JP2003281325A - Carrier perspective system and discrimination apparatus - Google Patents

Abstract

<P>PROBLEM TO BE SOLVED: To provide a carrier perspective system and its peripheral technique by which mutual demands among a customer company, personnel, and a temporary employment company are met. <P>SOLUTION: The customer company, etc., under dispatching contact with the temporary employment company selects personnel who becomes the candidate of a regular employee of the customer company on the basis of the recruiting reference of the customer company. After recruiting the personnel as the employee of the temporary employment company, he or she is employed as a dispatched employee to the customer company. After the lapse of a prescribed period after starting dispatch, the customer company is made to evaluate the dispatched personnel and the dispatched personnel is made to evaluate the customer company. Thus, the personnel who becomes the regular employee of the customer company is selected by deciding the evaluation contents and the employment of the selected personnel is transferred from the temporary employment company to the customer company. <P>COPYRIGHT: (C)2004,JPO

Description

Detailed Description of the Invention

[0001]

BACKGROUND OF THE INVENTION The present invention is characterized in that a temporary staffing company, etc., provides employees of the temporary staffing company as regular employees of the client company after a predetermined period of time has passed after dispatching the employee to the client company. And a career perspective system (personnel provision method) for a client company of a staffing company.

[0002]

2. Description of the Related Art Conventionally employed general employment forms are so-called lifetime employment and seniority.
As a general rule, this is to work for one company for the rest of his life and to work until he reaches retirement age.In general, an older person takes the role of a manager and directs and manages young employees for development and production. Is. In addition, even if a person initially wanted to work for a company, there are cases in which he / she does not fit what he / she desires after working. Also, for the company side, when recruiting new employees such as university graduates, hiring excellent students based on academic background and employment examination may not always be a useful employee for the company. Furthermore, in order to avoid the risk of employment of human resources from the beginning as a regular employee as described above, it is often practiced to use a temporary staff provided by a so-called temporary staffing company.

[0003]

[Problems to be Solved by the Invention] The conventional type of employment such as the lifetime employment cannot be maintained in the current economic recession, and a large amount of layoffs such as restructuring due to the deterioration of business performance, etc. Is to be done. On the other hand, the company wants to secure as many excellent human resources as possible, while it is necessary to reduce the number of employees in order to save money. Therefore, it is necessary to eliminate wasteful employment and select human resources suitable for the company. That is, the company
We want to hire only the best talent from our new graduates who are suitable for our company, and we want to avoid having to hire people who can't expect to contribute to the company until they become seniors. In addition, the temporary staffing company provides temporary personnel to the company for a short period of time,
The reality is that it is difficult to gather useful human resources because the company size is smaller and the name recognition is lower than that of client companies.

The present invention has been invented in view of the above point of view. Mutual requirements between a client company seeking excellent human resources, a human resource who wants to work for the company, and a temporary staffing company providing the human resources. It is an object of the present invention to provide a personnel provision system called a career perspective system that can satisfy the above requirements and its peripheral technology.

[0005]

In order to solve the above problems, the invention according to claim 1 of the present application has the following configuration. That is, a staffing company or a client company that has signed a dispatching contract with the staffing company selects human resources who are candidates for permanent employees of the customer company based on the hiring standards of the client company, and After being hired as an employee of a temporary agency, he was made to work as a temporary employee for the customer company,
Of the dispatched personnel by having the customer company evaluate the dispatched personnel and allow the dispatched personnel to evaluate the customer company after the lapse of a predetermined period after the dispatch is started, and by determining the evaluation content. A career perspective system, wherein human resources who are to become full-time employees of a customer company are selected from, and the selected human resources are transferred from the staffing agency to the customer company, thereby providing them as full-time employees of the customer company.

The invention according to claim 2 of the present application has the following configuration. That is, as a result of the determination, the personnel who are not hired as regular employees of the customer company are made to continue to work as temporary employees of the customer company or temporary employees of other customer companies. .

The invention according to claim 3 of the present application has the following configuration. That is, the evaluation is performed by a predetermined evaluation means, the determination is performed by a predetermined determination means, the evaluation means has a plurality of evaluation items, numerical evaluation for each of the evaluation items 3. The carrier perspective according to claim 1, wherein the determination means determines whether or not the evaluation content by the evaluation means satisfies a predetermined numerical standard or condition. system.

The invention according to claim 4 of the present application has the following configuration. That is, the evaluation unit is a computer terminal that operates according to a predetermined program, has a plurality of evaluation items that are required to be input based on the program, and an input unit that inputs a response to the evaluation item, It has a communication means for transmitting the input result by the input means to the determination means, the determination means,
4. The carrier perspective system according to claim 3, which is a computer terminal that operates according to a predetermined program, and that performs a predetermined calculation after receiving the input results of the customer company and human resources with respect to each of the evaluation means. .

The invention according to claim 5 of the present application has the following configuration. That is, a staffing company or a customer company that has signed a dispatching contract with the staffing company selects a person who is a candidate for a permanent employee of the customer company, and hires the selected person as an employee of the staffing company, Work as a temporary employee for the customer company, and after a predetermined period of time has passed since the start of the dispatch, let the customer company evaluate the dispatched personnel and let the dispatched personnel evaluate the customer company to determine the evaluation content. By selecting, from the dispatched personnel, a person who will become a regular employee of the client company, and transferring the selected personnel from the staffing agency to the client company, thereby providing the employee as a regular employee of the client company. A determination device used in a method of providing a temporary staffing company with a client company, wherein the determination device is a computer that operates based on a predetermined program. A computer terminal, which has a control program for determining whether or not the evaluation content satisfies a predetermined numerical standard or condition by receiving or inputting the evaluation content from the customer company or human resources. To be.

The invention according to claim 6 of the present application has the following configuration. That is, the temporary staffing company hires human resources to be dispatched to the customer company as full-time employees based on the recruitment standards of the temporary staffing company, makes the hired staff work as temporary staff for the customer company, and starts dispatching. After the lapse of a predetermined period of time, the customer company evaluates the dispatched personnel based on predetermined evaluation means, and the dispatched personnel evaluates the customer company based on predetermined evaluation means, and each of the evaluations is performed. The evaluation by the means is judged by a predetermined judging means, and based on the judgment result of the judging means, the human resources to be the regular employees of the client company are selected from the dispatched human resources, and the selected human resources are transferred to the staffing agency. A career perspective system that is provided as a full-time employee of a customer company by transferring from the customer company to the customer company.

[0011]

BEST MODE FOR CARRYING OUT THE INVENTION An embodiment of a human resource providing method according to the present invention will be described below with reference to the drawings. FIG. 1 is an example of a carrier perspective system (hereinafter referred to as “human resources providing method”) according to the present invention, and is an explanatory diagram for explaining a case of providing “new graduates” as human resources. FIG. 2 is a flow chart for explaining the flow of the human resource providing method. In FIG. 1, 1 represents a human resource providing method, 3 is a customer company, 5 is a dispatch company, and 7
Represents the human resources provided to the customer company 3. The main flow of the human resource provision method 1 is as follows. The customer company 3 is, for example, a major manufacturer,
It is a company that employs several hundred new employees each year.
First, the customer company 3 recruits human resources to be hired as its own regular employees (step S1). Then, among the university graduates (new graduates) of the fiscal year who wish to be recruited by recruitment, a certain number of human resources are selected as permanent employees candidates based on their own selection criteria. That is, for this selection, a person who wants the customer company 3 to meet the conditions such as the business type and company culture of the customer company 3 is selected and determined as a regular employee candidate (step S2). In addition, when recruiting and hiring the above-mentioned regular employee candidates, it is premised on hiring an employee of a specific customer company, but after passing, it will be provided to the client company as a regular employee of a temporary staffing company for a certain period of time, Based on the mutual agreement between the client company and human resources and staffing companies, the recruitment personnel are fully explained in advance that they can become full-time employees of the client company.

Next, the human resources 7 selected as the regular employee candidates in step S2 are employed as regular employees of the dispatching company 5 rather than as regular employees of the customer company 3 (step S
3). That is, the personnel 7 at this stage is an employee of the dispatching company 5, and the salary is paid from the dispatching company 5. Next, the dispatching company 5 provides the human resources 7 as a dispatching employee according to a predetermined dispatching contract exchanged with the customer company 3 (step S4) and receives the consideration. The predetermined dispatch contract is a series of arrangements and agreements made between the client company and the staffing company, which are related to recruitment, employment, dispatching of human resources, transfer to be described later, and the like. In addition, as described above, the human resources 7 provided by the dispatch as described above are
Originally, it was selected by customer company 3 as a regular employee candidate. Therefore, the customer company 3 is assigned to a predetermined department after the employee training etc. based on the plan etc. in the same manner as the conventional regular employee. That is, matters relating to the salary system and the like are managed by the dispatching company 5, and actual technical development and other work are managed under the command and order of the client company 3 (step S5).

Next, whether or not to hire the human resources 7 who are in the dispatched labor state as regular employees of the client company 3 after the dispatched labor state continues for a certain period (3 years as an optimum period) as described above. A determination is made to determine whether (step S6). This determination is performed by the evaluation means and the determination means described later, and is determined based on the evaluation of the human resources 7 of the customer company 3 and the evaluation of the human resources 7 of the customer company 3. Further, according to this determination, the personnel who are transferred from the dispatching company 5 and formally employed by the customer company 3 (steps S6 and 7) and those who are not formally employed, but the dispatched labor is continued at the client company 3 again (step S).
6 and 8), and further the human resources who are canceled the dispatch contract of the customer 3 and work as dispatched workers at other client companies as regular employees of the dispatch company (steps 6 and 9). In addition,
As for the human resources who are not officially hired by the customer company 3 and are dispatched to other customer companies, as will be described later as an example, as in the case of the customer company 3, official employees for the customer company after a predetermined period has elapsed. It is possible to determine whether or not to hire as a member, and provide the human resources as a full-time employee of the customer company or as a temporary employee of another customer company according to the determination result.

As described above, the human resource providing method according to the present invention is adopted by the three parties of the customer company, the temporary staffing company, and the human resources. In addition, as a precondition for the provision method of human resources, human resources have a duty of confidentiality regarding information related to work performed by the client company, and the dispatching company cannot inform the client company of personal information about the human resources without consent of the person. Have an obligation. Then, the evaluation means and the judgment means described below are configured based on such a premise.

Next, the evaluation means and the judgment means will be described. FIG. 3 shows a computer terminal (hereinafter “customer terminal”) 21 operated by the customer company 3, a server or a management computer terminal (hereinafter “management terminal”) 23 managed and operated by a dispatch company, the customer company 3 Computer terminals (hereinafter referred to as "personnel terminals") 25 (25) operated by the personnel 7a, 7b, 7c ...
a, 25b, 25c ...). The customer terminal 21, the management terminal 23, and the human resource terminal 25 are connected via a predetermined communication line. Then, the customer terminal 21 and the human resource terminal 25 are used as evaluation means, and evaluation (input) is performed on the evaluation items as shown in FIGS. 6 and 7. Further, the management terminal 23 receives the evaluation contents from the customer terminal 21 and the human resources terminal 25 as a determination means, and determines the matching between the customer company and the human resources.

FIG. 4 shows a customer terminal 21 as an evaluation means.
And a terminal 25 for human resources, a management terminal 2 as a determination means
3 shows a case where 3 is connected via the Internet line 27. In this embodiment, the management terminal 23 is a computer having the same configuration as the customer terminal 21 and the personnel terminal 25, and stores a CPU 31 for performing various calculations, a predetermined determination program, and a control program for the CPU. ROM 32, RAM for storing various data
Has 33. Further, it has a communication unit 34 for connecting to the Internet or the like as an external device, a display unit 35 such as a CRT display, an operating unit 36 such as a keyboard, an output unit 37 such as a printer, and the external device is through an interface 38. And is connected to the CPU 31. Further, the CPU 31 has a ROM 32 or a RAM 33.
The determination processing as the determination means is executed based on the predetermined program and data stored in. The customer terminal 21 and the personnel terminal 25 are
Although it has the same configuration as the management terminal 23, detailed description is omitted, but it operates based on a program stored in the ROM or RAM, a program or data provided from the management terminal 23, and serves as an evaluation unit. A predetermined evaluation process is executed.

Next, the customer terminal 2 is used as the evaluation means.
1. The evaluation contents performed in the personnel terminal 25 will be described. It should be noted that description of a specific operation method of the terminal is omitted. Note that the evaluation means can be used after being authenticated using a predetermined ID and password, and the information is managed so that it cannot be known to anyone other than the input person. FIG. 5 shows a plurality of evaluation items 51 for the customer company to evaluate human resources and a multiplier 53 for each item.
The evaluation items 51 are roughly classified into "ability (a)", "humanity (b)", and "appropriate (c)" categories, and more detailed small items are provided therein. For example, a1 as a small item is “ability” as a category.
Is evaluated, and the content is "technical capability: There is a technical capability capable of handling the business of the company." The customer company carries out a quantitative evaluation expressed in five stages of 1 to 5 for this small item, and according to the evaluation input program stored in the ROM or the like, for the evaluation item displayed on the display screen A predetermined evaluation content is input using an operating means such as a keyboard. In addition, c2 as a small item evaluates "appropriateness" as a category, and the content thereof is "outlook: constantly facing the future with a view to the future".
Similarly, the customer company evaluates the small items on a scale of 5 from 1 to 5 and inputs them to the customer terminal 21.

A multiplier 53 is provided for each of the small items, and the evaluation 55 (the numerical value input in the range of 1 to 5) input to each of the small items is multiplied by The score is 57. That is, when the evaluation for a1 as the small item is “4”, the score 57 is obtained by multiplying by the corresponding multiplier “3”.
Becomes "12". Similarly, when the evaluation for c3 as a small item is “3”, the score 57 becomes “6” by multiplying by the corresponding multiplier “2”. In this way, the customer company uses the customer terminal 21 to input a predetermined evaluation numerical value into each evaluation sub-item, so that "ability (a)", "humanity (b)", "property (c)" The score for each category such as "is calculated and stored. It should be noted that these points and the like can be obtained by calculation of the CPU based on a predetermined program and data stored in the ROM or RAM included in the customer terminal 21.

Further, FIG. 6 shows a plurality of evaluation items 61 when a human resource evaluates a customer company, and a multiplier 63 for each item. The evaluation items 61 are roughly classified into categories of “management philosophy and management policy (d)”, “organization and customer employees (e)”, and “appropriate (f)”, and further detailed sub-items are provided therein. Has been. For example, d1 as a small item evaluates "management philosophy and management policy" as a category, and the content thereof is "philosophy: management has a firm management philosophy and is in business". The human resources evaluate the small items in five levels from 1 to 5 and input them to the human resources terminal 25 by a predetermined operation. Also, e2 as a small item evaluates "organization and customer employee" as a category, and the content thereof is "employee:
The employees of this company are wonderful. " Similarly, the human resources evaluate the sub-items in five levels from 1 to 5,
It is designed to be input to the human resources terminal 25.

A multiplier 63 is provided for each of the small items, and a score 67 is obtained by multiplying the evaluation 65 represented by the numerical values of 1 to 5 for each of the small items. There is. That is, d1 as the small item
When the evaluation for “2” is “2”, the score 67 becomes “6” by multiplying by the corresponding multiplier “3”. Similarly, when the evaluation for e2 as a small item is "4",
A score of 67 is obtained by multiplying the corresponding multiplier "2".
Becomes "8". In this way, by inputting a predetermined evaluation numerical value by the human resource using the human resource terminal 25, each of “management philosophy and management policy (d)”, “organization and customer employee (e)”, “property (f)”, etc. The evaluation small item score is the terminal 25 for human resources.
Will be remembered. In addition, a subtotal of the number of points for each category and the total points of the whole are calculated and stored. The input subtotals, total points, and the like for each evaluation item are obtained by calculation of the CPU based on a predetermined program and data stored in the ROM or RAM provided in the human resource terminal 25. As described above, each of the evaluation means inputs the evaluation contents according to the evaluation input program executed by each terminal, and stores the evaluation contents, performs subtotals for each item, totals and the like.

Next, the judging means 23 will be described. As described above, the management terminal 23 constitutes the determination means. The operation of the determination means requires authentication by an ID and a password, and is managed so that it can be used only by a person with a certain authority or more of the temporary staffing company. The determination means obtains the score for each evaluation sub-item for each human resource (for example, 7a, 7b, 7c ...) Inputted by the customer terminal 21 via the communication line, and based on the evaluation, It judges the guideline that neither regular employment nor continued employment as a temporary employee or continuous employment as a formal employment and a temporary employee is carried out. As a specific calculation process, as shown in FIG. 7A, the total score for each evaluation item described in FIG. 5 is calculated, and the total score is about 70% of the total score (see FIG.
If it exceeds 132 points in the example of (a), it is judged that the standard of formal employment is satisfied.

Further, the judging means 23 includes the personnel terminal 2
Earn the valuation for the customer company entered by 5,
From the evaluation contents, it is possible to recognize the evaluation of human resources with respect to the client company. Specifically, FIG.
As shown in (b), the total score for each evaluation item described in FIG. 6 can be calculated, and the impression that the human resources have for the customer company can be quantitatively judged by the calculated score. It is like this. In the present embodiment, the total score is about 70% of the total score (see FIG. 7B).
If the number exceeds 208 points in the above example, it is determined that the person has a good impression of the customer company.

According to the evaluation result for each human resource input by the customer terminal 21 and the evaluation result for the customer company input by the human resource terminal 25, if the total score of each exceeds 70% of the total score, respectively. As a result, it is determined that the intentions of the customer company 3 and the human resources 7 are the same. This determination is objective, and the matching between the client company and the human resources is determined based on the numerical value. Based on this determination result, based on the will of the customer company 3, the dispatch company 5, and the human resources 7,
The contract exchanged between the three parties will be renewed. That is, the dispatch contract for the personnel 7 exchanged between the customer company 3 and the dispatching company 5 ends, the employment contract for the personnel 7 exchanged between the dispatching company 5 and the personnel 7 disappears, and a new A formal employment contract will be concluded between the customer company 3 and the human resources 7.

Further, as shown in FIGS. 7A and 7B, the score for each evaluation item acquired by the evaluation means is also calculated and acquired at the same time. The score of each item is 70% or more as "A rank" as a percentage of the total score, 40% or more and less than 70% is "B rank", and less than 40% is "C rank".
As a result, the evaluation content can be divided into three levels. In this way, the reason for dividing the evaluation results for each item is to appropriately hire the human resources that the client company truly wants to hire. That is, if the human resources are not assigned to appropriate departments, the evaluations of both the client company and the human resources are naturally low. In such a case, if the employment decision of the human resources is made based on the above-mentioned judgment based on only the total score, the excellent human resources will be missed. In this way, the evaluation contents are divided into three stages for the purpose of complementing the judgment of the total score, and the evaluation contents are judged based on the conventional data statistics and experience, and a comprehensive judgment is made on the employment of human resources. You can do it. Then, based on such a comprehensive judgment, it is possible to determine formal employment after the relocation or continuous employment as a temporary employee, continuous employment as a temporary employee in the same department, etc. Further, the contents of the evaluation by the evaluation means and the judgment result by the judgment device described above are to be notified to the other party under the agreement of both the client company and the human resources, and the staffing company does not agree to the information. Is not disclosed.

In the above example, a case has been described in which the evaluation and determination are performed for the purpose of determining whether or not to hire after the lapse of a predetermined period (3 years as the optimum period). However, the present invention is not limited to this, and the evaluation can be performed regularly, such as every six months, within the predetermined period. In this case, for example, if the evaluation is performed every 6 months for 3 years, a total of 6 evaluations including the final determination are performed, and each determination can be performed. It is possible to make a final judgment based on the sum of the judgment results of six times by multiplying the judgment results for each half year by a multiplier that emphasizes the latest judgment. In other words, it considers the fluctuations in the evaluation contents that are carried out over a three-year period, and the closer the evaluation is to the final judgment, the more stable the evaluation can be, and the more extreme the evaluation is during the process. However, it can be assumed that it is temporary.

The above-mentioned "new graduate" according to the present invention
The human resource provision method of (1) gives the following effects to the client company side. In other words, improve the inefficient human resource recruiting method that has arisen by hiring as a full-time employee from the beginning of hiring, and that both useful and ineffective human resources must be hired as full-time employees in the same way. It has the effect of being able to.
Also, for the hired personnel, by the time they are officially hired, whether the client company is the one that suits them,
It has an effect that it can be determined after a predetermined time has elapsed. In addition, there are the following merits for staffing agencies. In other words, there are human resources who have not been hired by one major customer company, but who have not been hired because they are not very compatible with the company even though they are extremely excellent. In this way, it is possible to further provide excellent employees who have not been hired simply because they did not meet the requirements of the customer company, as temporary employees to other individual customer companies.

The embodiment of the present invention has been described above with reference to the method for providing personnel for "new graduates". Next, a method for providing personnel when the personnel are "mid-career hires" will be described. In the description, the same components, elements, and the like as those in the above embodiment will be denoted by the same reference numerals. FIG. 8 shows a method 10 for providing human resources in the case of “mid-career recruit”.
It is an explanatory view for explaining the outline of 1. The human resource providing method 101 according to the present embodiment is different from the above-mentioned “new graduate” in the human resource selection method performed in the initial stage. That is, in the human resource provision method 1 for providing the “new graduate”, the client company selects human resources, but in the human resource provision method 101 in the present embodiment, the temporary staffing company 5
Employs human resources according to its own recruitment standards.

For example, the recruitment of personnel by the dispatching company 5 is performed on the assumption that the worker is dispatched to a specific industry or a specific company. Typical examples of specific industries include "software development", "electronic technology / device development", and "mechanical technology / device development".
Etc. are raised, and human resources who have acquired predetermined technology by experiencing development etc. for a certain period of time are mainly targeted. Although human resources who have been engaged in development work at the company for a certain period of time as described above have excellent abilities, they were not accustomed to the work of the department to which they were assigned, or because a sufficient environment was not given, It includes many people who could not fully demonstrate their abilities. Such personnel are
Those who are capable of exerting excellent abilities by providing an appropriate environment, and the human resource providing method 101 in the present embodiment is intended to effectively utilize such human resources.

Next, a specific example of the human resource providing method 101 in the case of “mid-career recruit” will be described with reference to FIG. As mentioned above, human resources (engineers) with specific abilities and experience 7
Are recruited by the dispatching company 5, and are recruited based on the recruiting standards of the dispatching company 5. At this time, based on a contract with a specific customer company, it is possible to hire personnel based on the hiring standards of the customer company, on the assumption that the customer company will be dispatched. The human resources thus recruited are employed as full-time employees of the temporary staffing company 5, and the temporary staffing company 5 dispatches human resources based on a temporary staffing contract with a predetermined customer company and receives a predetermined consideration.

After the human resources have been employed at the customer company for a certain period of time as described above, the evaluation contents of both the human resources and the client company are judged, as in the method of providing the human resources in the case of the "new graduate". Taking into account the judgment results, personnel who meet the criteria will be provided as full-time employees at the client company, and for other personnel, the dispatch contract will be canceled or the employment form as a temporary employee will continue. As described above, the mid-career hires who have acquired a certain amount of experience and abilities can work as a temporary worker for a certain period of time before becoming full-time employees. Also, at this stage, if it does not fit your wishes, you can become a temporary employee to another company, and you can work in some companies until you find a suitable company. There are merits. In addition, even in a client company that employs such human resources as temporary staff, it is possible to obtain human resources who have already acquired a certain level of technical skills and experience, so there is an advantage that they can be used immediately. In addition, if you want to officially hire the employee, you can transfer from a dispatching company, so you can hire after confirming the ability of human resources, and you can prevent wasteful employment of human resources. There are merits.

[0031]

[Embodiment] Next, another embodiment of the human resource providing method described above will be described with reference to FIG. FIG. 9 shows one dispatching company 5 and companies A, B, C, D that are customers of the dispatching company 5.
(Corresponding to the above-mentioned customer company 3) is shown, and the movement of the personnel 7 dispatched to each company is explained. In the description, the same components or elements as those in the above-described embodiment will be denoted by the same reference numerals. First, as in the case of recruiting "new graduates", the temporary staffing company 5 employs the human resources (300 people) selected according to the hiring criteria of the company A as regular employees of the company, and the 300 human resources are dispatched to the company A. (Step S20). In addition,
Company A is a company that ranks high in terms of scale and technical capabilities among other client companies that have a dispatch contract. Next, after a lapse of a predetermined period after the start of the temporary staffing, the company A hires 100 human resources as full-time employees according to the above-mentioned determination, and the remaining 200 people cannot be full-time employees of the company A and are dispatched ( Step S21), then the temporary agency 5
Maintain the status of employees. Next, 200 human resources who are not hired by the company A are provided as temporary employees to the company B (step S22). The 200 human resources provided here are not just new graduates, but selected from among thousands or hundreds of applicants. It is a human resource that I have attached. Therefore, even a person who is not hired by the company A is a person who is quite attractive to the medium-sized company B whose technical strength is equal to or lower than that of the company A.
In other words, for the company B, even if human resources with a high technical level that cannot be gathered even if they are recruited in-house due to the company image, name recognition, etc., it is possible to use the human resources employed by the company A as their own employees. There is.

Further, after a predetermined period of time has passed after the start of the staffing, the company B hires 100 human resources as full-time employees by the same judgment as described above, and the remaining 100 people are dispatched to the company B. It is canceled (step S23), and the state of the employee of the dispatching company 5 is continuously maintained. Next, the 100 people who were not hired as full-time employees by the company B
It is provided as a temporary employee for company C or company D (steps S24, 25). Company C or Company D
Is a small company having a technical capability equivalent to or lower than that of the company B. Therefore, even the human resources not employed by the company B are attractive human resources for the company C or the company D. As described above, the company C or the company D has an advantage that even a person having a high technical level who cannot collect even if recruited by the company can be used as an employee of the company.

As described above, the human resource providing method according to the present embodiment continues the cycle of appropriately supplying the human resources that meet the requirements of the company, and further supplying the human resources not matching the company to other companies. As a result, the contact between the company and human resources can be made fluid, and effective use of human resources can be achieved. That is, even if the unemployment rate tends to increase as a whole society, Since the company) seeks useful human resources, providing human resources to such a society in a fluid manner means that effective human resources can be effectively utilized, and And contribute to the contribution.

Next, another embodiment according to the present invention will be described. In the human resource providing method according to the present invention,
As mentioned above, human resources can be evaluated on a regular basis. In this case, if the customer company has a high evaluation score for the human resource, it can be estimated that the human resource makes some contribution to the client company and highly evaluates the human resource. Therefore, it is also appropriate to set the salary to be paid to such a human resource to be high for a human resource with a low evaluation. At this stage, it is the temporary staffing company that provides salaries to the human resources, but the more temporary staffing companies can provide regular employees, the more services (human resources) that meet the needs of the client company. ) Is highly evaluated, it is an effective means to set a high salary and motivate human resources. As a means for calculating this salary, the evaluation of the human resources of the customer company can be taken into consideration. As an example, FIG.
As shown in (a), the evaluation score is divided into ranks for each evaluation item. For example, when the "ability" is A rank, a certain amount of pay is added to the salary to be paid, and in the case of B rank. It can be said that the normal amount of money is paid, and in the case of C rank, a fixed amount of money is reduced from the set amount and paid. In this way, by reflecting the evaluation of the client company's human resources in the payment amount of the grant, the customer company's evaluation is conveyed to the human resources, the motivation of the human resources is motivated, and the trust of the temporary agency is indirectly increased. It has the effect of being able to.

[0035]

As described above, the invention according to claim 1 of the present application has the following effects. That is, for a client company, a large number of employees must be hired from the beginning as full-time employees to continue to hire in the same way, regardless of whether they can contribute to the company or not. You can avoid the risk of having to dismiss infrequent employees. In other words, hiring as a full-time employee is not limited to the employment examination conducted at the time of hiring, but temporary hiring for a long time can be performed after sufficiently evaluating the ability and suitability of the person. On the other hand, even for the hired personnel, I tried to join because I was attracted by the image of the company, but there are cases where I want to change jobs because the company culture does not fit or I can not fully demonstrate my abilities. Even in such a case, the system has an effect of being able to work for the next company and testing the suitability for the company. Even if the client company to whom the employee is dispatched does not officially hire the employee, the employee is an employee of the dispatching company, so the salary at the time of dispatch is not sufficient, but even if the employment at the client company ends. It has the effect of never falling into a state of no income.

Further, in addition to the above effects, the invention according to claim 2 has an effect of being able to receive the provision of human resources at a certain level or higher even in a medium-sized company or a small company, where it is usually difficult for human resources to gather. Yes, it has the effect that limited human resources can be effectively utilized in society as a whole.

In addition to the above effects, the inventions according to claims 3 to 5 are for determining whether or not the client company should hire human resources as regular employees, and whether or not the human resources should be hired as regular employees. It has an effect that it can be used as an objective judgment material in.

Further, in addition to the above effects, the invention according to claim 6 has the effect that it is possible to efficiently provide human resources with a certain level of technical ability to society. There is.

[Brief description of drawings]

FIG. 1 is an explanatory diagram for explaining a first embodiment of a human resource providing method according to the present invention.

FIG. 2 is a flowchart for explaining the first implementation of the human resource providing method according to the present invention.

FIG. 3 is an explanatory diagram for explaining an example of the evaluation means and the determination means in the first implementation of the human resource provision method according to the present invention.

FIG. 4 is an explanatory diagram for explaining a configuration of an evaluation unit and a determination unit in the first implementation of the human resource providing method according to the present invention.

FIG. 5 is an explanatory diagram for explaining an example of evaluation contents in the evaluation means of the first implementation of the human resource provision method according to the present invention.

FIG. 6 is an explanatory diagram for explaining an example of evaluation contents in the evaluation means of the first implementation of the human resource providing method according to the present invention.

FIG. 7 is an explanatory diagram for explaining an example of the determination content in the determination means of the first implementation of the human resource provision method according to the present invention.

FIG. 8 is an explanatory diagram for explaining a second embodiment of the human resource providing method according to the present invention.

FIG. 9 is an explanatory diagram for explaining another embodiment of the human resource providing method according to the present invention.

[Explanation of symbols] 1 Human resource provision method 3 customer companies 5 Dispatch company 7 human resources 21 Customer Terminal 23 Management terminal 25 Human Resources Terminal 31 CPU 32 ROM 33 RAM 34 Communication means 35 display means 36 Operation means 37 Output means 38 Interface 51 Evaluation items 53 multiplier 55 Evaluation 57 points 61 Evaluation items 63 multiplier 65 Evaluation 67 points

Claims (6)

[Claims] 1. A staffing agency or a customer company that has signed a dispatching contract with the staffing agency selects a person who is a candidate for a permanent employee of the customer company based on the hiring criteria of the customer company, and the selected person After being hired as an employee of a temporary staffing company, the employee is made to work as a temporary worker for the customer company, and after a predetermined period of time has passed since the start of the temporary staffing, the customer company is evaluated and the dispatched human resources are evaluated. Evaluate the customer company, by selecting the evaluation contents, to select the human resources to be full-time employees of the client company from the dispatched personnel, the selected personnel from the staffing agency to the customer company A career perspective system characterized by being provided as a full-time employee of a client company by transferring to another company. 2. The human resource who is not hired as a regular employee of the customer company as a result of the determination is made to continue to work as a temporary employee of the customer company or a temporary employee of another customer company. Career perspective system. 3. The evaluation is performed by a predetermined evaluation means, and the determination is made by a predetermined determination means, and the evaluation means has a plurality of evaluation items, and each evaluation item has a numerical value. 3. The method according to claim 1, wherein the determination unit determines whether or not the evaluation content by the evaluation unit satisfies a predetermined numerical standard or condition. Career perspective system. 4. The evaluation means is a computer terminal that operates according to a predetermined program, and has a plurality of evaluation items that are required to be input based on the program, and input means that inputs a reply to the evaluation items. And a communication means for transmitting the input result of the input means to the determination means, wherein the determination means is a computer terminal that operates according to a predetermined program, and each of the customer company and the personnel 4. The carrier perspective system according to claim 3, wherein a predetermined calculation is performed after receiving the input result to the evaluation means. 5. The staffing company or a client company that has signed a dispatching contract with the staffing company selects a person who is a candidate for a permanent employee of the customer company, and hires the selected person as an employee of the staffing company. After that, the employee is made to work as a dispatched employee for the customer company, and after the lapse of a predetermined period after the dispatch is started, the client company evaluates the dispatched personnel, and also the dispatched personnel evaluates the client company, By judging the contents, the human resources who will be the regular employees of the client company are selected from the dispatched human resources, and the selected human resources are transferred from the temporary staffing company to the client company, whereby the regular employees of the client company are transferred. Which is used in a method for providing human resources to a client company of a temporary staffing company, which operates based on a predetermined program. A computer terminal having a control program for receiving or inputting the evaluation contents from the customer company or human resources to determine whether or not the evaluation contents satisfy a predetermined numerical standard or condition. To be. 6. The staffing company hires personnel to be dispatched to a customer company as full-time employees based on the hiring standards of the staffing company, and makes the hired personnel work as temporary staffing staff for the customer company. , After a lapse of a predetermined period after the start of dispatch, the customer company evaluates the dispatched personnel based on a predetermined evaluation means, and the dispatched personnel evaluates the customer company based on a predetermined evaluation means, The evaluation by each of the evaluation means is determined by a predetermined determination means, and based on the determination result of the determination means, a human resource to be a regular employee of the client company is selected from the dispatched human resources, and the selected human resources are A career perspective system that is provided as a full-time employee of a client company by transferring it from a staffing company to the client company.