JP2004030218A - System and method for diagnosing organizational constitution - Google Patents

Abstract

<P>PROBLEM TO BE SOLVED: To provide diagnostic information on organizational constitution which may be a judgement material for strategy planning oriented to independence and originality of an organization. <P>SOLUTION: Promotion is an opportunity at which the role in the organization changes for a promoted person 5 and also a chance to review his/her own skill. A diagnosis of the skill at the time of promotion is evidently a chance of stocktaking of the skill. The diagnostic result of the promoted person 5 obtained by the skill diagnosis at the time of promotion is used as a standard for diagnosing the constitution of the organization 1 which the promoted person 5 belongs to. The promoted person 5 in the same organization 1 is regarded as a human resource brought up by the same organization and trend variation of the skill that every promoted person 5 has at promotion is calculated for the persons of the same qualification and provided as information regarding the constitution change of the organization 1 as the mother body. Further, a divisional organization 1-1 under a general organization 1-2 is relatively compared with the skill of the same position at promotion to provide the judgment material for judging characteristics, i.e. originality of the division organization 1-1 while integrating all the differences of a personnel constitution ratio, regulation operations, etc., in terms of a organizational climate. <P>COPYRIGHT: (C)2004,JPO

Description

[0001]
TECHNICAL FIELD OF THE INVENTION
The present invention relates to an organization constitution diagnosis, and more particularly, to an organization constitution diagnosis system and method for providing a change in the tendency of a promoted person in an organization at the time of promotion as a change in the organization constitution.
[0002]
[Prior art]
As a human resource assessment (capacity evaluation) method for evaluating human abilities, for example, one that grasps the essence and behavior of humans based on their personality abilities tendency and their mental health, which is their level of interest and awareness of things There is.
[0003]
For example, the ability tendency of human resources is set in advance by a combination of a mental energy axis indicating whether mental energy tends to be strong or weak and a mental activity tempo axis indicating whether mental activity is fast or slow. Classify into types of ability tendency. Mental health refers to the degree of mental health.For example, a high level of consciousness indicating the ability to recognize and grasp the surrounding situation and its balance, and temporary modulation factors that impair mental health, are determined in advance. Classify into the set model type.
[0004]
Under such a human resource assessment method, on the premise that there is no good or bad in the ability tendency of human resources, it is thought that whether or not their personality and ability can be fully exhibited will be affected by the state of mental health. The ability tendency and mental health are classified and determined by using a predetermined type, and the results of the classification are shown, so that the person or his / her boss can utilize it in the subsequent utilization of human resources (more specifically, personnel allocation and training). .
[0005]
As a specific determination method, a computer system is generally used. For example, experts output simple questions that replace the know-how that has been accumulated statistically from the system, and obtain the input results of the human resources (subjects) to be diagnosed by inputting from the input unit, A classification process is performed according to a score table prepared in advance to determine whether the model is closest to the type of mental health. When outputting the results of the sorting process to these types, expert comments (evaluation comments for each type by accumulating statistical information) stored in advance in the system database may be added. Many.
[0006]
In addition, among those proposed from the viewpoint of how to utilize human resources in an organization, there is an appropriate allocation of human resources by a competency model. Competency, as defined herein, is defined as a feature that is closely related to achieving effective and excellent results in a job, and is a way of thinking that focuses on people who perform the job more effectively than the job itself. .
[0007]
It is common to use a computer system for the specific method of determining which human resources have which competencies. Similarly, for example, experts have replaced statistically accumulated know-how with simple questions. The subject is asked to fill out a questionnaire and processed by the system. In many cases, the result of this processing is also provided with a comment of an expert previously stored in the database of the system.
[0008]
Further, as a method of organization diagnosis, a workplace questionnaire or a method in which a researcher directly interviews (interviews) for each target organization (for example, each workplace) to collect information. This is to investigate the activity of the workplace in particular, for example, whether communication is possible between supervisors and subordinates of the workplace and between subordinates.
[0009]
As a specific determination method, a computer system may be used for counting questionnaires and hearing results, but the interpretation of the determination results must rely on the wisdom of experts. This is because, for example, even if the activity level of the workplace is represented by a numerical value, it does not become a judgment material for determining how to connect in the future.
[0010]
[Problems to be solved by the invention]
In recent years, with the progress of industrial structural reform, there has been an increasing demand for business units that are only one division within a company to be independent and unique. In order for an organization to be self-sustaining, it must establish a mechanism to generate profits on its own, and to establish that mechanism, it must first know who it is.
[0011]
Knowing who you are. In other words, you cannot set a strategic policy without knowing your strengths and weaknesses. This is the same for both people and organizations. Like the skill diagnosis for individual human resources, the constitutional diagnosis for individual organizations, which can be called the skill diagnosis for organizations, is necessary for the strategic planning of business units.
[0012]
However, the results of the conventional organizational diagnosis method were only enough to determine whether the workplace was active or not, and were far from the basis for determining the strategy of the business unit organization. In other words, there was a problem in that although we had to ask ourselves the significance of our existence and decide our own future direction based on the answer to that question, we lacked the perspective of organizational structure at the origin.
[0013]
Furthermore, this organizational structure is a climate in the most familiar words. Until now, the climate has relied on the subjective feelings of humans, such as the sensation of the skin felt by humans that cannot be perceived sensuously, and it is difficult to be used as an index for constitutional diagnosis. There were also points.
[0014]
This is because when you have to guess yourself, subjective factors always include things you don't want to admit, or the belief that there should be something like this. It is something that everyone wants to avoid transforming themselves on the basis of objective analysis, but if possible, transforming an organization without knowing this culture is the ability of human resources. It is the same as utilizing the human resources without knowing the trends.
[0015]
However, it is not that simple if all the skills of the people who belong to the organization are accumulated, and this culture will be understood. For example, changes in the composition of staff, such as an increase in the number of young people or a decrease in veterans, may significantly change the accumulated value, while the atmosphere may change, but the climate is not so much changed. Sometimes. This is due to the lack of something to correct the accumulated value to the climate value. In other words, the biggest problem was that there was no evaluation axis (a so-called ruler) for diagnosing the organization constitution, which can be said to be the culture of the organization.
[0016]
[Means for Solving the Problems]
The essence of the present invention is to diagnose the organizational constitution, which can be said to be the culture of the organization, by using promotion skills to diagnose when the role of human resources belonging to the organization is promoted. To provide information on the organization's strategic planning.
[0017]
Promotion is a milestone for a promoted person to change his or her role in the organization, and is also an opportunity to reflect on his or her own skills. Skill diagnosis at the time of promotion is nothing less than an inventory of one's own skills at that milestone. In the present invention, the diagnosis result of the individual promoted person obtained by the skill diagnosis at the time of the promotion is used to diagnose the constitution of the organization to which the individual belongs.
[0018]
An organization here is a group of people who work organically by combining the elements that make up an organization such as a company, but simply serve the same purpose (for example, the overall goal in the organization). You can think of it as a group of given people.
[0019]
The present invention, in order to solve the above problems, a method of diagnosing the organizational constitution, which is the climate of the organization, using the promotion skills of the promoted position in the organization, the promotion skill information of the promoted position Stored in the promotion-time skill information database, and from the promotion-time skill information database, acquire the promotion-time skill information of the same position promoted person who was promoted at the same time as the same-time promotion at the same time, and the acquired same-time Calculate the tendency of the same post promotion skill information, store the calculated promotion skill tendency information in the promotion skill tendency information database, and output the calculated promotion skill tendency information. With respect to the above-mentioned promotion skill tendency information database, and if there is previously stored promotion skill tendency information, the promotion skill tendency information In addition and outputs, to the the elevation skill trend information that the output to be provided as information relating to the change of the tissue structure.
[0020]
When a position is promoted from a lower position to a higher position, the skill of the promoted person is acquired as a promotion skill, and the change tendency is provided to the organization as a change in the organizational constitution. For example, in order to eliminate the influence of the number of promoted persons at the time of promotion, after considering all promoted persons as one lump, the skill information at the time of promotion obtained as a result of skill diagnosis of promoted persons is, for example, The average value and its variation are subjected to calculation processing using a statistical method such as a standard deviation, and the calculation result is used as promotion-time skill tendency information.
[0021]
Of course, the currently promoted person and the previous promoted person are completely different personnel, but assuming that the same organization has been brought up (fostered in the same organization), the promotion of the promoted The change in the tendency can be provided as a change in the constitution of the tissue that forms the mother. The information on the tendency of skills at the time of promotion is grouped for the same position, and arranging the tendency from the higher position to the lower position indicates the gradual skill of the organization, so to speak Can be seen as
[0022]
The information provided by the present invention as a change in the constitution of the organization can be used as a basis for judgment materials and strategies (approaches) in the future operation of the organization for those who execute the organization strategy. That is, this is the value provided by the tissue constitution diagnosis system of the present invention.
[0023]
Further, a method of diagnosing the organizational constitution of at least a plurality of business units under the umbrella of a higher-level supervising organization using the promotion skills of a person whose position is promoted within the business units, and acquiring the promotion skill information In this case, the same job promotion information at the same time may be acquired from the promotion skill information database for each of the same business unit organization.
[0024]
Also, when calculating the promotion-time skill tendency information, the tendency is calculated for each of the same business division organizations, and the respective calculation results are compared relatively for the same job promotion person among the business division organizations. It may be.
[0025]
A plurality of divisional organizations (subordinate organizations) are under the control of the same supervising organization (superordinate organization), and are often operated according to the same basic rules (for example, work rules). In such a case, even if the same rules are operated independently by each business unit organization, all such differences are treated comprehensively from the viewpoint of climate, and business unit organizations under the same supervising organization are compared. By doing so, its characteristics are grasped. In other words, comparing by the promotion skill of the same position means that it becomes a reference value for relative comparison of the characteristics of the constitution of the different business units such as the ratio of personnel.
[0026]
Although the description of the division organization is given here, the same applies to the constitution diagnosis of an organization subordinate to the same division organization (a subordinate organization having the same division organization as a superior organization). May be used.
[0027]
BEST MODE FOR CARRYING OUT THE INVENTION
Hereinafter, specific embodiments of a tissue constitution diagnosis system according to the present invention will be described in detail with reference to the drawings.
[0028]
FIG. 1 is a block diagram illustrating the definition of a post in an organization.
[0029]
In the figure, a position means a role in an organization, and generally means an in-house qualification. A position is promoted by meeting certain criteria defined in the organization 1.
[0030]
In the past, Japanese companies have been promoted to positions where they belonged to an organization called seniority (eg, years of service), but due to the recent ability evaluation system, they are changing to performance-based promotions. In addition, the prolonged economic downturn and the ending of economic growth, which has risen to the right, are eroding the expansion line of the organization itself. As a result, the number of senior positions, so-called posts, has decreased, and new hires have been refrained from hiring, and some positions have become unevenly staffed.
[0031]
FIG. 2 is a block diagram illustrating the concept of the present invention.
[0032]
In the figure, when a position is promoted from a lower position to a higher position, the skill of the promoted person 5 is acquired as a promotion-time skill, and the change tendency is provided to the organization 1 as a change in the organizational constitution. In the embodiment of the present invention, for example, in order to eliminate the influence of the number of promoted persons at the time of promotion, all the promoted persons 5 are regarded as one lump, and the skills of the promoted persons 5 are diagnosed. For example, the promotion-level skill information that is the result is subjected to a calculation process using a statistical method such as a standard deviation, for example, for the average value and its variation, and the calculation result is used as the promotion-level skill tendency information. The tendency information on the skills at the time of promotion calculated in this way is provided to the organization 1 as information on the change in the organization constitution.
[0033]
As described above, according to the conventional diagnostic methods, for example, if the bias of the personnel ratio is not replaced with a standard model of the personnel ratio, the result of the diagnosis is largely affected by the bias of the personnel ratio or its variation. Was. In the diagnostic method of the present invention, the same promoted person at the same time is regarded as one block by the promoted skill of the promoted person 5, so that the bias of the personnel composition ratio can be systematically eliminated, and the standardization of the personnel composition is unnecessary. . For example, even if the number of the chief promoted this time is 30 and the number of the chief promoted last time is 50, each of them is treated as the talent skill tendency of the currently promoted person and the human resource skill tendency of the previously promoted person. Of course, the currently promoted person and the previous promoted person are completely different persons, but it is considered that the same organization 1 has been brought up (fostered in the same organization), and each time the promoted person 5 is promoted with the same qualification. The tendency change of the skill can be provided as the constitution change of the organization 1 which is the mother.
[0034]
FIG. 3 is a diagram illustrating information on a change in tissue constitution according to the embodiment of the present invention.
[0035]
In the figure, the change of the calculated tendency information of the promotion-time skills is plotted in, for example, a graph for each of the same skills, and the tendency of the organization constitutional change can be grasped by the degree of the change. In addition, the tendency information of the skill at the time of promotion is summarized for each same position, and the tendency is arranged from the upper position to the lower position, which indicates the graded skill of the organization 1, so to speak, the human resources in the organization 1 It can be seen as a slice of skill. Detailed human skills will be described later.
[0036]
FIG. 4 is a block diagram illustrating the relationship between the supervising organization and the business unit organizations under the control of the supervising organization in the embodiment of the present invention.
[0037]
In the figure, a plurality of business unit organizations (subordinate organizations) 1-1 are under the umbrella of the same supervising organization 1-2 (superordinate organization), and the basic rules (for example, work rules) are the same. Individual uniqueness and independence are being demanded. Although each divisional organization 1-1 generally has a different staff composition and purpose, the organizations have a post hierarchy with the same mechanism and often have the same promotion rules (standards). However, even if the promotion rules are the same, the operation in accordance with the rules (for example, the result of determining what kind of personnel should be weighted and promoted) is generally different, and it may be better or worse. It can be said that it is linked to the organizational structure.
[0038]
Here, it is not a problem that the business unit organization 1-1 under the same supervising organization 1-2 independently operates the same regulations. It is only natural that such a difference will be made in whatever rules are ultimately judged by a person. In the embodiment of the present invention, all such differences are comprehensively treated from the viewpoint of the climate, and the characteristics are grasped by comparing the divisional organizations 1-1 under the same supervising organization 1-2. In other words, comparing with the promotion skill of the same position means a reference value for relatively comparing the characteristics of the constitution of the different business units 1-1 such as the staff composition ratio.
[0039]
Here, the business unit organization 1-1 is described, but the same applies to the constitutional diagnosis of the organization 1 (subordinate organization having the same business unit organization as a higher organization) under the same business organization 1-1. It is possible to use the diagnostic technique in the present invention.
[0040]
FIG. 5 is a block diagram illustrating a relative comparison of the skills at the time of promotion between the business units in the embodiment of the present invention.
[0041]
In the same figure, changes in skills at the time of promotion are relatively compared for the same position of the business unit organization 1-1. The result of the relative comparison is output from the system as information for grasping the tendency of the change in the tissue constitution. For example, the quality of human resources may have changed due to social factors such as education or social status even if a certain ability has an increasing or decreasing trend, and it is necessary to judge whether this is due to the organizational structure alone. I can't. However, if the degree of change is remarkable compared to the other divisional organizations 1-1 that are under the umbrella of the same supervising organization 1-2, it means that it can be determined to be due to the organizational constitution.
[0042]
FIG. 6 is a block diagram illustrating an overall view of a system for realizing the concept of the present invention.
[0043]
In the figure, the system includes a diagnostic system server 2, a diagnostic terminal 6, and a user terminal 8. The diagnostic system server 2 diagnoses the skill information of the promoted person 5 based on the information obtained from the diagnostic terminal 6, and stores the promoted person skill information DB (database) 3 storing the diagnosis result and the promoted skill information. It is preferable to have a promoted person skill tendency information DB4 that extracts the same position at the same time, calculates the tendency, and stores the calculation result. The diagnosis terminal 6 is a terminal that gives a question about a diagnosis to the promoted person 5 via the network 9 and obtains an answer from the promoted person 5 so that the diagnostic system server 2 diagnoses the promoted skill of the promoted person 5. is there. The user terminal 8 is a terminal for the user 7 to receive information on the constitution diagnosis of the organization 1 from the diagnosis system server 2.
[0044]
Here, the user 7 refers to the user 7 who uses the diagnostic result from the diagnostic system server 2. More specifically, it is a person who is involved in the operation of the organization or a person who advises on the operation of the organization. That is, the organization constitution diagnosis result in the present invention is used as a judgment material for the organization management for these users 7.
[0045]
FIG. 7 is a hardware block diagram of the diagnostic system server according to the embodiment of the present invention.
[0046]
In FIG. 1, a server operator 10 is an operator of the diagnostic system server 2 and is a person who manages the server (including operation, monitoring, maintenance, etc.). The HM (human machine) input / output unit 11 is a unit having an input / output function for the diagnostic system server 2 to perform various types of exchanges with the server operator 10. Examples of the input device include a keyboard, a numeric keypad, a mouse, and a barcode reader. Any type of input device can be used as long as the input of the server operator 10 transmits information to the system. The output device is, for example, a display, a printer, or the like, and any type can be used as long as information can be transmitted from the system to the server operator 10. The arithmetic unit 12 is a unit having an arithmetic function for driving and processing each function by executing a program, and generally includes a CPU (central processing unit). The memory unit 13 is a part of an execution area of a program executed by the calculation unit 12. The communication unit 14 controls communication with the outside via the network 9. The network authentication unit 15 has a function of authenticating the network 9 and an external device. The DB management unit 16 is a part having a function of managing various data structures and data entities. The processing program 17 managed by the DB management unit 16 is a program necessary for achieving the purpose of use of the diagnostic system server 2, and includes an OS (operation system). Similarly, the diagnosis program 18 is a program that executes a skill diagnosis and a tissue constitution diagnosis in the present invention separately from the processing program 17. When each terminal needs to download the diagnostic program, the diagnostic program is read from here and transmitted to each terminal via the communication unit 14. Similarly, the promotion-time skill information DB 3 is a database that stores information related to the promotion-time skill diagnosis of the promoted person 5. Similarly, the promotion-time skill tendency information DB4 is a database that reads information necessary for a constitutional diagnosis of the organization from the promotion-time skill information DB3, and stores information on the calculation result of the tendency information. Similarly, the other program data 19 corresponds to, for example, application software such as a word processor or a spreadsheet program used by the server operator 10 and data associated therewith.
[0047]
FIG. 8 is a hardware block diagram of the diagnostic terminal according to the embodiment of the present invention.
[0048]
In the figure, the HM input / output unit 20 is a part having an input / output function for the diagnostic terminal 6 to perform various exchanges with the promoted person 5, and the transmitting / receiving unit 23 is connected to the diagnostic system server via the network 9. 2 has a function of transmitting and receiving information to and from the device.
[0049]
FIG. 9 is a hardware block diagram of the user terminal according to the embodiment of the present invention.
[0050]
In the figure, the HM input / output unit 24 is a part having an input / output function for the user terminal 8 to perform various exchanges with the user 7.
[0051]
FIG. 10 is a functional block diagram of the diagnostic system server and the diagnostic terminal according to the embodiment of the present invention.
[0052]
In the figure, the diagnostic system server 2 has a function of acquiring a program required for the skill diagnosis at the time of promotion, and a function of transmitting the acquired diagnostic program to the diagnostic terminal 6. The diagnostic terminal 6 has a function of receiving a diagnostic program necessary for diagnosing the promoted person 5 from the diagnostic system server 2, a function of outputting a question to the HM output unit based on the received diagnostic program, and an output of the question to the HM output unit. It has a function of receiving input of response information of the promoted person 5 according to the question from the HM input unit, and a function of transmitting the response information received from the HM input unit to the diagnostic system server 2. Further, the diagnostic system server 2 has a function of receiving the answer information input by the promoted person 5 from the diagnostic terminal 6 and a function of storing the received answer information in the promoted person skill information DB3.
[0053]
FIG. 11 is a functional block diagram of the diagnostic system server according to the embodiment of the present invention.
[0054]
In the figure, the diagnostic system server 2 obtains, at the same time, the function of acquiring the promoted skill information of the same position promoted person who has been promoted at the same time from the promoted skill information DB3 as the same time and same position promoted skill information. A function of calculating the tendency of the same post promotion skill information, a function of storing the calculated promotion skill tendency information in the promotion skill tendency information DB4, and a case where the calculated promotion skill tendency information is output to the user terminal 8. Then, the promoted skill tendency information DB4 is searched for the same position as the calculated promoted skill tendency information, and if there is previously stored promoted skill tendency information, the promoted skill tendency information is obtained and the calculation result is obtained. And the function of transmitting the calculated elevated skill tendency information to the user terminal 8 and the transmitted elevated skill tendency information to the promoted skill information D. It has a function of storing the 4.
[0055]
The organization constitution diagnosis system according to the present invention provides the elevated skill tendency information output in this manner as information relating to a change in the organization constitution.
[0056]
FIG. 12 is a functional block diagram of the diagnostic system server according to the embodiment of the present invention.
[0057]
In the figure, the diagnostic system server 2 obtains the promoted skill information of the same position promoted person who has been promoted at the same time as the same time and same position promoted skill information from the promoted skill information DB3 for each same organization, A function for calculating the tendency of the acquired skill information at the same time and promotion at the same position for each organization, a function for storing the calculated promotion skill tendency information for each organization in the promotion skill tendency information DB4, and a function for calculating the promotion. When the skill tendency information is output to the user terminal 8, the promotion skill tendency information DB4 is searched for the same organization and the same post as the calculated promotion skill tendency information for each of the same organizations, and the previously stored promotion skill tendency information is stored. If there is, the function to acquire the promotion skill tendency information and add it to the calculation result for each organization, and the promotion skill tendency calculated for each organization Distribution and has a function of comparing between the organization, a function of transmitting an escalation time skill trend information as compared to user terminal 8, a function of storing the transmitted the elevation skill trend information to the elevation skill information DB4.
[0058]
Considering the promotion skill tendency information as a feature point in the organization for grasping the constitution of the organization, and based on the feature point, the organization constitution diagnosis system of the present invention allows the organization between the organizations under the control of the same supervising organization. The skill tendency information at the time of promotion, which is output by comparison in step (1), is provided as information on a change in the organizational constitution in which the fluctuation factors are eliminated as much as possible by relative comparison.
[0059]
FIG. 13 is a flowchart of the diagnostic system server and the arithmetic unit of the diagnostic terminal according to the embodiment of the present invention.
[0060]
This figure corresponds to the functional block diagram shown in FIG. In the figure, upon receiving an instruction to transmit a diagnostic program (ST1301), the diagnostic system server 2 acquires a program necessary for the promotion-level skill diagnosis and transmits it to the specified diagnostic terminal 6 (ST1302). Upon receiving the diagnostic program from the diagnostic system server 2, the diagnostic terminal 6 outputs a question to the HM output unit based on the received diagnostic program (ST1303), and the answer information of the promoted person 5 corresponding to the question output to the HM output unit Is received from the HM input unit (ST1304), the acquired response information is transmitted to the diagnostic system server 2 (ST1305), and the process ends. When transmitting the acquired response information to the diagnostic system server 2 in ST1305, the response information may be transmitted (transmitted each time) each time the response information is received by the HM input unit, or a certain amount of response information group or all response information groups May be transmitted together (batch transmission). Further, diagnostic system server 2 stores the answer information received from diagnostic terminal 6 in promoted skill information DB3 (ST1306), and ends the process.
[0061]
FIG. 14 is a flowchart of the operation unit of the diagnostic system server according to the embodiment of the present invention.
[0062]
This figure corresponds to the functional block diagram shown in FIG. In the figure, upon receiving an instruction to start an organizational constitution diagnosis (ST1401), the diagnostic system server 2 promotes the promoted skill information of the same position promoted person who has been promoted at the same time as the same time and same position promoted skill information. Is acquired from the hourly skill information DB3 (ST1402), the tendency of the acquired same-level, same-level job promotion-time skill information is calculated (ST1403), and the calculated promotion-time skill tendency information is stored in the promotion-time skill tendency information DB4 (ST1404). Then, the promotion-level skill tendency information DB4 is searched for the same position as the calculated promotion-level skill tendency information (ST1405), and the previously stored promotion-level skill tendency information is stored for the same position as the calculated promotion-level skill tendency information. It is determined whether or not there is any information (ST1406). If there is information previously stored, the information is skipped during promotion. If acquired from the trend information DB and added to the calculation result (ST1407), if not, the calculated elevated skill tendency information is transmitted to the user terminal 8 as it is (ST1408), and the transmitted upgraded skill tendency information is transmitted to the user terminal 8 at the time of promotion. The result is stored in the skill information DB 4 (ST1409), and the process ends.
[0063]
FIG. 15 is a flowchart of the operation unit of the diagnostic system server according to the embodiment of the present invention.
[0064]
This figure corresponds to the functional block diagram shown in FIG. In the figure, upon receiving an instruction to start an organizational constitution diagnosis (ST1501), the diagnosis system server 2 uses the same-level promotion skill information of the same position promoted person who has been promoted at the same time as the same-time same position promotion-time skill information. It is acquired from the promotion-related skill information DB3 for each organization (ST1502), and the tendency of the acquired same-position promotion job information at the same time is calculated for each organization (ST1503), and the calculated promotion-related skill tendency information is calculated for each organization. It is stored in the promoted skill tendency information DB4 (ST1504), and the promoted skill tendency information DB4 is searched for the same position as the calculated promoted skill tendency information (ST1505), and the same position as the calculated promoted skill tendency information is retrieved. It is determined whether or not there is previously stored skill tendency information at the time of promotion (ST1406). If there is information, the information is obtained from the promotion skill tendency information DB and added to the calculation result for each same organization (ST1507). Otherwise, the promotion skill tendency information calculated for each same organization is used as it is. Then, a comparison is made between the organizations (ST1508), the compared promoted skill tendency information is transmitted to the user terminal 8 (ST1509), and the transmitted promoted skill tendency information is stored in the promoted skill information DB4 (ST1510). , And the process ends.
[0065]
FIG. 16 is a diagram for explaining a more specific concept of the promotion-time skill diagnosis in the embodiment of the present invention.
[0066]
In the figure, people are strongly attracted to what they had in the past and what they had but now lost. Especially if you know it is irreversible. Specifically, for example, the “newness” of new employees and students in job hunting.
[0067]
Elevation is a milestone in which the role in organization 1 changes, and although it is an opportunity to reflect on one's own skills, one is chased by daily tasks or becomes commonplace. In this situation, even if you look back on your skills, you will not be motivated to think about your new role, not just your ambition.
[0068]
So, for example, by reminding me of my early days, which is said to be strongly attracted as a characteristic of a person, I can remind the promoted person 5 of my past ambition that I had at that time. I can do it. In the promotion-time skill diagnosis, a new ambition can be drawn from the promoted person 5 by performing the diagnosis in preparation for recalling such past ambitions. It can be said that the skill diagnosis after recalling the past ambition is equivalent to having the person who receives the diagnosis (specifically, the promoted person 5) look back on his / her own past.
[0069]
In other words, it is not always possible to perform an accurate skill diagnosis even if a diagnosis is made in the dark cloud, but rather it is important to first prepare the feelings of the person receiving the diagnosis before the skill diagnosis. As the side receiving the diagnosis prepares the feeling, it is expected that the role to be newly given to the promoted person 5 will be more effective for the promoted person 5 to be more calmly accepted.
[0070]
FIG. 17 is a diagram illustrating a specific example of a method of drawing out a new ambition shown in FIG.
[0071]
In the figure, in order to prepare the feelings of the promoted person 5 who is diagnosed before the skill diagnosis, a new ambition is drawn from the promoted person 5 by creating a lifeline of the promoted person 5 himself. The lifeline is expressed by a satisfaction / time curve, recalling when the satisfaction (the degree of fulfillment) in life changed.
[0072]
In the figure, by drawing the lifeline for three years after joining the company, one can recall what the promoted person 5 himself felt at that time.
[0073]
FIG. 18 is a diagram illustrating a specific example of the dimension (skill characteristics) item of the skill diagnosis at the time of promotion according to the embodiment of the present invention.
[0074]
In the figure, the dimensions (skill characteristics) for diagnosing the skills of the promoted person 5 are roughly classified into three types: "individual skills", "interpersonal skills", and "business execution skills". , "Vitality" and "Stability", and "Interpersonal skills" further include "Initiative", "Cooperation" and "Understanding", and "Business performance skills" include "Analysis" and " It shows that there are three more, namely, "formulation ability" and "business execution". An “initiative” is the ability to take the initiative in realizing the need and take on the challenge of further potential. "Vitality" refers to the ability to act mentally to achieve a purpose and to keep doing it through to the end. “Stability” refers to the ability to act independently based on one's own thoughts and to accomplish tasks in a stable manner despite oppression and opposition. “Leading power” refers to the ability to effectively communicate the desired direction to an individual or a group, enhance consent, and exert influence. “Cooperation” refers to the ability to accurately sense the feelings and desires of the opponent and the surroundings, and to strive to achieve the goal while appropriately correcting the reaction behavior and approach trajectory. "Comprehension" is the ability to grasp the main points from conversations, sentences, and data, and to understand the meaning correctly and quickly. “Analytic power” is the ability to organize information, clarify problems, and pursue core causes and essences. “Formulation ability” refers to the ability to set a logical path or combine existing information to clearly indicate the appropriate solution for the situation. “Perform work” refers to the ability to effectively plan and organize yourself and your organization's activities, monitor progress, confirm and correct, and ensure results.
[0075]
FIG. 19 is a diagram illustrating a specific example of a human resource type in the embodiment of the present invention.
[0076]
In the figure, it is shown that by analyzing the tendency of the dimensions shown in FIG. 18, human resource skills are broadly classified into three types: “self-service type”, “cooperative type”, and “standby type”.
[0077]
One of the characteristics of "spontaneous" human resources is that they are triggered by themselves and have behavior patterns that move from oneself. Also, the characteristic of “cooperative” human resources is that they have behavior patterns that move from themselves, even though the trigger of the action is an action from around.
[0078]
Furthermore, the characteristics of “standby” human resources are that the trigger of the action is an action from the surroundings, and that the person has an action pattern that does not move from himself. In today's transformational era, it is generally said that “self-directed” human resources are required, and that there are no “stand-by” human resources or even “coordinated” human resources. Therefore, it is said that all people must become “self-directed human resources”.
[0079]
However, people are not so easily changed. Maybe it doesn't change. This means that anyone other than "spontaneous" human resources has been denied its existence.
[0080]
If people were to remain the same, it would be more realistic to admit that their style did not need to change. However, there are ranks for each of "Spontaneous", "Cooperative", and "Stand-by", and advanced / intermediate is a rank that may recognize style as a person's individuality, but low-grade is likely to be eliminated. It can be said that
[0081]
In other words, it means that even a "self-directed" human resource is useless if it is low-grade, and a "stand-by" human resource is very useful if it is advanced. In other words, it is important to be able to reach a certain level or higher in any style, and if it has reached a certain level or more, it can be recognized that it is a characteristic of the person. However, the required personnel type composition ratio varies from organization to organization, and while recognizing the existence of each style, it affects the amount of personnel (number of people) required for the organization 1.
[0082]
Note that the type classification based on the dimension tendency analysis of human skill does not mean that the human resource is completely of that type, but indicates which type has a strong tendency. In addition, this type naturally changes according to the mission (command, role) given to each human resource or the person's awareness.
[0083]
FIG. 20 is a diagram for describing a spontaneous human resource in the embodiment of the present invention.
[0084]
In the figure, the dimensions indicating that “spontaneous” human resources tend to be high are “initiative”, “vitality”, “initiative”, and “formulation”. Depending on the height of "work execution", if you name them according to their image from the highest rank, they will be "conduction teacher", "lone wolf", and "outlaw".
[0085]
A major factor in “business execution” is “influence”. An "evangelist" is a person who has a great deal of influence on others and many people who go blind. A "lone wolf" is a person who has less influence on the surroundings than a "evangelist" but has a strong presence and is recognized by others. An “outlaw” is a person who has no influence on the surroundings and, on the contrary, does not accept his or her ego.
[0086]
FIG. 21 is a diagram illustrating an adjustable human resource in the embodiment of the present invention.
[0087]
In the drawing, the dimensions in which the “adjustable” human resources tend to be high are “cooperation”, “understanding”, and “analysis”. Depending on the height of "business execution", if you name them according to their image from the highest rank, they will be "balancer", "messenger", and "weathercock".
[0088]
A major factor in “work execution” is “coordination power”. A "balancer" is a person who has a great deal of coordination with others and is in harmony with the presence of this person. is there. "Messenger" is a human resource that is not as good as a "balancer" but has a moderate coordinating power and plays a role in bridging the stakes of the people around it. is there. "Weathercock" is a human resource that does not function at all with respect to the surroundings, and is a human resource that moves to the right and left.
[0089]
FIG. 22 is a diagram illustrating standby human resources according to the embodiment of the present invention.
[0090]
In the figure, the dimension in which “standby” personnel tend to be high indicates “stability”. Depending on the height of "work execution", if the names are given in accordance with the image in the order from the highest rank, "live-drawing" and "routine processing" are performed.
[0091]
A major factor in “business execution” is “specialization”. A common feature of "stand-by" personnel is that they do not want to change their style stubbornly or have a strong will to do so. This strong will may be close to conviction or unconscious, as in the surrounding situation, and is individual. The term "live lettering" refers to a person who, when asked, can immediately obtain the answer he or she wants, or who can provide a solution promptly, so to speak, is an expert on that path. "Routine processing" refers to human resources who only have a defined response as described in the manual. These "stand-by" human resources are not intermediate, and have the characteristic that their value is recognized only when they reach the expert level.
[0092]
FIG. 23 and FIG. 24 are diagrams showing specific examples of the question contents of the skill diagnosis at the time of promotion according to the embodiment of the present invention.
[0093]
In the figure, a specific example of the content of a question is shown by taking "initiative", "vitality", and "stability" as examples. In the figure, a circle with a negative item indicates an antonym question. The actual question is composed of these question items in a disaggregated manner.In the tabulation process in the diagnostic system, for example, numerical values pre-assigned to each question are tabulated, and the strength of each dimension is extracted and quantified. I have.
[0094]
FIG. 25 is a diagram illustrating a specific example of the diagnosis result of the skill diagnosis during promotion according to the embodiment of the present invention.
[0095]
In the same figure, the results of skill diagnosis for "spontaneous" human resources are shown, and the number of human resources that can be typed as "evangelist""lonewolf""outlaw" is shown concretely Things.
[0096]
FIG. 26 is a diagram illustrating a specific example of the diagnosis result of the promotion-time skill diagnosis according to the embodiment of the present invention.
[0097]
In the same figure, the results of skill diagnosis for "adjustment-type" human resources are shown, specifically showing the numerical values of human resources that can be classified as "balancer,""messenger," and "weathercock." It is.
[0098]
FIG. 27 is a diagram showing a specific example of the diagnosis result of the skill diagnosis at the time of promotion according to the embodiment of the present invention.
[0099]
In the same figure, the results of skill diagnosis for "standby" human resources are shown, and the numerical values of human resources that can be classified as "live-drawing" and "routine processing" are specifically shown. is there.
[0100]
FIG. 28 is a diagram illustrating a specific example of a diagnosis result of the tissue constitution diagnosis according to the embodiment of the present invention.
[0101]
The figure corresponds to the figure for explaining the information on the change in the tissue constitution in the embodiment of the present invention shown in FIG. In the figure, the characteristic dimensions in the skill diagnosis result of the chief of the division A are graphed.
[0102]
The diagnostic system server 2 extracts the characteristic dimension by the extraction logic stored in the diagnostic program 18 in advance, and determines the tendency pattern by the determination logic similarly stored in the diagnostic program 18 in advance. In the figure, the result of the data analysis indicates that "the tendency of the spontaneous type is originally high, but the number is decreasing. The tendency of the adjustment type is emerging."
[0103]
It is preferable that the diagnostician add a comment based on the data analysis result automatically output by the diagnostic system server 2, and the comment can be added by estimating the cause of the information about the organization 1 interviewed with the organization 1. In the figure, a comment from the physician states, “It is estimated that the coordination work has increased as the size of the organization has increased. It is just before the disease of large tissues and before the response to the business environment slows down, We recommend a review of the issue. "
[0104]
FIG. 29 is a diagram showing a specific example of the diagnosis result of the tissue constitution diagnosis according to the embodiment of the present invention.
[0105]
FIG. 28 corresponds to FIG. 28, similar to FIG. 28, for explaining information on a change in tissue constitution according to the embodiment of the present invention. In the figure, the characteristic dimensions in the result of the skill diagnosis of the chief of the division B are graphed.
[0106]
Similarly, in the figure, the result of the data analysis indicates that "they are originally of the adjustment type, and there is no change in the tendency. This indicates that human resources other than the adjustment type have not been trained." In addition, in the figure, a comment from a consultant states, "It is now time to reconsider whether coordinating work is still a good thing, despite the changing business environment."
[0107]
FIG. 30 is a diagram showing a specific example of the diagnosis result of the tissue constitution diagnosis according to the embodiment of the present invention.
[0108]
28 corresponds to FIG. 3 similar to FIGS. 28 and 29 and illustrates information relating to a change in tissue constitution in the embodiment of the present invention. In the figure, the characteristic dimensions in the result of the skill diagnosis of the chief of the division C are graphed.
[0109]
Similarly, in the figure, as a result of data analysis, "stand-by type is remarkable, there is no change in the tendency. It is urgent to break down the organizational structure that is still old. It is complete organizational rigidity, and it is necessary to change the culture of the organization. Takes a lot of effort and a long time. " Also, in the figure, a comment from a physician states, “The organization is large and there is a chronic shortage of spontaneous human resources. It is urgent to overcome large tissue diseases. Should start with excavation and cultivation. "
[0110]
FIG. 31 is a diagram showing a specific example of the diagnosis result of the tissue constitution diagnosis according to the embodiment of the present invention.
[0111]
This figure corresponds to the figure for explaining the information on the change in the tissue constitution in the embodiment of the present invention shown in FIG. In the same figure, in order to clarify whether the characteristic dimension is due to an external factor or an internal factor in the result of the skill diagnosis of the chief position of the business unit A, the business unit A, which is a business unit under the same umbrella, , B, and C are graphed for the “initiative” of the chief position, which is the same position. By comparing tissues under the same umbrella that are likely to have similar environments, a clearer diagnosis of the constitution of the tissues can be made.
[0112]
Based on the fact that each business unit under the same umbrella is susceptible to the same external factor, it is determined whether or not the remarkable decrease in the “initiative” in the business unit A is due to an external factor. In the figure, the results of the data analysis show that the decline in the initiative is not due to an external factor of the organization, but to an internal factor. Although the quality of recruited human resources also changes over time, this decline has been affected. No, the decreasing trend is due to changes in tissue constitution. "
[0113]
【The invention's effect】
According to the present invention described above, a diagnosis result of an individual promoted person obtained by the skill diagnosis at the time of promotion can be used as a "rule of thumb" for diagnosing the constitution of the organization to which the promoted person belongs. That is, the organization constitution diagnosis result in the present invention is used as a judgment material regarding the organization operation for a person who is involved in the organization operation or a person who advises the organization operation.
[0114]
In addition, by comparing the divisions under the same supervising organization with the promotion skills of the same position, all divisions such as personnel composition ratios and prescribed operations are all comprehensively treated from the viewpoint of climate. It can provide information to judge the uniqueness of the organization.
[0115]
Also, for example, if the Japanese economy is so sluggish and the slump is prolonged for a long time, the methods that have been vaguely continued from the time of rising so far have become inaccessible. In this case, it is easy to seek the cause of external factors, such as a poor economy and not making a profit, or internal factors such as the poor functioning of individuals, which are the minimum units that constitute the organization 1 (insufficient effort) Tends to find the cause.
[0116]
However, although it does not readily surface, the responsibility of the organization administrator for neglecting to improve the constitution of the organization 1 is the heaviest. However, one of the reasons for the lack of self-responsibility of the organization operator was that there was no objective index for examining the organizational structure. Here, the purpose is to draw a sense of self-responsibility from the organization administrator rather than to determine who is bad and to make a positive change in the constitution of the organization 1.
[0117]
Therefore, by using the organization constitution diagnosis system of the present invention, an effect (motivation) of bringing out the self-responsibility (intrinsic desire) to the organization operator can be expected. In other words, the greatest effect is that it is possible to step one step into the constitution of the tissue 1 that has not been focused on until now.
[0118]
The HR department holds the most information about human resources, which is generally called personnel information, and the promotion skill diagnosis information is one of them. However, since such personnel information is information about people, it must be handled with caution and has been excluded from the personnel department. For this reason, the HR department tends to give some kind of power to departments outside the HR department, and from the perspective of other departments, the HR department has tended to be afraid of unknown power.
[0119]
By using the organizational constitution diagnosis information output from the organizational constitution diagnosis system in the present invention, in addition to the role of the personnel department in the future, the role of the counselor for the organization administrator (specifically, (A diagnostician shown in FIG. 28). In other words, it can be said that the organization constitution diagnosis system according to the present invention can be a system that assists a new role of the personnel department in the future, which is a great effect.
[Brief description of the drawings]
FIG. 1 is a block diagram illustrating the definition of a post in an organization.
FIG. 2 is a block diagram illustrating the concept of the present invention.
FIG. 3 is a view for explaining information on a change in tissue constitution according to the embodiment of the present invention.
FIG. 4 is a block diagram illustrating the relationship between the supervising organization and the business unit organizations under the supervision in the embodiment of the present invention.
FIG. 5 is a block diagram illustrating a relative comparison of skills during promotion between business units according to the embodiment of the present invention.
FIG. 6 is a block diagram illustrating an overall view of a system for realizing the concept of the present invention.
FIG. 7 is a hardware block diagram of a diagnostic system server according to the embodiment of the present invention.
FIG. 8 is a hardware block diagram of a diagnostic terminal according to the embodiment of the present invention.
FIG. 9 is a hardware block diagram of a user terminal according to the embodiment of the present invention.
FIG. 10 is a functional block diagram of a diagnostic system server and a diagnostic terminal according to the embodiment of the present invention.
FIG. 11 is a functional block diagram of a diagnostic system server according to the embodiment of the present invention.
FIG. 12 is a functional block diagram of a diagnostic system server according to the embodiment of the present invention.
FIG. 13 is a flowchart of a diagnostic system server and a calculation unit of a diagnostic terminal according to an embodiment of the present invention.
FIG. 14 is a flowchart of the operation unit of the diagnostic system server according to the embodiment of the present invention.
FIG. 15 is a flowchart of the operation unit of the diagnostic system server according to the embodiment of the present invention.
FIG. 16 is a view for explaining a more specific concept of promotion-level skill diagnosis according to the embodiment of the present invention.
17 is a view for explaining a specific example of how to draw out a new ambition shown in FIG. 16;
FIG. 18 is a view for explaining a specific example of items of dimensions (skill characteristics) of skill diagnosis at the time of promotion according to the embodiment of the present invention.
FIG. 19 is a diagram illustrating a specific example of a human resource type in the embodiment of the present invention.
FIG. 20 is a diagram illustrating a spontaneous human resource according to the embodiment of the present invention.
FIG. 21 is a diagram illustrating an adjustable human resource according to an embodiment of the present invention.
FIG. 22 is a view for explaining standby human resources in the embodiment of the present invention.
FIG. 23 is a diagram showing a specific example of the content of a question in a skill diagnosis during promotion according to the embodiment of the present invention.
FIG. 24 is a diagram showing a specific example of a question content of a skill diagnosis at the time of promotion according to the embodiment of the present invention.
FIG. 25 is a diagram showing a specific example of a diagnosis result of a skill diagnosis during promotion according to the embodiment of the present invention.
FIG. 26 is a diagram showing a specific example of a diagnosis result of a skill diagnosis at the time of promotion according to the embodiment of the present invention.
FIG. 27 is a diagram illustrating a specific example of a diagnosis result of a skill diagnosis during promotion according to the embodiment of the present invention.
FIG. 28 is a diagram showing a specific example of a diagnosis result of tissue constitution diagnosis according to the embodiment of the present invention.
FIG. 29 is a diagram showing a specific example of a diagnosis result of tissue constitution diagnosis according to the embodiment of the present invention.
FIG. 30 is a diagram showing a specific example of a diagnosis result of tissue constitution diagnosis according to the embodiment of the present invention.
FIG. 31 is a diagram showing a specific example of a diagnosis result of tissue constitution diagnosis according to the embodiment of the present invention.
[Explanation of symbols]
1 organization
1-1 Division organization (subordinate organization)
1-2 Supervisory organization (superordinate organization)
2 Diagnostic system server
3 promoted skill information DB
4 Promoted person skill tendency information DB
5 Promoted
6 diagnostic terminal
7 Users
8 User terminal

Claims (5)

A system for diagnosing the organization constitution, which is the culture of the organization, by using the promotion skills of a person who has been promoted to a position within the organization,
A promotion-related skill information database that stores promotion-related skill information of a person whose position has been promoted;
From the promotion-time skill information database, promotion-time skill information acquisition means for acquiring the promotion-time skill information of the same position promoted person who has been promoted at the same time as the same-time promotion of the same position,
Elevation-time skill tendency information calculation means for calculating the tendency of the same-time and same post promotion skill information acquired by the promotion-time skill information acquisition means,
A promotion skill tendency information database that stores the promotion skill tendency information calculated by the promotion skill tendency information calculation means,
When outputting the promotion skill tendency information calculated by the promotion skill tendency information calculation means, the promotion skill tendency information database is searched for the same post promotion, and the previously stored promotion skill tendency information is not included. For example, there is provided an information output means for adding and outputting the promoted skill tendency information, and providing the promoted skill tendency information to be output as information relating to the change in the organizational constitution. A system for diagnosing the organizational structure of at least a plurality of business units under the umbrella of a higher-level supervising organization using the promotion skills of a person who has been promoted to a position within the business units,
The promotion-time skill information acquisition means acquires the same post-promotion promotion skill information for the same business unit organization at the same time,
The promotion-time skill tendency information calculation means calculates the tendency for each of the same business unit organizations, and compares the respective calculation results for the same promoted job title among the business unit organizations. Item 2. The tissue constitution diagnosis system according to Item 1. A method of diagnosing the organization constitution, which is the culture of the organization, by using the promotion skill of a person who is promoted to a position in the organization,
Skill information at the time of promotion of the position promotion person is stored in the promotion skill information database,
From the promotion-time skill information database, acquire the promotion-time skill information of the same position promoted person who has been promoted at the same time as the same-time promotion of the same position,
Calculate the tendency of the acquired skill information at the same time and same position promotion,
The calculated promotion skill tendency information is stored in the promotion skill tendency information database,
When outputting the calculated promotion skill tendency information, the promotion skill tendency information database is searched for the same job promotion, and if there is previously stored promotion skill tendency information, the promotion skill tendency information And output
A method for diagnosing organizational constitution, wherein the output skill tendency information at the time of promotion is provided as information relating to a change in the organizational constitution. A method of diagnosing the organizational structure of at least a plurality of business units under the umbrella of a higher-level supervising organization using the promotion skills of promoted officials in the business units,
The method according to claim 3, wherein when acquiring the promotion-time skill information, the same-job promotion information at the same time is acquired from the promotion-time skill information database for each of the same business unit organizations. 5. Tissue constitution diagnosis method. In the case of calculating the promotion-time skill tendency information, the tendency is calculated for each of the same business division organizations, and the respective calculation results are relatively compared between the business division organizations with respect to the same job promotion person. The tissue constitution diagnosis method according to claim 4, wherein

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