JP2016218667A - Ability evaluation system, ability evaluation method, and program - Google Patents

Abstract

PROBLEM TO BE SOLVED: To provide an ability evaluation system for a more accurate and quick personnel training.SOLUTION: An ability evaluation system 1A includes: an achievement degree evaluation reception part 100 which receives an evaluation of achievement degree on an evaluation target for each of a plurality of evaluation items predetermined by ability level or position; and a behavioral characteristic specification reception part 101 which receives specification of a behavioral characteristic as a basis resulted in the evaluated achievement degree on each of the evaluation items from a plurality of predetermined behavioral characteristics.SELECTED DRAWING: Figure 1

Description

  The present invention relates to a capability evaluation system, a capability evaluation method, and a program.

  The clinical ladder is used as one of the methods of individual ability evaluation for the purpose of promoting the human resource development of nurses efficiently. Specifically, the clinical ladder is a career development plan that is planned so that students can acquire specialized knowledge and skills as nurses in stages. In the clinical ladder, for example, the skills and skills required as a nurse are divided into a plurality of stages according to the level of ability, and specific goals to be reached for each level are set.

  In Patent Document 1, as a technique related to individual ability evaluation, not only the supervisor but also subordinates and colleagues carry out the process of evaluating the behavior of each person in the performance of work, thereby improving the objectivity of the evaluation and the subject. A personnel evaluation system that enables an evaluator to more objectively indicate an action that needs to be changed is disclosed.

JP 2006-185080 A

  The above-mentioned clinical ladder is to evaluate the degree of achievement of abilities required for each level based on whether or not a predetermined goal has been achieved. It was difficult for us to grasp the more essential issues. For this reason, the person's growth may have stalled in some cases, and it has been difficult to achieve further efficiency in human resource development.

  The problem to be solved by the present invention is to provide a capability evaluation system capable of training human resources more accurately and quickly.

  One aspect of the present invention includes an achievement evaluation receiving unit that receives an evaluation of an achievement level for an evaluation target person for each of a plurality of achievement goals that are prescribed in advance according to the level or position of ability, and a plurality of actions that are prescribed in advance. An ability evaluation system comprising: a behavior characteristic designation receiving unit that accepts designation of a specific behavior characteristic based on which each of the achievement goals reaches the evaluated degree of achievement among the characteristics.

  Moreover, according to one aspect of the present invention, the above-described ability evaluation system further includes a behavior characteristic level evaluation receiving unit that receives an evaluation of the degree of influence of the evaluation target person on the plurality of behavior characteristics.

  Further, according to one aspect of the present invention, the behavior characteristic level evaluation accepting unit accepts the evaluation of the degree of influence for each type of scale that defines the degree of influence on the surroundings of the plurality of behavior characteristics.

  Moreover, according to one aspect of the present invention, the above-described ability evaluation system uses a recording medium in which a correspondence table indicating a degree of association between each of the plurality of achievement goals and the plurality of behavior characteristics is recorded. In addition.

  Further, according to one aspect of the present invention, the achievement evaluation receiving unit of the ability evaluation system receives an evaluation of the achievement of the person to be evaluated for each of a plurality of achievement targets defined in advance by ability level or position. And the behavior characteristic designation accepting unit of the ability evaluation system designates a specific behavior characteristic based on each of the achievement goals from the plurality of predefined behavior characteristics as the basis for reaching the evaluated degree of achievement. And a step of accepting the ability evaluation method.

  Further, according to one aspect of the present invention, an achievement level evaluation receiving unit that receives an evaluation of an achievement level for a person to be evaluated for each of a plurality of achievement targets that are defined in advance according to the level or position of ability is defined in advance. Among the plurality of behavior characteristics, each of the achievement goals functions as a behavior characteristic designation accepting unit that accepts designation of a specific behavior characteristic as a basis for reaching the evaluated achievement level.

  According to the above-described ability evaluation system, ability evaluation method and program, human resources can be trained more accurately and quickly.

It is a figure which shows the function structure of the capability evaluation system which concerns on 1st Embodiment. It is a figure which shows the processing flow of CPU which concerns on 1st Embodiment. It is a 1st figure explaining the function of the action characteristic level evaluation reception part which concerns on 1st Embodiment. It is a 2nd figure explaining the function of the action characteristic level evaluation reception part which concerns on 1st Embodiment. It is a 3rd figure explaining the function of the action characteristic level evaluation reception part which concerns on 1st Embodiment. It is a 4th figure explaining the function of the action characteristic level evaluation reception part which concerns on 1st Embodiment. It is a 5th figure explaining the function of the action characteristic level evaluation reception part which concerns on 1st Embodiment. It is a 6th figure explaining the function of the action characteristic level evaluation reception part which concerns on 1st Embodiment. It is a 1st figure explaining the function of the achievement level evaluation reception part and action characteristic designation | designated reception part which concern on 1st Embodiment. It is a 2nd figure explaining the function of the achievement degree evaluation reception part and action characteristic designation | designated reception part which concern on 1st Embodiment.

<First Embodiment>
Hereinafter, the capability evaluation system according to the first embodiment will be described with reference to FIGS.

FIG. 1 is a diagram illustrating a functional configuration of the capability evaluation system according to the first embodiment.
The ability evaluation system 1A shown in FIG. 1 is a system that evaluates the ability as a nurse through the person to be evaluated, the colleagues of the person to be evaluated, and the superior of the person to be evaluated.

(Overall configuration of capacity evaluation system)
As shown in FIG. 1, the capacity evaluation system 1 </ b> A includes a terminal device 1 and a server 2.
The terminal device 1 and the server 2 are connected to each other via a LAN (Local Area Network), an Internet line, or the like. In FIG. 1, only one terminal device 1 is shown, but actually, a plurality of terminal devices 1 are connected to the server 2, and each terminal device 1 has various functional configurations described below. have.

As illustrated in FIG. 1, the terminal device 1 includes a CPU 10, a display unit 11, an operation unit 12, and a communication unit 13.
The CPU 10 is a processor that controls the entire processing of the terminal device 1. The CPU 10 operates in accordance with a dedicated program recorded in advance, thereby functioning as an achievement evaluation receiving unit 100, a behavior characteristic designation receiving unit 101, and a behavior characteristic level evaluation receiving unit 102, which will be described later.

  The display unit 11 is for a person who evaluates the ability of the person to be evaluated (in this embodiment, the person to be evaluated, a colleague, and a boss. These are hereinafter collectively referred to as “evaluator”). A display that displays various input screens for capability evaluation, such as a liquid crystal display device.

  The operation unit 12 is a user interface that receives operations necessary for the evaluator to evaluate the ability of the evaluation subject, and is, for example, a mouse, a keyboard, a touch sensor, or the like.

  The communication unit 13 is a communication interface capable of transmitting and receiving information to and from the server 2 through a communication line such as a LAN or an Internet line. The communication unit 13 may be capable of transmitting and receiving information to and from the server 2 via, for example, a wired line or a wireless line.

As shown in FIG. 1, the server 2 includes a recording medium 20.
The recording medium 20 is, for example, a large capacity hard disk drive. The recording medium 20 records a capability evaluation table corresponding to a plurality of evaluation subjects. Here, the “ability evaluation table” is information including a plurality of achievement targets (clinical ladders) defined in advance according to the ability level of the evaluation target person, the position, and the evaluation results.
The recording medium 20 stores a correspondence table indicating the degree of relevance between the plurality of achievement goals and a plurality of pre-defined competencies. Here, “competency” means the “behavioral characteristics” of one employee (nurse), and is essentially linked to the outcome (achievement level for a predefined goal in this embodiment). Clarified the behavior.
Specific modes of the above-described capability evaluation table and correspondence table will be described later with reference to FIGS. 9 and 10.

The achievement level evaluation acceptance unit 100 accepts an evaluation of the achievement level of the evaluation target person for each of a plurality of achievement goals defined in advance by ability level or position.
The behavior characteristic designation accepting unit 101 accepts designation of a specific competency based on the achievement degree that each of the achievement goals has been evaluated through the achievement evaluation accepting unit 100 from a plurality of pre-defined competencies. .
The behavior characteristic level evaluation accepting unit 102 accepts an evaluation of a level (influence on surroundings) of a plurality of competencies of an evaluation target person.

FIG. 2 is a diagram illustrating a processing flow of the CPU according to the first embodiment.
As shown in FIG. 2, the ability evaluation system 1A according to the first embodiment evaluates the ability of the person to be evaluated through three steps. In this embodiment, each of the evaluation target persons “principal”, “colleague”, and “supervisor” who is the evaluator evaluates the evaluation target person's ability for one evaluation target person. Therefore, the processing flow of the CPU 10 shown in FIG. 2 is executed for each of the plurality of evaluators (“principal”, “colleague”, and “boss”).

First, the CPU 10 of the terminal device 1 performs a login authentication process when the evaluator performs evaluation on the evaluation target person (step S0). In the login authentication process, the CPU 10 receives an input of a login ID and a password that are individually given to the evaluator. The CPU 10 identifies the evaluator by comparing the user ID and password input by the evaluator through the operation unit 12 with the user ID and password registered in advance.
The CPU 10 can determine whether the evaluator corresponds to “person”, “colleague”, or “boss” through the login authentication process.

The CPU 10 (behavioral characteristic level evaluation accepting unit 102) of the terminal device 1 gives the evaluator about the level of competency of the evaluation target person, that is, how much the person's behavioral characteristic affects the surroundings. An evaluation is accepted (step S1).
Here, the function of the behavior characteristic level evaluation receiving unit 102 in step S1 will be described in detail with reference to FIGS.

(Functions of the behavior characteristic level evaluation reception part)
3 to 7 are first to fifth diagrams illustrating functions of the behavior characteristic level evaluation receiving unit according to the first embodiment, respectively.
As described above, the competency is a clarification of behavioral characteristics closely related to the results of the evaluation target person. Here, in the present embodiment, the competency is defined as a plurality of types of behavior characteristics. For example, in this embodiment, the competencies are “achievement focus” (FIG. 3), “interpersonal relationship understanding” (FIG. 4), “impact and influence” (FIG. 5), “customer service focus” (FIG. 6), And it is defined as behavioral characteristics with “Understanding of organization” (FIG. 7). Moreover, in this embodiment, the competency further includes “teamwork and cooperation”, “order and quality”, “leadership”, “initiative”, “analytic thinking”, “information exploration”, “conceptualized thinking”, Behavioral characteristics of “professional skills”, “self-control”, “self-belief”, “flexibility”, “building relationships”, “commitment to the organization”, “development of other people”, “commanding command” It is prescribed.

Moreover, as shown in FIGS. 3-7, the action characteristic level evaluation reception part 102 prescribes | regulates a some dimension further about one competency, and evaluates a level for every said dimension. Here, the “dimension” is a type of scale that defines the level of competency (degree of influence on the surroundings).
For example, regarding the competence with “focus on achievement” in FIG. 3, there are three types of scales: “A. Strength and thoroughness of action aimed at achievement”, “B. Impact due to achievement”, “C. Degree of innovation” It is evaluated with.

  Also, as shown in FIG. 3, the level of competency is defined by numerical values such as “0”, “1”,. For example, in the dimension of “A. Strength and thoroughness of actions aimed at achievement”, the level is “Level 0: Work enthusiastically but does not meet the standards required for work”, “Level 4: To improve the quality of work, change the system and the way of doing my work to a new method. ”“ Level 7: Even in uncertain circumstances…. "I will achieve it.", Indicating the strength of the impact on the competency. Moreover, in the dimension of “B. Impact by achievement”, the level is “Level 1: Strive to improve the efficiency of one's own work”, “Level 4: Influence on the whole department”, etc. The range is shown.

In step S1, the behavior characteristic level evaluation receiving unit 102 displays the competency evaluation table T1 shown in FIG. The behavior characteristic level evaluation accepting unit 102 accepts designation of the level of each competency (each dimension) from the evaluator through the operation unit 12.
Note that the behavior characteristic level evaluation receiving unit 102 displays the marker M1 in the cell of the level for which the evaluator's designation has been accepted, so that the evaluator can visually recognize which level has been designated.
In this manner, the behavior characteristic level evaluation accepting unit 102 accepts level designations for all competencies (FIGS. 3 to 7) and all dimensions defined for each competency. The level for each designated competency (that is, the evaluation result of the competency) is recorded on the recording medium 20 at the stage where the final determination process is performed by the evaluator.

  The behavior characteristic level evaluation receiving unit 102 can distinguish between the level designated by the person to be evaluated and the level designated by the supervisor by color-coding (displaying a marker M1 of a different color), for example. It may be. In addition, the behavior characteristic level evaluation receiving unit 102 may be able to identify the matching when the evaluations (specified levels) by a plurality of evaluators match.

FIG. 8 is a sixth diagram illustrating the function of the behavior characteristic level evaluation receiving unit according to the first embodiment.
As shown in FIG. 8, the behavior characteristic level evaluation receiving unit 102 may display the specified level in a graph based on an operation from the evaluator. By doing in this way, the evaluator can relatively grasp the level of competency of the evaluation target person (behavior characteristic that is the strength or weakness of the evaluation target person) through the graph.
Further, the behavior characteristic level evaluation receiving unit 102 may display the evaluation results recorded at regular intervals (for example, every year) side by side in a plurality of graphs. For example, according to the example shown in FIG. 8, the behavior characteristic level evaluation receiving unit 102 includes a graph G1 indicating an evaluation by a person in a predetermined year of a certain evaluation target person, and a graph G2 indicating an evaluation by the person in the year following the predetermined year. And are shown side by side. Thereby, it is possible to grasp in detail the transition of the competency level of the person to be evaluated (which competency has improved or improved throughout the year).
In addition, the behavior characteristic level evaluation receiving unit 102 may further have a function of displaying the evaluation result by the boss in a graph based on the operation of the evaluator.

In FIG. 2, next, the CPU 10 (achievement level evaluation accepting unit 100) of the terminal device 1 receives a plurality of achievements prescribed in advance by the evaluator according to the level or position of the ability of the evaluation subject based on the conventional clinical ladder. For each goal, an evaluation of the degree of achievement of the person to be evaluated is accepted. In addition, the CPU 10 (behavioral characteristic designation receiving unit 101) of the terminal device 1 specifies the basis that each of the achievement goals has reached the evaluated achievement level from among a plurality of competencies (see FIGS. 3 to 7). The designation of the competency is accepted (step S2).
Here, the function of the behavior characteristic level evaluation receiving unit 102 in step S2 will be described in detail with reference to FIGS. 9 and 10 below.

(Functions of the achievement evaluation reception part and the behavior characteristic designation reception part)
FIGS. 9 and 10 are first and second diagrams illustrating functions of the achievement degree evaluation receiving unit and the behavior characteristic designation receiving unit according to the first embodiment, respectively.
In step S <b> 2, the achievement evaluation receiving unit 100 reads the ability evaluation table T <b> 21 recorded in advance on the recording medium 20 and displays it on the display unit 11. Here, the achievement level evaluation acceptance unit 100 reads out and displays the ability evaluation table T21 defined corresponding to each ability person's ability level and each position. The ability evaluation table T21 defines a plurality of evaluation items according to the ability level and position of the person to be evaluated.

Specifically, when the ability level and position of the evaluation subject is “generalist (4th level)”, the achievement to be achieved as the “generalist (4th level)” in the ability evaluation table T21 A plurality of targets are listed (see FIG. 9). As shown in FIG. 9, evaluation items to be achieved as a generalist (fourth level) include, for example, “1. Utilize resources necessary for solving a patient's problem to be strategic and assertive”, “2. Achievement goals such as “understand the needs underlying patients and family's repeated attitudes and behavior patterns” are defined.
If the ability level and position of the evaluation target person is “manager”, the ability evaluation table T21 lists a plurality of evaluation items to be achieved as the “manager” (see FIG. 10). ). As shown in Figure 10, the goals to be achieved by the administrator include, for example, “1. Supporting the goals and policies of the nursing department based on the hospital policy, appropriately analyzing the current situation of the department, Evaluation items such as “Clarify” and “2. Set challenging targets including changes to improve quality with a view to changes in external and internal environments” are defined.
In the present embodiment, in addition to the above, the recording medium 20 includes “generalist (zero level)”, “generalist (first level)”, “generalist (second level)”, “generalist (third level). Level) ”,“ specialist ”, and“ educator ”are recorded in advance.

Next, the achievement evaluation receiving unit 100 receives a level designation from the evaluator through the operation unit 12. Here, as shown in FIGS. 9 and 10, the achievement level evaluation acceptance unit 100 accepts designation of achievement levels (self-evaluation, colleague evaluation, boss evaluation) for each evaluation item. The degree of achievement with respect to the achievement target is expressed by ranks such as “A” to “D”, for example.
In this way, the achievement level evaluation receiving unit 100 receives the evaluation of the achievement level (designation of ranks such as “A” to “D”) for all the achievement targets according to the ability level of the evaluation target person. Note that the final judgment on the ability of the person to be evaluated is determined based only on the degree of achievement (ranks such as “A” to “D”) evaluated here.

In step S <b> 2, the behavior characteristic designation receiving unit 101 reads the correspondence table T <b> 22 recorded in advance on the recording medium 20 and displays it on the display unit 11. The correspondence table T22 defines the degree of relevance between each evaluation item defined in the capability evaluation table T21 and each competency.
Specifically, as shown in FIG. 9 and FIG. 10, in the ability evaluation table T21, for each achievement target, a competency closely related to whether or not the evaluation item can be achieved is indicated by a circle. In addition, one of the most relevant competencies is marked with a star.

In addition, the behavior characteristic designation receiving unit 101 reads out the competency evaluation result information T23 indicating the evaluation result of each competency evaluated in step S1 from the recording medium 20 and displays it on the display unit 11.
Specifically, in the competency evaluation result information T23, as shown in FIGS. 9 and 10, numerical values of levels designated for each dimension of competency are displayed in a list.
The competency evaluation result information T23 may be displayed in a graph as shown in FIG. 8 instead of displaying the list of designated competency levels numerically.

Next, the behavior characteristic designation accepting unit 101 accepts designation of one specific competency from a plurality of competencies shown in the correspondence table T22 for each of a plurality of achievement targets shown in the ability evaluation table T21.
Here, the evaluator designates a specific competency as a basis for reaching the degree of achievement (“A” to “D”) evaluated for each evaluation item. The behavior characteristic designation receiving unit 101 displays the marker M2 in the cell of the correspondence table T22 that has received the evaluator's designation so that it can be visually recognized which competency the evaluator has designated. At this time, the evaluator can refer to the degree of relevance (◯ mark, ☆ mark) and competency evaluation result information T23 defined in advance in the correspondence table T22. Note that the evaluator can select one competency from all competencies to be evaluated in step S1 regardless of the degree of relevance (the presence or absence of ◯ mark and ☆ mark).
The achievement level of each achievement target designated by the evaluator and one competency designated corresponding to the achievement goal are recorded on the recording medium 20 at a stage where final confirmation processing is performed by the evaluator. .

  For example, the behavior characteristic designation receiving unit 101 can distinguish between the competency designated by the person to be evaluated and the competency designated by the coworker or the supervisor by color-coding (displaying a marker M2 of a different color). You may do it. Moreover, when the evaluation (designated competency) by a plurality of evaluators matches, the behavior characteristic designation receiving unit 101 may be able to identify the matching.

(Function and effect)
As described above, the ability evaluation system 1 </ b> A according to the first embodiment achieves an achievement level that receives an evaluation of the achievement degree of the evaluation target person for each of a plurality of evaluation items defined in advance according to ability level or position. An evaluation receiving unit 100 is provided. In addition, the ability evaluation system 1A has a behavior characteristic designation accepting unit 101 that accepts designation of a specific competency based on which each of the evaluation items has reached the evaluated degree of achievement from a plurality of pre-defined competencies. It has.
By adopting such a configuration, while the evaluation of ability is judged based on the degree of achievement of the achievement target (ranks “A” to “D”), the essential behavior characteristics ( The evaluator (especially the principal) can appropriately grasp what the competency is). Therefore, the essential actions and consciousness that the evaluator himself should take in order to achieve results are clarified, and colleagues and supervisors can also give accurate advice, so it is possible to develop human resources more accurately and quickly. it can.

  In addition, while evaluation items are separately defined according to the ability level or position of the person being evaluated, the competencies linked to each evaluation item are common to all ability levels or positions. is there. Therefore, even if the ability level or position of the person being evaluated changes, by referring to the level of competency, we can understand the actions that should be fundamentally and fundamentally improved for themselves at any ability level and position. can do. Therefore, continuous improvement of the ability can be promoted without depending on the ability level and the change of position.

Further, as described above, the ability evaluation system 1A according to the first embodiment further includes the behavior characteristic level evaluation reception unit 102 that receives the evaluation of the degree of influence of the evaluation target person on the plurality of competencies. .
By adopting such a configuration, the evaluation subject can clearly grasp their own strengths and weaknesses regarding the competency. Therefore, it is possible to clarify which competence can be utilized to further improve the ability, or which competence is a bottleneck when the ability is not improved.
For example, in FIG. 9, when the achievement level is “D” for an evaluation item “7. Perform appropriate transfer of authority in consideration of the ability of the staff in order for the team to function effectively”, the evaluation is “D”. The target person (or superior, etc.) can grasp that the competence with “team leadership” is not sufficient and should be consciously acted in the future.

Further, in the ability evaluation system 1A according to the first embodiment, the behavior characteristic level evaluation receiving unit 102 receives an evaluation of the level for each type (dimension) of a scale that defines a plurality of competency levels.
By doing so, it is possible to evaluate the competency by comprehensively evaluating the evaluation results based on a plurality of scales, so that the competency of the evaluation subject can be evaluated with higher accuracy.

Further, the ability evaluation system 1A according to the first embodiment includes a correspondence table T22 (FIG. 9, FIG. 9) that shows the degree of relevance between a plurality of evaluation items defined based on a clinical ladder and a plurality of competencies. 10) is further recorded.
By doing in this way, the evaluator can designate specific competencies as the basis for reaching the achievement level for each evaluation item while recognizing the mutual relationship. Thereby, the evaluator can specify the specific competency with higher accuracy.

<Other embodiments>
As mentioned above, although the capability evaluation system 1A which concerns on 1st Embodiment was demonstrated in detail, the specific aspect of the capability evaluation system 1A which concerns on 1st Embodiment is not limited to the above-mentioned thing, A summary It is possible to add various design changes and the like without departing from the scope of the invention.
For example, in the first embodiment, the capacity evaluation system 1A has been described as an aspect in which the terminal device 1 and the server 2 are connected through a communication network. However, in other embodiments, the capacity evaluation system 1A is not limited to this aspect.
For example, in the ability evaluation system 1A, the server 2 includes some or all of the functions of the CPU 10 (achievement level evaluation receiving unit 100, behavior characteristic designation receiving unit 101, and behavior characteristic level evaluation receiving unit 102). An aspect may be sufficient.

  In each of the above-described embodiments, a program for realizing various functions of the CPU 10 of the terminal device 1 is recorded on a computer-readable recording medium, and the program recorded on the recording medium is read into a computer system. The various processes are performed by executing. Here, the various processes of the CPU 10 described above are stored in a computer-readable recording medium in the form of a program, and the above-described various processes are performed by the computer reading and executing the program. The computer-readable recording medium is a magnetic disk, a magneto-optical disk, a CD-ROM, a DVD-ROM, a semiconductor memory, or the like. Alternatively, the computer program may be distributed to the computer via a communication line, and the computer that has received the distribution may execute the program.

  As mentioned above, although some embodiment of this invention was described, these embodiment is shown as an example and is not intending limiting the range of invention. These embodiments can be implemented in various other forms, and various omissions, replacements, and changes can be made without departing from the scope of the invention. These embodiments and modifications thereof are included in the invention described in the claims and equivalents thereof, as long as they are included in the scope and gist of the invention.

1A capability evaluation system 1 terminal device 10 CPU
100 Achievement Evaluation Receiving Unit 101 Behavior Characteristic Specification Receiving Unit 102 Behavior Characteristic Level Evaluation Receiving Unit 11 Display Unit 12 Operation Unit 13 Communication Unit 2 Server 20 Recording Medium

Claims (6)

An achievement level evaluation reception unit that receives an evaluation of the degree of achievement of the evaluation target person for each of a plurality of evaluation items defined in advance according to the level of ability or by position,
A behavior characteristic designation receiving unit that accepts designation of a specific behavior characteristic based on which each of the evaluation items has reached the evaluated degree of achievement, out of a plurality of predefined behavior characteristics,
A capability evaluation system with The capability evaluation system according to claim 1, further comprising an action characteristic level evaluation receiving unit that receives an evaluation of the degree of influence on the surroundings of the plurality of action characteristics of the evaluation target person. The behavior characteristic level evaluation receiving unit
The ability evaluation system according to claim 2, wherein the evaluation of the degree of influence is received for each type of scale that defines the degree of influence on the surroundings of the plurality of behavior characteristics. The capability as described in any one of Claims 1-3 further provided with the recording medium with which the corresponding | compatible table which shows the degree of relevance of each of the said several evaluation item and the said some action characteristic was recorded. Evaluation system. A step of receiving an evaluation of the achievement level of the evaluation target person for each of a plurality of evaluation items defined in advance according to the level or position of the ability, the achievement level evaluation reception unit of the capacity evaluation system;
The behavior characteristic designation accepting unit of the ability evaluation system accepts designation of a specific behavior characteristic based on which each of the evaluation items has reached the evaluated degree of achievement from a plurality of predefined behavior characteristics. Steps,
A capability evaluation method having A degree of achievement evaluation accepting means for accepting an evaluation of the degree of achievement of the evaluation target person for each of a plurality of evaluation items defined in advance according to the level of ability or the position of the computer,
Action characteristic designation accepting means for accepting designation of a specific behavior characteristic based on which each of the evaluation items has reached the evaluated degree of achievement among a plurality of predefined behavior characteristics,
Program to function as.

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