial appraisal work is performed in such a sequence that the primary appraiser fills out the target in the personnel chart of the appraiser managed by the appraiser and the approver approves the entry. Although the approval route is used (for example, see FIG. 5), the present invention is not necessarily limited to this.
Of course, each of the appraisers may enter their own goals, and the chart may be created by the reverse route of approval by the primary appraiser of the section or department to which they belong.

Also, in the above-described embodiment, when creating a chart at the beginning of the term, an example is shown in which the goal creator (for example, the primary appraiser) uses a template having prescribed items and free items. That is, the charter may be created in such a manner that the entrant sets the target arbitrarily.

Further, in the personnel evaluation system according to the above-described embodiment, the accounting period is set at the beginning of the period determined by the personnel department.
The system that performs the necessary work at each period is illustrated as an example during the period and at the end of the period.For example, consider the case where the employment period does not always match the accounting period or there are appraisers who work by contract. The timing of chart creation and evaluation may be set arbitrarily. For example, the chart creation period may be set across accounting periods. Further, for a short-term contract employee who works only part of one accounting period, an arbitrary time in the accounting period may be flexibly set for chart creation or evaluation.

In addition, the above-described method of managing the progress, particularly the method of combining the online communication and the progress list, can be easily carried out for work other than personnel evaluation, especially work for which a deadline is set and evaluation is involved. can do.

(B: Declaration Work) Next, the declaration work will be described with reference to FIGS.

For this report, a department (company-related) report and a self-report are prepared. The department store declaration is a business in which the HR department periodically collects strategic information on department stores from department managers (branch managers, sales office managers, etc.) and transfers the collected results to personnel transfers, recruitment, and other department store operations. It is intended to be reflected in.

On the other hand, self-reporting means that personal information that is not directly related to (indirectly related to) the work of an employee is declared (willed) by a questionnaire method (including partly free description). The purpose is to reflect the results of this collection in personnel changes and in the development plan.
This self-assessment allows you to gather extremely detailed information about the employee's commuting and living environment, as well as information that should be applied by the person, such as emergency contact information, but which is often forgotten. Can also be collectively collected from all employees on a regular or irregular basis.

[0142] This self-assessment includes a column for the employee to fill in,
An interviewer (not necessarily your boss) interviewed directly by the HR department or designated by the HR department will interview the employee, and there will be a column for filling out the results and a column for the department manager to press the approval stamp . The types of columns displayed at the time of entry and the contents of questions in each column are changed as appropriate according to the job authority, job title, qualification / grade, age, and the like.

The work of self-assessment and self-assessment of these departments
The human resources department server 11 and the IIS servers 13A, 13A, 13A, 13A, 13B, 13C, and 13D are performed at a predetermined time of the year (for example, September) over a predetermined period (a period of 4 or 5 days is set for each work process).
B.

When the human resources department determines that it is necessary,
Even at times other than the prescribed time, if necessary,
Department reporting and / or self-reporting can be done.

FIG. 37 shows the servers 11, 13A.
(13B) and an outline of a declaration operation performed between the client 15 (16).

Employees (including department managers) are clients 16
Alternatively, from 15, the user can press the "Declaration" button on the above-described top screen shown in FIG. 3 to open the declaration site screen shown in FIG. At this reporting site, the employee displays a logon screen shown in FIG. 39 on the client, and can log on in the same manner as in the personnel evaluation. Here, if the declaration period set by the Human Resources Department has passed,
The server 11, 13A (13B) displays a message to the effect that the client 15 cannot log on and that it is not the reporting period.
(16) is performed.

The employee who has logged on from the client 15 (16) performs the declaration work according to the flow schematically shown in FIG. In other words, there is a personal input on the report screen (entry by the employee himself for self-declaration or entry by the department manager for department report) (steps S51, S52). In the figure, “transmission” means that the declaration data is transmitted to the personnel department server 11 and stored in the database DB.

(B1: Report of department store) In the case of report of department store, the work is completed by this person's input. An example of a department store declaration screen is shown in FIGS. This declaration is made up of a group of items for which the content of the question is determined in advance and items that are freely described. The contents of the declaration are
For example,

[Outside 1] And so on.

(B2: Self-report) In the case of self-report,
In addition to the personal input described above, the operations and processes of the second and third bullets continue as follows.

That is, when the personal input is completed, an interviewer input is performed under the schedule management of the human resources department (steps S53 and S53).
54). This input is premised on a face-to-face interview between an employee and a manager (interviewer: may or may not be a boss) designated by the human resources department or department manager. The interviewer inputs the impressions and impressions received in the interview in a questionnaire format (partially including free entry).

Next, the contents of the report entered by the employee and the contents entered by the interviewer are subjected to the approval work of the department manager (steps S55 and S56) and stored in the database DB.

FIGS. 42 to 47 show examples of the contents of the self-report. The contents of the declaration shown in these figures are viewed from, for example, the human resources department, which has the authority to browse all the contents.

Specific examples of the self-report include: personal information (personal information: employee number, name, current address, age, current address, telephone number, work branch, affiliation section, joining date,
Assignment date, emergency contact phone number, mobile phone number, foreign worker qualification, new name when changing, new address, new phone number / family status: family / parents / brothers / other dependents of the person /
Assigned home status: Assigned type (whether family is the same?)
Other / Current commuting route) ・ Complete reporter (Health status (person / family / parents) and other special matters concerning transfer / Car license / PC operation / Promotion requirements / Qualification and correspondence education / Language / Preferred work area) / About voluntary retirement / Free description, ・ Direct mail to the Human Resources Department (describe the content you want to convey directly to the Human Resources Department. Interviewers and department managers cannot be referenced) ・ Interviewer entries (Entry fields that cannot be referenced by interviewed employees) …… Regarding the appropriateness of the current duties / Applicable person image observed from daily workplace attitude (personality, way of thinking / viewing things, behavior style, interpersonal attitude) / Characteristics of the person (free description) /
Job groups and duties (free description) / personal circumstances that need to be considered for work or transfer (free description) that are expected to exert their abilities in the future) ・ Entry by department manager (free description / acceptance date / seal) ) Is entered.

FIG. 48 shows a list using the above-described method of managing the progress of personnel evaluation, which is performed for the self-report. This list is viewed from the Human Resources Department, and it can manage the progress of inputting personal information for self-reporting, filling in interviewers, and approving the department manager.

As described above, the department store declaration allows the department managers to efficiently collect ideas about the personnel strategy and the like that the department manager usually holds in a fixed period of time. As a result, communication between the head office and department store managers is facilitated, and effective use of force is achieved. In addition, personnel information transfer, recruitment, department store support, and the like can be efficiently advanced based on the report information.

More specifically, the department store declaration allows the department manager to declare the strength of the department store to be strengthened and the like, so that effective personnel changes can be made for medium- to long-term department store management. In addition, since subordinates who want to be relocated and subordinates who do not want to be relocated are also declared, it is possible to perform personnel transfers that match the situation at the site.

[0157] Furthermore, since a resignation candidate (within one year) is declared by the department store declaration, personnel changes for recruitment and recruitment of new graduates can be planned according to the current situation.

Further, it is possible to make an employee over 45 years old enter his / her desire for the final work location / duty, and perform personnel changes in consideration of retirement.

[0159] On the other hand, the self-declaration described above reflects changes in the living environment and circumstances of the employees, which are not directly related to the work of the employees, but are important for the company, and furthermore, the ideas that they usually hold. It can be collected in a timely and efficient manner during a certain period of time. Although the information of these employees is generally liable to be leaked, this reporting system greatly reduces the omission or collection of information.

By utilizing the collected declaration data for personnel changes and recruitment plans, such personnel changes, transfer,
Efficient recruitment, employee training, and development plans

Representative examples of such advantages are as follows.

According to the first example, it is possible to declare a family other than tax dependents, and to declare the health status and problems of the family.
For this reason, at the time of a personnel relocation operation, the family situation of the personnel relocation target (for example, a spouse is taking care of the family) accompanying the relocation can be reliably confirmed. Therefore, it is possible to avoid a personnel change involving an unreasonable relocation.

According to the second example, this self-report has an entry column such as a direct flight to the human resources department (items that the boss cannot view). With this direct flight, it is possible to confirm whether the boss and his subordinates have sufficiently discussed the personnel evaluation. This provides information that the HR department can guide its boss. In addition, the personnel department can easily grasp, for example, difficult situations or mental problems where employees are located, and can take necessary countermeasures.

Further, as a third example, the newly appointed person can easily retrieve the information declared in the past in an organized form, so that the new person can smoothly take over with the predecessor.

Furthermore, of the self-report data, allowable data can be reflected in an employee file described later. As a result, communication between employees and communication between the personnel department and the employees are facilitated through the employee file inquiry described later.

(C: Employee File Inquiry) Next, an employee file inquiry will be described with reference to FIGS.

This employee file inquiry is characterized in that information (including personal information) of employees owned by the company is disclosed to other employees, supervisors, etc. as much as possible. The range of reference, update, and application of the information of the employee file is restricted according to the password, the job authority, the position, and the like. Each employee can apply for a change in the item if the item is changed. This change is made through the employee file inquiry or through the self-reporting process described above for certain items that are set to be renewable, and for other items that require approval, through the self-reporting process described above and approval by the approver. It is made through.

FIG. 49 shows that the client 15 (16) sends the I
FIG. 50 shows an outline of an employee file inquiry performed to the IS server 13A (13B).
3B) shows an outline of an approval route when changing the contents of the employee file performed between the client 3 (16) and the client 15 (16).

[0169] Employees from clients 15 or 16
On the top screen shown in Fig. 3,
By pressing the button, the screen of the employee file inquiry site shown in FIG. 51 can be opened. At this inquiry site, the employee causes the client to display the logon screen shown in FIG. 52, and logs on in the same manner as in the personnel evaluation.

The employee who has logged on from the client 15 (16) performs an inquiry operation according to the flow schematically shown in FIG. Specifically, upon logging on, the IIS server 1
3A (13B) determines the job authority or position of the logged-on employee, and determines the reference, update, and application permission ranges (steps S61 and S62).

Next, the logged-on employee enters search conditions, for example, by district, branch, employee number, name, etc. (step S63). Note that this search condition can be determined in advance by default setting. For example,
When the branch manager logs on, it may be determined from the employee number that the branch manager is a branch manager, and all subordinates of the branch may be included in the search target. In response to the input of the search condition, the IIS server 13A (13B) performs a search and displays the search result (steps S64 and S65). FIG.
FIG. 3 shows an example of this display.

Next, the IIS server 13A (13B) determines whether or not there is a reference instruction of a specific employee on the display screen, and if YES, displays the file of the referenced employee (step S66). , S67). On this display screen, as shown in FIGS. 54 and 55, for example, basic information with a face photograph includes “concurrently”, “address”, “family”, “education”,
These are displayed together with buttons for “qualification”, “training”, “prize and punishment”, “affiliation history”, “section history”, “other history”, “appeal”, and “other”.

The face photograph has been approved by the General Affairs Department, and the basic information (name, gender, date of birth, age, information on joining a company, etc.) has been approved by the Human Resources Department. In addition, the information belonging to the items of the other buttons except the button of “appeal” has been approved by the human resources department.

The column that can be opened by the button of “appeal” is provided as a simplified homepage where the person can appeal his / her special skills, hobbies, assertions, etc. to other employees. For this reason, the information described in this "appeal" is left to the individual's update.

When a desired item button is clicked on this screen, an employee file corresponding to the clicked item is displayed (steps S68 and S69). FIG.
Indicates a display state when the “concurrently” button is clicked, and past concurrently-executed information of the referenced employee is listed. FIG. 55 shows a display state when the “affiliation history” button is clicked, in which history information such as a branch name to which the referenced employee previously belonged is listed.

When it is necessary to change the personal information of the employee who is queried / provided, the change processing is usually performed together with the above-mentioned declaration. FIG. 50 shows an outline of the flow of this change processing, and the client 1
5 (16) and the IIS server 13A (13B). As described above, items that can be updated can be updated directly from the employee file inquiry screen.

When the employee enters a change (item) from the client 5 and sends it to the IIS server 13A (13B) (steps S71, S72), the IIS server 13A
In (13B), the change process is performed according to the following flow. That is,
It is determined whether or not the changed portion requires approval (step S73). If NO (no approval is required), the employee master of the database DB is updated with the entry information, and a notification of the update is sent to the client 5 of the employee. (Step S74,
S75).

On the other hand, if the determination in step S73 is YES (approval required), the entry information is transmitted to the client of the human resources department or general affairs department (step S76). Then, it is determined whether or not it has been approved by the client of the human resources department or the general affairs department (step S77). If the determination is YES (approval), the employee master is updated with the entered information, and a notification of the update is sent to the client 5 (steps S78 and S78).
79).

On the other hand, if NO (disapproval), a notification to that effect (disapproval) is sent to the employee client 5 (step S80).

As described above, since the change process is always performed at the time of the declaration, the forgetting of the change is minimized and the update of the employee file is ensured.

According to this employee file inquiry, for example, the superior can always view the affiliation history, section history, and qualification acquisition status of his / her subordinates. Guidance can be given accurately. In addition, for example, the supervisor can browse the status of qualification acquisition and class enrollment of his subordinates, so that information of a person who wants to be promoted and recommended can be reliably obtained.

Further, by querying the employee file online, communication between employees,
It is very effective for confirming the application information for the principal and providing information to the managers.

(D: Personnel Issue) The personnel issue system is as follows.
A personnel announcement is provided to the clients 15 and 16 online.

[0184] The employee receives a request from the client 15 or 16
When the button of "personnel announcement" is pressed on the above-described top screen shown in FIG. 3, a list of personnel announcements shown in FIG. 56 can be displayed as an example. By clicking, for example, an issue number in this list, the contents can be viewed. Note that the contents that can be browsed may be restricted according to the job authority and the position of the logged-in employee.

By creating personnel announcement data using this personnel announcement system, it is possible to use the same entry / exit tables, decision documents, approval documents, data for updating the personnel department database, HTML data for publishing personnel announcements on the website, and the like. Can be created from data. That is, the issuing data is created in advance, and the content check, the issuing date, and the updating of various data are collectively performed, and the consistency of all the data is obtained. For this reason, it is possible to excellently integrate data, greatly reduce errors in creating update data in the human resources department database, and reduce the data verification work.

As described above, according to the personnel management system according to the present embodiment, a self-report or a department store report does not directly relate to the daily work of employees, and is difficult to see between superiors / subordinates. Based on the intentions of the employees, information or changes in relations, relationships between employees, opinions and opinions of employees about the company, living environments where individuals are located, situations related to personal self-development, etc. This information is made into a database, and information on the allowable range is made available to employees as an employee file using the common database. Also, personnel evaluation and personnel announcement data (employee master) are managed using a common database. Therefore, when there is a promotion or transfer, the updated data is immediately reflected in the employee master of the database. As described above, since a plurality of operations in the human resources department share a common database and are centrally managed, the efficiency and speed of operations of the entire human resources department can be improved.

In the personnel management system according to the above-described embodiment, in some cases, only a self-report or a department store report may be performed alone.

In the personnel management system according to the above-described embodiment, only the declaration work and the inquiry of employee files may be performed by using a common database. In addition, such a personnel management system may be implemented by combining a reporting business with one or two of a personnel evaluation, an employee file inquiry, and a personnel announcement.

[0189]

As described above, according to the present invention,
The server system consists of a database that stores employee information used for human resources operations, a collection unit that collects employee information via clients at the same time, and information stored in the database based on the information collected by this collection unit. The main part is to provide an updating means for updating the employee's business information or direct information related to the business (such as information on personnel evaluation) and / or indirectly related to the employee's business. Information, such as personal information, can be collected and distributed smoothly and reliably, and the efficiency of various operations in the Human Resources Department can be improved. Therefore, personnel changes, recruitment plans, capacity development plans, etc. It is possible to proceed effectively.

[Brief description of the drawings]

FIG. 1 is a block diagram showing an outline of a configuration of a personnel management system according to an embodiment of the present invention.

FIG. 2 is a functional block diagram illustrating some functions of a personnel management system.

FIG. 3 is a diagram showing a top screen of a personnel department website established by the personnel management system.

FIG. 4 is a diagram showing a main work flow executed in personnel evaluation.

FIG. 5 is a chart for explaining work schedules by an appraiser, an appraiser, and a human resources department at the beginning, during, and at the end of a term.

FIG. 6 is a flowchart showing a schematic process of logon management.

FIG. 7 is a schematic flowchart for explaining data writing / reading with respect to a personnel department server.

FIG. 8 is a diagram exemplifying an organizational structure of duties of a branch;

FIG. 9 is a schematic flowchart illustrating the flow of approval / denial at the time of initial input (record creation).

FIG. 10 is a schematic flowchart illustrating a processing procedure of an interim work.

FIG. 11 is a schematic flowchart illustrating the flow of approval / denial with the end-of-term evaluation.

FIG. 12 is a flowchart showing an outline of evaluation by a personnel department.

FIG. 13 is a chart illustrating a referable period of a personnel chart.

FIG. 14 is a chart illustrating a notification period by the personnel department.

FIG. 15 is a diagram illustrating a reference range of a personnel chart.

FIG. 16 is a screen view showing a personnel evaluation site.

FIG. 17 is a diagram illustrating a logon screen.

FIG. 18 is a view for explaining a work menu when logging on.

FIG. 19 is a diagram exemplifying a screen for inputting an initial period.

FIG. 20 is a diagram exemplifying a screen for inputting an initial period.

FIG. 21 is a diagram exemplifying a progress status list for the initial input operation.

FIG. 22 is a diagram exemplifying a progress status list for the initial input operation.

FIG. 23 is a diagram exemplifying a progress list for an initial input operation.

FIG. 24 is a diagram exemplifying a progress list for an initial input operation.

FIG. 25 is a screen diagram including a list of appraisers for a given appraiser.

FIG. 26 is a screen diagram showing a state of self-scoring of the appraisal person as a term-end evaluation.

FIG. 27 is a screen diagram showing a state of scoring by a primary appraiser as a term-end evaluation.

FIG. 28 is a screen diagram showing a state of scoring by a secondary appraiser as a term-end evaluation.

FIG. 29 is a diagram exemplifying a progress status list for a period-end evaluation work.

FIG. 30 is a diagram exemplifying a progress list for a period-end evaluation work.

FIG. 31 is a diagram exemplifying a progress list for a period-end evaluation work.

FIG. 32 is a diagram exemplifying a screen of an evaluation value notification provided for adjustment between the final appraiser and the personnel department performed at the end of the term.

FIG. 33 is a screen diagram illustrating an evaluation result finally notified to a subject.

FIG. 34 is a diagram showing a progress list according to a first modified example.

FIG. 35 is a view exemplifying a screen of an evaluation value notification used for adjustment between the final appraiser and the human resources department according to the second modification.

FIG. 36 is a diagram showing a distribution diagram as an example analyzed based on the evaluation result according to a third modified example.

FIG. 37 is a flowchart for explaining the outline of the own process;

FIG. 38 is a screen diagram showing a declaration site screen.

FIG. 39 is a screen diagram showing logon at the time of declaration.

FIG. 40 is a diagram exemplifying a screen at the time of a department store declaration.

FIG. 41 is a diagram exemplifying a screen at the time of a department store declaration.

FIG. 42 is a view showing an example of a self-report screen.

FIG. 43 is a view showing an example of a self-report screen.

FIG. 44 is a view showing an example of a self-report screen.

FIG. 45 is a view showing an example of a self-report screen.

FIG. 46 is a view showing an example of a self-report screen.

FIG. 47 is a view showing an example of a self-report screen.

FIG. 48 is a screen diagram illustrating progress management at the time of self-report.

FIG. 49 is a flowchart illustrating an outline of an employee file inquiry process.

FIG. 50 is a schematic flowchart illustrating processing for changing and approving an employee file.

FIG. 51 is a screen diagram showing an employee file inquiry site screen.

FIG. 52 is a screen diagram showing logon at the time of inquiry of an employee file.

FIG. 53 is a screen diagram showing an example of a search result when an employee file is inquired.

FIG. 54 is a screen diagram showing an example of a search result when an employee file is inquired.

FIG. 55 is a screen diagram showing an example of a search result when an employee file is inquired.

FIG. 56 is a screen diagram illustrating an issuance list based on personnel announcements.

[Explanation of symbols]

10 Personnel Management System 11 Personnel Department Server 11A, 14A, 14B, 16Sa Memory (Recording Medium) 12 Internet 13A, 13B IIS Server 15 Department Client 16 Personnel Department Client 16A Personnel Department General Client 16S Personnel Department Specific Client

 ──────────────────────────────────────────────────続 き Continuing on the front page (72) Kuniuchi Kakiuchi, 2-4-1 Yaesu, Chuo-ku, Tokyo Shinko Securities Co., Ltd. (72) Yasutaka Fujimoto 2-4-1, Yaesu 2-chome, Chuo-ku, Tokyo Shinko Inside Securities Co., Ltd. (72) Inventor Shuichi Matsumoto 2-4-1 Yaesu, Chuo-ku, Tokyo Shinko Securities Co., Ltd. (72) Inventor Naoyuki Yoshida 2-2-1, Shiba 2-chome, Minato-ku, Tokyo 6F F-term in Business Net Corporation (reference) 5B049 CC00 EE05 GG00 GG09

Claims (22)

[Claims] 1. A server system communicably connected to a client operated by an employee via a communication network, the server system comprising: a database storing information of the employee used for personnel work; A personnel management system comprising: collecting means for collectively collecting information of the employees via the client; and updating means for updating information stored in the database with the information collected by the collecting means. . 2. A server system communicably connected to a client operated by an employee via a communication network, wherein the server system stores information of the employee used for a plurality of types of personnel work. And a collection unit that collectively collects the information of the employees via the client, and an update unit that updates information stored in the database with the information collected by the collection unit. HR management system. 3. The personnel management system according to claim 1, wherein the collection unit is a unit that collects the information by each employee making a self-declaration via the client. 4. The personnel management system according to claim 3, wherein the collection unit includes information collected by the self-report.
A personnel management system, which is a means for collecting information to which a result of an interview conducted by the manager designated by the personnel department on the employee has been added. 5. The personnel management system according to claim 3, wherein the collection unit includes information collected by the self-report.
A personnel management system, which is a means for adding and collecting information directly transmitted by the employee to the personnel department. 6. The personnel management system according to claim 1, wherein the collection unit is a unit that collects the information by a manager of a subordinate who supervises a subordinate reports through the client. . 7. The personnel management system according to claim 1, wherein the information of the employee is information including personal information not directly related to the business of the employee. Management system. 8. The personnel management system according to claim 2, wherein the plurality of types of personnel operations include a report by the employee, a personnel evaluation of the employee, an employee file inquiry by the employee, and the employee A personnel management system that is at least two of the personnel announcements for 9. The personnel management system according to claim 8, wherein the personnel operation includes the employee file inquiry operation, and the file server receives the employee file inquiry request from the client. A search means for searching the database with search conditions related to the request;
A personnel management system comprising: display means for displaying the search result on the client. 10. The personnel management system according to claim 9, wherein said search means is means for restricting the contents of the inquiry according to the job authority or position of the employee who issued the inquiry request. . 11. The personnel management system according to claim 8, wherein the personnel task includes the task of the personnel appraisal, and the file server is a task required for the appraisers and the appraisers. HR management system with management means to manage the progress of the work online. 12. The personnel management system according to claim 11, wherein the management means displays the progress status of the work arranged in a time-series manner for each of the subject and the subject as a list online. A personnel management system having display means. 13. The personnel management system according to claim 12, wherein the list is a list in which a column indicating the work is divided into at least the beginning and the end of a fiscal year and is arranged in chronological order. system. 14. The personnel management system according to claim 13, wherein the work is an entry work for completing the evaluation items by filling in at the beginning of the period and filling in the evaluation of the appraisers for each of the evaluation items at the end of the period. Personnel management system including entry work. 15. The personnel management system according to claim 12, wherein the list is a list provided with a marker indicating a progress status for each type of work. 16. The personnel management system according to claim 8, wherein the personnel operations include the employee file inquiry and the personnel evaluation, and the file server requests the employee file inquiry from the client. When there is a search means for searching the database with search conditions related to the request,
A personnel management system comprising: display means for displaying the search result on the client; and management means for managing, on-line, the progress of the appraisal and the work required for the appraisal imposed on the appraiser. 17. A personnel management system having a server system communicably connected to a client via a communication network, wherein the server system has a function of collectively collecting employee information from the client; A personnel management system having a function of updating personnel information in a database based on the personnel management information. 18. The personnel management system according to claim 17, wherein the server system has a function of allowing personnel information of the database to be viewed as an employee file from the client. 19. A personnel management method using a system in which a client and a server system are communicably connected to each other via a communication network, wherein information on employees is collectively collected from the client, and based on the collected information, A personnel management method characterized by updating personnel information in a database stored in a server system. 20. The personnel management method according to claim 17, wherein the personnel information in the database is made viewable from the client as an employee file. 21. A computer-readable recording medium which stores program data installed in the server system according to any one of claims 1 to 20 and for exerting functions of the system by a software procedure. 22. A program that is installed in the server system according to claim 1 and that performs a function of the system by a software procedure.