JP2007241673A - Skill management system, method and program - Google Patents

Abstract

<P>PROBLEM TO BE SOLVED: To accurately manage skill required in an organization, to continuously provide a homogenous service in a group, to easily find candidates when starting a project and to achieve cultivation of human resources and appropriate human resource arrangement. <P>SOLUTION: The skill management system comprises: a database for storing a technical level that an individual has for a plurality of technical items classified for each category; a means for extracting the technical level of the individual; a means for graphically showing the extracted technical level of the individual; a means for extracting a lacking technical level by determining the technical levels of group members in the group; a means for extracting candidates who have the technical level required for the lacking technical item; a skill database for storing the skill separately as input skill and output skill; and a means for comparing skill information required in the organization and individual skill information and outputting the skill required for the individual and a skill value as individual cultivation information. <P>COPYRIGHT: (C)2007,JPO&INPIT

Description

  The present invention makes it possible to easily determine the technical level possessed by an individual or organization by quantitatively managing the skills possessed by the individual and the organization or group, and by illustrating the skill level. It is possible to develop human resources so that they can be homogenized, and to replenish human resources. In addition, it is possible to objectively extract human resource candidates necessary for the optimal allocation of human resources and the start of new projects. This is related to a skill management system, method, and program that can be used for human resource development and optimal human resource allocation of human resource utilization organizations.

  Conventionally, many methods have been adopted in which individual employees self-declare the technical level for the technical items prepared by the company, and the supervisor assesses and judges the contents, but in general, grasp the skills necessary for business Therefore, it is difficult to determine the skill level of each individual, and it is necessary for the checker (supervisor) to have a wide range of knowledge and the ability to make fair and appropriate judgments. There is room for subjectivity in determining skill levels by humans, and the development of skill-up plans tends to be uniform.

  In addition, as the years pass, the technical levels of the employees that make up the organization and group become heterogeneous, resulting in differences in the technical level of the organization and group. Can no longer provide a uniform service. In addition, when a new project is established and an existing organization or group responds, the required technical level may not be satisfied as an organization or group, and other employees who satisfy the technical level in response to this may not be satisfied. Can easily determine the technical level of an individual or organization or group for a technical item, and can easily examine personnel with the required technical level, A system that can train human resources necessary for future business development is desired.

  Up to now, as a technique related to individual skill management and skill improvement, for example, in Patent Document 1, management of education of an education student is performed with respect to a management education system performed for the purpose of managing the education of a plurality of education students in a company. Standardize the development plan, course design, and course operation of trainees such as computer maintenance technicians, and manage and analyze the skill information of learners including the above trainees in order to efficiently perform training. It is related to the management education system for conducting the training, clarifying the human resource development guidelines in the company without depending on the individual skills, and both the on-site side and the education side are two types of education methods OFFJT and OJT Technology that provides a management education system that enables human resource development under a common goal in consideration of mutual continuity .

Patent Document 2 is obtained by scoring personal qualities and component information and answers to skill grasp test questions in order to manage employee and organizational skills that are suitable for human resource development in companies and the like. Create personal information from the grasping result information, create the personalized training plan information, calculate the difference between the training plan information and the grasping result information, and reflect it in the creation of the training plan information. Is proposing a technology that provides a skill management system that can provide efficient and optimal management and training programs.
JP-A-8-76680 JP 2002-2217197 A

  By the way, the above-mentioned technology is to grasp the current skill level of an individual by regularly testing, and acquire knowledge and qualifications based on a skill improvement plan. In order to maintain the skill level, it is inefficient because it is necessary to check the individual skill level and review the result as an organization. In addition, the skills necessary for an organization such as a company are not necessarily limited to knowledge ability, but also the ability to output effective output to the organization. It is inefficient to grasp the knowledge level by conducting tests at any time.

  The present invention has been made in view of the above-described circumstances, and skill levels of individuals, groups, and organizations can be determined easily and appropriately. As individuals, it is possible to extract technical items having a low technical level of the individual. Yes, as a group, after judging the technology level that the group has, it is possible to point out technical items that do not meet the required technology level, help to formulate an educational program, and when a new project is launched Makes it possible to select candidates for technical items that lack the technical level among the technical items required for the project, and to enable the understanding of individual employee skill levels through daily business activities. Skill management system, method and system that can accurately manage the necessary skills and enable human resource development and appropriate human resource allocation An object of the present invention is to provide a program.

  To achieve the above object, a skill management system according to the present invention includes an employee information database for storing employee information, a skill database for storing technical items identified by technical categories and technical identification information, and technical levels in association with each other. And a technical level extracting means for extracting a technical level of an individual designated from the skill database, and a personal skill illustrating means for illustrating the technical level from the extracted technical level. .

  According to the present invention, the technical level of the technical item possessed by the employee can be extracted and illustrated, so that the individual employee's individual technical level can be easily determined and reflected in the next education. .

  Preferably, a technical skill level required in a project and a project skill database including a technical level required in the technical item, and a technical level of a member in an organization or group that already exists using the project skill database. PJ deficient technical item extracting means for determining and extracting deficient technical level is configured.

  According to the present invention, when a new project is started, it is possible to extract technical items having insufficient technical levels when dealing with the project in an existing organization or group. It will be possible to quickly take measures against insufficient technical items.

  Here, a project (PJ) refers to a series of activities carried out for the purpose of producing a single product or result within a certain period with a certain business purpose. Then, it includes all work widely performed by teams and groups (hereinafter referred to as team work).

  In addition, with respect to the technical items registered in the project skill database, a project skill diagram illustrating at least one of a technical level required in the project and a technical level possessed by a member of an existing organization or group It is also preferable that the apparatus is configured to include a conversion unit.

  According to the present invention, when a project is established, the technical items necessary for the project, the technical level thereof, and the technical level of the technical item of an existing organization or group can be illustrated. Easy to judge and help to take measures.

  Furthermore, it is also preferable to include a first candidate extracting means for extracting candidates having a technical level that is insufficient in the project from outside the organization or the group.

  According to the present invention, a candidate for a technical item whose technical level is insufficient in a project can be raised from an employee outside the group, so that it is possible to quickly respond to the start of the project.

  More preferably, it is defined in the project skill database including the technical items required in the project and the technical level required in the technical items, and the required technical items registered in the project skill database. Second candidate extracting means for extracting candidates having a technical level.

  According to the present invention, candidates can be raised from all subjects for a new project, so that the project can proceed smoothly.

  Furthermore, the technical level database stores the input skills and output skills separately for each category, inputs the skill identification information of the skills acquired by the employees for each employee, and refers to the skill database to determine the evaluation points of the employees. Employee skill input means to be stored, skill evaluation means to input other person's evaluation points for the employee's output skills, and employees based on the evaluation points input by the employee skill input means and the skill evaluation means A means for calculating the skill value of the employee and storing it as employee skill information, a means for inputting the necessary skill information including skills required for the organization and the skill value for each organization, the necessary skill information for the organization and the employee skill information, To output necessary skills and skill values as employee training information. When, also preferable to configured with.

  According to the present invention, individual skill information can be managed by dividing it into input skills such as knowledge acquisition and output skills such as education to the outside. Skills that employees should acquire based on organizational skill information And employee training information is output, making it easier to plan employee education.

  Further, it is preferable that the skill database is configured so that an essential skill or an optional skill can be set for each department, and the employee training information is output by being classified according to the essential skill and the optional skill.

  According to the present invention, essential skills and optional skills can be registered for each department, so that the skills required for each department can be reliably set in an individual education plan.

  Further, the skill database is stored by associating skill identification information and evaluation points separately for each input skill and output skill for each category, and inputs the skill identification information of the skill acquired by the employee for each employee. Employees' evaluation points are stored with reference to the above, the employee's output skills are input by the skill evaluation means for inputting other employee's evaluation points, the skill database evaluation points and the skill evaluation means Enter the skills and skill values required for each organization by means of calculating the skill values of the employees based on the evaluation points, and the skill values required for the organization by category and the skill values of employees belonging to the organization. Based on the above, there is a means for calculating the excess or deficiency of the skill value of the organization and outputting the calculation result Also good to configured to include.

  According to the present invention, since it is possible to know whether the skill value required as an organization for each category and the skill value of the employees constituting each organization are excessive or insufficient, it is possible to appropriately arrange human resources.

  In order to achieve the above object, a skill management method according to the present invention relates to an employee information database storing employee information, a technical item identified by a technical category and technical identification information, and a technical level, for each employee. And a step of extracting a technical level of a specified individual using a skill database stored in the database, and a step of illustrating a technical level from the extracted technical level.

  In order to achieve the above object, a skill management program according to the present invention is a program that operates on a computer that manages skills possessed by an individual, an employee information database that stores employee information, a technology category, and technology identification information. The technology level identified from the extracted technology level is shown by associating the technology item identified by the technology level with the technology level and extracting the specified technology level of the individual using the skill database stored for each employee. The processing to be performed is operated on a computer.

  This program runs on a server, registers skill information of human resources required by companies as an organization DB, and registers job applicant skill information as an employee DB. Function.

  According to the present invention, specific technical items to be acquired in the future by individual employees can be easily confirmed, and an individual's current level can be objectively grasped for each technical item. Based on this, educational plans such as OJT can be made easily. In addition, it is possible to grasp the technical items that are lacking at the start of the project, to list new candidates, and to make educational plans. In addition, the opportunity to homogenize the organization between groups where the technology level possessed with each passing year is inhomogeneous, and contribute to providing a uniform service that covers the necessary technologies.

  In addition, it is possible to grasp the skill level of individual employees and groups through daily business activities, and since individual skills are managed separately for input skills and output skills, skills effective for the organization can be managed accurately. . In addition, it is possible to train human resources and appropriately allocate human resources using skill information required for the organization and individual skill information.

  Embodiments of the present invention will be described below. FIG. 1 is a functional block diagram of a skill management system according to a first embodiment of the present invention, an employee terminal that communicates with the system, and a department terminal.

  In FIG. 1, the skill management system is connected to an employee terminal 2 and a department terminal 3 via a LAN (Local Area Network) 4.

Here, the skill management system 1 is managed and operated by a personnel department or a service provider who manages human resource information. The employee terminal 2 is one or more terminal devices of employees who desire a service provided by the service provider.
The department terminal 3 is one or more terminal devices of the department to which the employee belongs.

  The skill management system 1 includes a transmission / reception unit 12 for transmitting / receiving data via a LAN (Local Area Network) 4, a central processing unit 13 for processing data received from the transmission / reception unit 12, and storing data It comprises an input unit 15 and a display unit 16 for inputting / outputting data to / from the storage unit 14 and the central processing unit 13.

  Further, the central processing unit 13 is a transmission / reception processing means (function) 131 that exchanges data with the transmission / reception unit 12, and an input / output processing means (function) 132 that exchanges data with the input unit 15 or the display unit 16. , Personal / organization information registration means (function) 133 for registering employee and organization information received via the input / output processing means (function) 132 or the transmission / reception processing means 131, and registering the technical level of each technical item of the employee The technical level registration means (function) 134, the technical level extraction means (function) 135 for extracting the technical level of each technical item of the employee from the database, and the extracted technical level of the individual employee are diagrammed so as to be easily understood visually. Individual technical level diagramming means (function) 136, technical level required for project (PJ), technical level and organization or group PJ deficient technical item extracting means (function) 137 for extracting deficient technical items from the technical level to be obtained, PJ technical level diagramming means (function) 138 for expressing the technical level of the extracted technical items of the PJ, and organization when the PJ is established Alternatively, the first candidate extraction means (function) 139 for outputting candidates for the technical items for which the technical level is insufficient in the group, the required technical level for the technical items required when the PJ is established It comprises second candidate extraction means (function) 140 for enumerating employees.

  The storage unit 14 also includes an employee database (DB) 151 that stores information related to employees, an organization database (DB) 152 that stores information related to organizations, and a skill database (DB) 153 that stores technical levels of each technical item of employees. , A group database (DB) 154 for storing information on groups, and a PJ skill database (DB) 155 for storing technical items and technical levels required in the project.

  The employee terminal 2 includes a transmission / reception unit 12 for transmitting / receiving data via a LAN (Local Area Network) 4, a central processing unit 23 for processing data from the transmission / reception unit 12, and the central processing unit 23. The input unit 25 and the display unit 26 are used to input and output data.

  The department terminal 3 includes a transmission / reception unit 32 for transmitting / receiving data via a LAN (Local Area Network) 4, a central processing unit 33 for processing data from the transmission / reception unit 32, and a central processing unit 33. It comprises an input unit 35 for inputting / outputting data and a display unit 36.

  FIG. 2 shows a data configuration example of the employee DB 151. As shown in this figure, the employee information shows the “employee ID” that identifies the employee, the “name” of the employee, the date of joining the company, the “current affiliation” that is the current department of the employee, the email address, and the job title of the employee. Job title ID, password, etc. are stored. FIG. 2 shows an example in parentheses. For example, in FIG. 2, the name is Taro Yamada and the title is a group leader. Other past affiliations may be stored.

  FIG. 3 is a data configuration example of the employee skill DB 153. As shown in this figure, the technology possessed by each employee stores the technical items and the technical level of the employee at that time in units of employees. There are “Current Level”, “Target Level”, and “Achievable Level” as the level. The technical level at the time of registration, the technical level listed as the individual target, and the final after a certain period The level reached. FIG. 2 is an example, and there are many more actual technical items.

  FIG. 4 shows a configuration example of the organization DB 152. In this figure, a department ID for identifying a department, a department name, a department leader in which the leader of the department is represented by an employee ID, and a plurality of lower department IDs for identifying the lower departments are stored. In FIG. 4, the actual setting example is shown in parentheses. For example, the department name of department ID = B0001 is “Technology Department”, and the subordinate department has a lower department name “First Technology Department” of lower department ID = BA001. The subordinate department further includes a subordinate department ID for identifying the subordinate department, a subordinate department name that is the name of the subordinate department, a subordinate department leader, a subordinate department leader identified by the employee ID, and members of the subordinate department Are stored in subordinate departments identified by employee IDs of a plurality of employees. The department ID and the lower department ID may be expressed by a numerical code of several digits, or may be a code in which alphanumeric characters are interlaced.

  FIG. 5 shows a configuration example of the group DB 154. Stored from the group ID for identifying the group for each group, the group name, the group leader, and the group members. The group may be, for example, a group such as a “defect elimination promotion group” or a “distribution station cleaning group” operating in the company. Alternatively, an organization called “Technology Department 1st Section” can be captured as a group, but in this embodiment, a department is captured as an organization.

  FIG. 6 shows a configuration example of the PJ skill DB 155. It is the PJ skill DB 155 that defines the technical items required when the project is started and the technical level required in the technical items. As shown in FIG. 6, “necessary / unnecessary” of the technical item and the necessary technical level are stored for each project.

  FIG. 7 is an example in which the technical level of the technology possessed by individuals, groups, and projects is expressed on a radar chart. As shown in FIG. 3, the technical level is illustrated in three levels, “current level”, “target level”, and “reasonable level”. In the present embodiment, the radar chart is illustrated as an example, but it may be a bar graph or the like.

The skill management system is configured as described above, and its operation will be described below.
[1. Information registration stage]

  First, the system administrator inputs basic information necessary for the operation of the skill management system, such as employee information, group information, organization information, and technical level, from the input unit 15. The entered employee information, organization information, group information, and project information are registered in the employee DB 151, organization DB 152, group DB 154, and PJ skill DB 155 by the individual / organization information registration means 133, respectively. The technical level is registered in the skill DB 153 by the technical level registration unit 134.

  Registration of each information will be described with reference to FIG. The system administrator performs registration using a keyboard and screen directly connected to the skill management system 1. When logging in to the system, it is required to enter a password, etc., and the security is ensured. As this password, the “password” of “employee information” shown in FIG. 2 is used. Although the screen is not shown, the technical information and some items of “technical level are input for the employee information, organization information, group information, PJ information and each of them (S81b). The skill management system 1 has received ( S81a), the information is registered in the employee DB 151, organization DB 152, skill DB 153, group DB 154, and PJ skill DB 155 (S82a).

  At this time, the input contents are checked and error processing is also performed, but this is not shown in the flowchart of FIG. The skill management system 1 notifies the system administrator that it has been registered (S83a). The registration operation is continued until all items are input (S83b). This input operation is not performed at the same time, but is performed according to the DB. For example, the technical level is input when new employee education or mid-level employee education is performed. In this case, an employee directly inputs a value using the employee terminal 2, or a person in charge of education uses the terminal 3 of the management department to perform an input operation at the technical level of the employee. In this way, information necessary for the skill management system 1 to operate is stored in the storage unit 14.

In the present embodiment, the information registration is performed using the keyboard directly connected to the skill management system 1, but other terminals on the LAN, for example, the department terminal 3 or a communication network (not shown) It is also possible to register via this.
[2. Technical level extraction]

  The technical level extraction operation for individuals, organizations, groups, and projects (PJ) will be described with reference to FIGS. First, the technique level extraction for individuals will be described with reference to FIG. This operation is performed by the technical level extraction unit 135. An individual is designated by an employee ID or the like, and the technical level of the individual is extracted. Based on the employee ID, the skill level is extracted with reference to the skill DB 153 (S101), and the extraction operation is performed on all the technical items (S102). Output after extracting the technical level of all technical items of the designated employee.

Next, the operation of extracting technical levels of individuals, organizations, groups, and projects will be described with reference to FIG. In the case of an individual, an “individual skill level extraction routine” is started with the employee ID as a parameter (S91), and the skill levels for all technical items are output (S92). In the case of an organization, group, or project (S94), the technical level is acquired for each member by starting the “personal technology level extraction routine” with the employee ID as a parameter for each member (S95). By performing the extraction operation (S96), it is possible to acquire the technical level relating to all the technical items of all the subjects. Outputs the average, maximum, and minimum values of the technical level of all members. In this embodiment, it is assumed that there is no problem if there is at least one member having a value equal to or higher than the technical level required for each technical item in executing the project.
[3. Illustrated]

  Using the extracted technical level, an operation for diagramming a radar chart as shown in FIG. 7 will be described with reference to the flowchart of FIG. This operation is performed by the personal skill level graphic representation unit 136 and the PJ technical level graphic representation unit 138. It is determined whether the illustration is for an individual (S111). If it is an individual, the "personal skill level extraction routine" described above is activated (S112). The acquired technical items that define the technical level of the individual are diagrammed into tables, radar charts, etc. (S113). The technical items to be diagrammed may be designated in advance or may be designated on the spot.

In the case of an organization, a group, and a project, the organization, group, and project are designated as parameters and a “technical level extraction routine” is started (S114), and the technical level of the necessary technical items as the organization, group, and project is acquired. The technical level of the technical items required for the table or the radar chart is illustrated (S115). Whether the average value is the technical level or the maximum value is the technical level will be discussed separately. Moreover, the average value, maximum value, and minimum value of the technical level can be illustrated.
[4. Extracting PJ deficient technology items]

  The operation for extracting insufficient technical items of a project will be described with reference to the flowchart of FIG. Necessary technical items and necessary technical levels are extracted based on the PJ skill DB 155 shown in FIG. 6 (S121). This operation is performed by the PJ deficient technical item extraction unit 137. The current member is, for example, a member of the “Engineering Department First Technical Section”, which is the current organization, or a member of an existing group.

Regarding the technical items required as a project, the technical level possessed by the aforementioned members is compared with the technical level required by the project (S122, S123). If the technical level of the target employee in the technical item is higher than the technical level required for the project (S123), the technical item is output as OK (S124), and then all the required technical items in the project are investigated. Is completed (S128), and if all the technical items have been investigated, the process ends (yes route of S128).
If all the technical items have not been completed, the process proceeds to a technical level survey for the next technical item (S129).

When the technical level of the member to be compared does not satisfy the level required for the project (S123), it is determined whether or not the next member remains (S125), and all the target members are processed. In this case, since there is no member who satisfies the required technical level for the technical item, it is output as NG (S126). If there are still members that have not been compared, the process proceeds to step S122 so that the above operation is performed on the next member (S127).
[5. Candidate extraction]

  The operation for searching for a candidate for a technical item whose technical level is insufficient in the project will be described with reference to FIG. This operation is performed by the first candidate extracting unit 139 and the second candidate extracting unit 140. Using the above-described PJ deficient technical item extraction routine, a technical item that is deficient in the extracted project and a necessary technical level are extracted (S131). The search target is set to a target other than the search target employee in the PJ deficient technical item extraction routine (S132), and the technical level required for the project is compared with the technical level of the search target employee (S133).

If the technical level of the search target employee is equal to or higher than the technical level required by the project, it is output as a candidate, for example, to a buffer (S134). If not, if there is a next target person (S135), the process returns to step S132 to perform the above-described comparison with the next target person (S136). If all target persons have been investigated, it is determined whether all target technical items have been completed (S137), and if not completed, the above-described comparison operation is performed on the next technical item (S138). Return to S132. If all target technical items have been investigated, the process ends (yes route of S137).
The first embodiment of the present invention is configured and operates as described above.

  According to the present invention, the technical level of individuals and groups can be schematized, and if there are no human resources in the group or organization that reach the required technical level in the technical items required for the project, Human resources with a technical level or higher required in the technical item can be extracted and output as candidates.

  Next, a second embodiment will be described below. FIG. 14 is a functional block diagram of a skill management system according to the second embodiment of the present invention, an employee terminal that communicates with this system, and a department terminal. The employee terminal and the department terminal have the same configuration as the first embodiment. The second embodiment is different from the first embodiment in that the technical items defined as the technical level are classified into input skills and output skills to classify the technologies possessed by the employees in more detail.

  In addition to the first embodiment, a category skill database (DB) 156, an employee skill database (DB) 157, and an organization necessary database (DB) 158 are added to the storage unit 14. , Skill information registration means (function) 141, employee skill input means (function) 142, necessary skill input means (function) 143, skill evaluation means (function) 144, personnel placement plan presentation means (function) 145, employee search means ( Function) 146 has been added.

  In the present embodiment, the plurality of databases and means are added, but they may exist independently instead of being added. The added database and means will be described below. FIG. 15 shows a configuration example of the category skill DB 156. In FIG. 15, the category skill DB 156 stores a category code and a category name for identifying a skill category, and information on a plurality of skills associated with the category code is stored. The skill information stores a skill code for identifying the skill, a skill name, an input / output flag indicating whether the skill is an input skill or an output skill, and points obtained when the skill is acquired.

  Here, the input skill is not a skill that has actually been executed by using the skill but a skill input by an individual who has received education or attended a workshop. Output skills refers to the skills of an actual skill that an individual has performed, such as an instructor at a workshop, experience in using the skill in the field, or writing a technical document. Is. This category skill information is referred to when the skill acquired by the employee is registered in the employee skill DB 157 and when the skill of the employee belonging to the organization is registered in the organization necessary skill DB 158.

  FIG. 16 is a data configuration example of the organization necessary skill DB 158. A request code that identifies the skill required by the organization, a category code that identifies the category of the skill, a skill code that identifies the skill, a request point that represents the skill value of the human resource requested by the organization associated with this category code and skill code, Information such as an essential skill (H) and an optional skill flag (N) indicating whether this skill is a necessary skill for the organization or an arbitrary skill is stored.

  The organization required skill DB 158 may manage the point values required for the entire organization (department) or may be managed as the point values required for individuals in the organization. FIG. 16 is managed for each individual. Here, the skill (request code Y001) required for the employees in the department means that the combination of category code and skill code requires J001S003 and J002S001 to have at least 200 requested points. For S001 and S002 in category J001, each skill is arbitrary, but a total of 300 or more points is required. Further, any skill of category J002 is not designated. This indicates that the total value of one or more skill points belonging to the category J002 is 300 or more.

  FIG. 17 is a data configuration example of the employee skill DB 157. In this figure, for each employee ID, the skill category code and skill code that the employee acquired, the acquisition date that represents the date that the employee acquired the skill, the fixed evaluation points that can be obtained by acquiring this skill, and the employee acquired When the skill is an output skill, information such as evaluation points (variation points) for the documents output by the employee is stored.

This change point is transmitted to the skill management system 1 via the department terminal 3 by the department that uses the output product of the employee, for example, the department to which the employee belongs, and is stored in the employee skill DB 157. Like that. Although the data structure is different from the skill DB according to the first embodiment, both can be combined into one employee skill DB as shown in FIG.
[1. Information registration]

  Next, the operation of registering each information will be described. The category skill information is registered in the category skill DB 156 by the skill information registration unit 141 when the system administrator inputs the category skill information using the input unit 15 of the skill management system 1 as in the first embodiment. Similarly, the information regarding the skill of the employee necessary for the organization input from the input unit 15 of the skill management system 1 is registered in the organization required skill DB 158 by the required skill input means 143 as in the flowchart shown in FIG.

  Next, when the employee acquires the skill, the employee terminal 2 is used to register the employee skill. Information on the skill acquired by the employee, such as the category code, skill code, acquisition date, and the like input by the employee from the input unit 25 of the employee terminal 2 is transmitted from the transmission / reception unit 22 of the employee terminal 2 and is stored in the skill management system 1 via the LAN 4. Received by the transceiver 12.

Information regarding the skill acquired by the employee received by the transmission / reception unit 12 of the skill management system 1 is registered in the employee skill DB 157 by the employee skill input means 142.
[2. Skill evaluation input]

  When information regarding skills acquired by the employee by the skill information registration unit 141 is registered in the employee skill DB 157, the skill evaluation unit 144 is activated.

  The skill evaluation means 144 extracts an evaluation point by referring to the category skill DB 156 based on the category code and the skill code in the employee skill information registered in the employee skill DB 157. The extracted evaluation points are given to the evaluation points (fixed) of the skill.

  When the skill acquired by the employee is an output skill, the skill evaluation unit 144 extracts a department to which the employee belongs based on the employee ID of the employee who acquired the skill. When the department to which the employee belongs is extracted, an evaluation point (variation) input request is transmitted to the department terminal 3 of the extracted department.

  When the manager of the department to which the employee belongs receives the evaluation point (variation) input request at the transmission / reception unit 32 of the department terminal 3, the manager evaluates the deliverables such as documents output from the employee regarding the skill.

  When a department administrator inputs an evaluation point from the input unit 35 of the department terminal 3, the input evaluation point (variation) is transmitted from the transmission / reception unit 32 and received by the transmission / reception unit 12 of the skill management system 1 via the LAN 4. Then, it is stored in the employee skill DB 157 by the skill evaluation means 144.

In the above explanation, when an employee's skill is an output skill, the manager of the department to which the employee who acquired the skill belongs evaluates the employee's deliverables and gives skill evaluation points (variation). However, the method of giving skill evaluation points is not limited to this, and it is also possible to give skill evaluation points (fluctuation) by receiving votes from other employees who are familiar with the skill field. .
[3. Employee search processing]

  The department head or system administrator activates the employee search means 146 via the input unit 15 or the department terminal 3 in order to search for human resources having skills necessary for the organization.

Hereinafter, the operation of the employee search means 146 will be described with reference to FIG.
When the employee search unit 146 is activated, the employee search unit 146 refers to the organization required skill DB 158 and extracts a request code of a department related to the request (S191). If there are a plurality of request codes, the request is specified.

  Then, the category code and skill code associated with the request code are extracted (S192). On the other hand, the category code and skill code points of the employee to be relocated are extracted (S194), and it is determined whether or not the employee points are equal to or more than the points required by the organization (S195). If it is equal to or more than the point requested by the organization, the next skill or category is processed (yes route in S195). If the point is less than the point required by the organization, the difference between the points is calculated (S196). Then, the calculation results are added for each category according to necessary skills and optional skills (S197). The processing from step S194 to step S197 is repeated for all category codes and skill codes related to the request (S193a, S193b). Furthermore, the processing from step S193a to step S193b is executed for all target employees (S198).

  Thereafter, each target employee is classified in the order of employees having the smallest difference value of essential skills based on the calculation result of step S197. At this time, if there are employees with the same total value, the employees are classified in the order of employees with the smallest total value of arbitrary skills (S199).

  If there are still employees with the same rank even after the processing of step S199 (yes route of S19A), the employees with the same rank are classified in descending order of the category code related to the request code and the skill code point total value. The result is displayed on the display unit 16 or the department terminal 3 (S19C).

  An example of this display is shown in FIG. First, prioritization is performed according to necessary skills, and then prioritization is performed in the order of arbitrary skills and total skills.

As a result, the department head or system administrator can grasp human resources suitable for the organization's requirements.
[4. Personnel allocation plan presentation process]

The personnel placement plan presenting unit 145 extracts personnel by processing of the employee search unit 146 in order from the organization with the highest priority, sequentially assigns the highest-ranking personnel to the organization, and outputs the result.
The second embodiment of the present invention is configured and operates as described above.

  According to this embodiment, individual skills are divided into input skills and output skills, and the skills required by the organization are managed separately as required and optional, so the skills effective for the organization are managed accurately. It is also possible to develop human resources and allocate human resources appropriately.

  The present invention is not limited to the above-described embodiment, and various modifications can be made without departing from the scope of the invention. For example, as an output, a fixed evaluation point as an output skill is given to a person who creates a problem related to the business or technology of the organization, and an evaluation point as an input skill is given to a person who solves the problem. Furthermore, according to the frequency | count or frequency of having performed the problem, you may make it give the fluctuation | variation evaluation point of an output skill to a problem creator. Alternatively, the answerer may be allowed to input the effectiveness of the problem, and the problem creator's variation evaluation points may be given based on the effectiveness.

  Moreover, you may make it manage an individual skill by the ratio of an input and an output about an individual skill. This makes it possible to develop human resources with a balance between input and output.

  In the above embodiment, the system is configured to be used in the organization by LAN connection. However, the human resource allocation support system according to the present invention is configured not only to be used in the organization but also a server connected via the Internet network. It is also possible to use it as a human resource matching for job search and job search.

  Further, by using the necessary skill points of the organization as an evaluation of human resource development, it can be used as a human resource development support system, such as grasping a lacking category of employees belonging to the organization and acquiring skills of that category.

  In addition, it is possible to provide more effective education by linking the present invention, such as preferential education for low-level technical items in group education such as new employee education, mid-career employee, group leader education, etc. It becomes.

It is a functional block diagram of the skill management system concerning the 1st Embodiment of this invention. It is an example of a data structure of employee DB of FIG. It is a data structural example of the skill DB of the employee of FIG. It is a data structural example of organization DB of FIG. It is a data structural example of group DB of FIG. It is a data structural example of PJ skill DB of FIG. It is an example of illustration of the technical level of FIG. It is a flowchart which shows the process sequence of the personal / organization information registration means and technical level registration means of FIG. It is a flowchart which shows the process sequence of the technical level extraction routine of the individual | organization | organization | organization of FIG. It is a flowchart which shows the process sequence of the personal skill level extraction routine of FIG. It is a flowchart which shows the process sequence of the personal level schematization means and PJ level schematization means of FIG. It is a flowchart which shows the process sequence of the PJ insufficient technical item extraction means of FIG. It is a flowchart which shows the process sequence of the 1st candidate extraction means of FIG. 1, and a 2nd candidate extraction means. It is a functional block diagram of the skill management system concerning the 2nd Embodiment of this invention. It is a data structural example of the category skill DB of FIG. It is a data structural example of the organization required skill DB of FIG. It is an example of a data structure of employee skill DB of FIG. It is an example of a data structure of employee skill DB of FIG. It is a flowchart which shows the process sequence of the employee search means of FIG. It is explanatory drawing of the example of an output by the process of FIG.

Explanation of symbols

1 Skill management system
2 Employee terminal 3 Department terminal 4 LAN (Local Area Network)
12 22 33 Transmission / reception unit 13 23 33 Central processing unit 15 25 35 Input unit 16 26 36 Display unit 14 Storage unit 131 Transmission / reception processing unit 132 Input / output processing unit 133 Personal / organization information registration unit 134 Technical level registration unit 135 Technical level extraction Means 136 Personal skill level graphic means 137 PJ deficient technology item extraction means 138 PJ technical level graphic means 139 First candidate extraction means 140 Second candidate extraction means 141 Skill information registration means 142 Employee skill input means 143 Necessary Skill input means 144 Skill evaluation means 145 Personnel allocation plan presentation means 146 Employee search means 151 Employee (database) DB
152 organization (database) DB
153 Skill (Database) DB
154 Group (database) DB
155 PJ Skill (Database) DB
156 Category Skill DB
157 Employee skill DB
158 Organizational skill DB

Claims (10)

An employee information database that stores employee information;
A skill database that stores the technical item identified by the technical category and the technical identification information and the technical level in association with each employee,
Technical level extraction means for extracting the technical level of the individual specified from the skill database;
From the extracted technical level, an individual skill graphic means for illustrating the technical level;
Skill management system characterized by having A project skill database including the technical items required in the project and the technical level required in the technical items;
PJ deficient technical item extraction means for determining a technical level of members in an existing organization or group using the project skill database and extracting a deficient technical level;
The skill management system according to claim 1, further comprising:   Project skill diagramming means for illustrating at least one of a technical level required for the project and a technical level of a member of an existing organization or group with respect to the technical items registered in the project skill database The skill management system according to claim 2, further comprising:   4. The skill management system according to claim 2, further comprising first candidate extraction means for extracting candidates having a technical level that is insufficient in the project from the organization or outside the group. A project skill database including the technical items required in the project and the technical level required in the technical items;
Second candidate extraction means for extracting candidates having a technical level defined in a required technical item registered in the project skill database;
The skill management system according to claim 1, further comprising: The skill database is stored separately for each input skill and output skill,
Employee skill input means for inputting skill identification information of skills acquired by each employee for each employee, referring to the skill database, and storing employee evaluation points;
Skill evaluation means to input other people's evaluation points for employee output skills,
Means for calculating the skill value of the employee based on the evaluation points input by the employee skill input means and the skill evaluation means and storing it as employee skill information;
Means for inputting necessary skill information including skills and skill values required for each organization;
Means for comparing the necessary skill information of the organization and the employee skill information, and outputting the skill and skill value required for the employee as employee training information;
The skill management system according to any one of claims 1 to 5, further comprising:   The said skill database is comprised so that an essential skill or an arbitrary skill can be set for every department, The said employee training information is divided and output according to an essential skill and an arbitrary skill, Any one of Claim 1 thru | or 6 characterized by the above-mentioned. The skill management system described in Kaichi. The skill database is stored in association with skill identification information and evaluation points divided into input skills and output skills by category,
Means for inputting skill identification information of skills acquired by each employee for each employee, referring to the skill database, and storing employee evaluation points;
About employee output skills, skill evaluation means to input evaluation points of other employees,
Means for calculating the skill value of the employee based on the evaluation points of the skill database and the evaluation points input by the skill evaluation means;
Enter the skills and skill values required for each organization by organization, calculate the excess or deficiency of the organization's skill values based on the skill values required for each category and the skill values of employees belonging to the organization, Means for outputting the calculation result;
The skill management system according to any one of claims 1 to 7, further comprising: The technical level of an individual specified using an employee information database that stores employee information, and a skill database that stores the technical item and technical level identified by the technical category and technical identification information in association with each other. Extracting the
A step of illustrating a technical level from the extracted technical level;
A skill management method characterized by including: A program that runs on a computer that manages the skills of individuals,
The technical level of an individual specified using an employee information database that stores employee information, and a skill database that stores the technical item and technical level identified by the technical category and technical identification information in association with each other. The process of extracting
From the extracted technical level, a process of illustrating the technical level;
A skill management program characterized by operating a computer on a computer.

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