JP2019061606A - Human resource deployment support system, human resource deployment support method, and human resource deployment support program - Google Patents

Abstract

To provide a human resource deployment support system which supports review of a proper human resource deployment in response to business contents of a company and expected performance thereof.SOLUTION: A human resource deployment support system of the present invention: analyzes a causal relation between performance information relating to past business owned by a company and human resource information and capacity information of employees managed by the company to generate a reference model formed of a combination of the human resource information and the capacity information for achieving a predetermined performance; compares a combination of employees constituting an organization in charge of a predetermined business with the reference model corresponding to a desired performance in the predetermined business to generate matching information relating to the human resource information and the capacity information; and provides deployment information of the employees constituting the organization on the basis of the matching information.SELECTED DRAWING: Figure 1

Description

  The present invention relates to a personnel assignment support system that supports consideration of personnel assignment for improving the performance as an organization with regard to staff assignment of an organization responsible for business of a company.

  In recent years, there has been a major movement of workers in the world, such as changes in labor market, promotion of diversity and globalization. In particular, Japanese companies are placed in a special management environment, such as reduction of working population due to declining birthrate and aging of the population and work time reduction by reform of working styles, and Japanese companies make maximum use of the current human resources as much as possible. There is a need to improve productivity by

  Japanese companies set goals as a team in charge of operations according to the culture and culture unique to Japan, and each member belonging to the team is working towards the goals, and the organization's goals are achieved Whether you can or not depends on the ability of the team as a team rather than the ability of each member individually.

  On the other hand, conventional human resources management methods in Japanese companies are centered on “personal matching” in which matching factors required for the post and talent information of each employee are matched, and under the situation as described above, the team strength is strengthened There is a need for new human resource management methods to support

  For example, Patent Document 1 proposes a system for presenting a member configuration that achieves high evaluation for a project by extracting success factors in the ability of a team in charge of the project based on the past project results. ing.

JP 2007-122144 A

  In Patent Document 1, in order to present a member configuration that achieves a high evaluation for a project, evaluations such as compliance with dates and external evaluations for past projects, and the ability of the team in charge of the project as a team Calculate the correlation, and based on the correlation, select team members who will realize the ability of the team to enhance the evaluation for the project.

  However, the performance required of an organization in charge of business varies depending on the content and purpose of the business performed by that organization, and usually the team configuration for achieving the performance also differs. For example, an organization in charge of sales and an organization in charge of manufacturing differ in required performance and team configuration for that purpose. Although Patent Document 1 proposes a team configuration for a project to be successful, the evaluation items for evaluating a project are general contents such as due date compliance, etc., and the work contents for which the organization is in charge or required It does not propose a team configuration according to performance.

  The present invention has been made to solve the problems as described above, and provides a personnel assignment support system that supports the examination of the appropriate personnel assignment according to the task content performed by a company and the performance required for the task. The purpose is to

  In order to solve the above problems, a personnel assignment support system according to the present invention is a storage means for storing performance information related to past work owned by a company and personnel information and / or qualification information of employees managed by the company. At least a part of the human resource information and / or the qualitative information by analyzing a causal relationship between the performance information and at least a part of the information included in the human resource information and / or the qualitative information Corresponds to a combination of information consisting of reference model generation means for generating a reference model for achieving a predetermined performance, a combination of employees constituting an organization in charge of a predetermined task, and a desired performance in the predetermined task By comparing the reference model with the reference And a matching information generating means for generating matching information relating to at least a portion of the information contained in the beauty / or qualities information.

  The information processing apparatus may further include personnel arrangement information providing means for providing personnel arrangement information of the employees constituting the organization for achieving the predetermined performance in the predetermined work based on the matching information.

  The personnel arrangement information providing means may provide the arrangement information of the employees constituting each of the plurality of organizations based on the matching information in the plurality of organizations in the company.

  The reference model may be generated in accordance with at least one of the type of the operation, the product to be handled by the operation, the number of employees involved in the operation, and the area where the operation is performed.

  The predetermined performance may include information on a financial index of the business, customer satisfaction, customer repeat rate, cost, response time, quality, employee satisfaction, and turnover rate.

  The human resource information may include at least one of the employee's skill information, the employee's qualification information, the employee's career information, and the employee's behavior characteristic.

  In order to solve the above problems, a method for supporting human resource allocation according to the present invention is storage means for storing performance information related to past work owned by a company and human resource information and / or qualification information of employees managed by the company. At least the human resource information and / or the qualitative information is analyzed by analyzing a causal relationship between the performance information and at least a part of the information included in the human resource information and / or the qualitative information. A combination of a part of information, a reference model generation step of generating a reference model for achieving a predetermined performance, a combination of employees constituting an organization in charge of a predetermined operation, and the predetermined in the predetermined operation Compare with the reference model corresponding to the performance of To achieve the predetermined performance in the predetermined work based on the matching information generation step of generating matching information related to at least a part of the information included in the human resource information and / or the qualification information, and Performing a staffing information providing step of providing staffing information of the employees constituting the organization of

  In order to solve the above problems, a personnel assignment support program of the present invention is a storage means for storing performance information related to past business operations owned by a company and personnel information and / or qualification information of employees managed by the company. At least the human resource information and / or the qualitative information by analyzing a causal relationship between the performance information and at least a part of the information included in the human resource information and / or the qualitative information on a computer comprising A combination of a part of information, a reference model generation step of generating a reference model for achieving a predetermined performance, a combination of employees constituting an organization in charge of a predetermined operation, and the predetermined in the predetermined operation Compare with the reference model corresponding to the performance of To achieve the predetermined performance in the predetermined work based on the matching information generation step of generating matching information related to at least a part of the information included in the human resource information and / or the qualification information, and the matching information. And a staff assignment information providing step of providing staff assignment information of the employees who configure the organization to

  According to the present invention, it is possible to provide a personnel assignment support system that supports the examination of the appropriate personnel assignment according to the task content performed by a company and the performance required for the task.

FIG. 1 is a diagram showing an outline of a personnel assignment support system. FIG. 2 is a diagram showing an example of the configuration of a personnel assignment support system. FIG. 3 is a diagram showing an example of an organization in charge of the business in the past business. FIG. 4 is a diagram showing an example of a reference model in the personnel assignment support system. FIG. 5 is a diagram for explaining an example of the review of the staffing in the staffing support system. FIG. 6 is a diagram for explaining an example of the vacancy replenishment of the personnel arrangement in the personnel arrangement support system. FIG. 7 is a diagram for explaining an example of the personnel arrangement in the new organization in the personnel arrangement support system. FIG. 8 is a diagram for explaining an example of personnel arrangement in consideration of the balance between organizations. FIG. 9 is a diagram for explaining a provision sequence of personnel arrangement information in the personnel arrangement support system. FIG. 10 is a diagram for explaining the process of providing staffing information in the staffing support system.

  Hereinafter, modes for carrying out the present invention will be described.

<Overview of the staffing support system>
FIG. 1 is a diagram showing an outline of a personnel assignment support system. The personnel assignment support system 10 is connected to a using company terminal 20 using the system and a business person in charge terminal 30 using personnel assignment information via a network. The staffing support system 10 uses the performance information related to the past business received from the using company terminal 20, the staff information of the employee, and the qualification information to use the staffing terminal 30 for utilizing the staffing information for the staff By providing staffing information, the staffing of the organization that conducts the business is supported. The business person in charge terminal 30 is an example of a terminal that uses the personnel arrangement information, and may be a personnel person in charge terminal or the like.

  In the use company terminal 20 using the system, the performance information of the work performed by the company in the past, the personnel information of the employees constituting the organization responsible for the business, the personnel information of the employees belonging to the company including the qualification information, qualification information To the staffing support system.

  Performance information in the past business, for example, financial indicators such as sales, cost, customer unit price, sales ratio with the previous year, customer satisfaction from the customer point of view, customer repeat rate, response time, quality, employee Performance indicators such as employee satisfaction from the viewpoint, turnover rate, manufacturing lead time from the process viewpoint, defect rate, number of patent applications, etc. include but are not limited to these and some of their information May be used.

  Further, performance information in business varies depending on the type of business such as planning, sales, manufacturing, maintenance, etc. It is also different according to the content of the business about which information to evaluate the success or failure of the business. For example, the evaluation may be performed based on sales only, or may be performed based on customer satisfaction or customer repeat rate. In the present invention, appropriate personnel assignment is proposed according to the content of work performed by a company and required performance information.

  Here, “human resource information” is information related to human resources of employees managed by each company, and includes information such as “age”, “skill”, “qualification” and “biography”, but is not limited thereto. It is not a thing. Also, “qualification information” is information related to the qualifications of employees managed by each company, and includes information such as “responsibility”, “coordination”, “ego”, “competitiveness” etc. It is not limited. This "qualification information" is useful as complementary information or alternative information to "human resources information" when there is a shortage of "human resources information" possessed by companies.

  In the business person in charge terminal 30 using the staffing information, business information, for example, information such as business type, required performance, handled products, area where business is performed, and organization information, for example, the number of organizations in charge of business Provide organizational information such as job titles and the like to the personnel assignment support system 10. Similar to the performance information in the past business described above, the required performance differs depending on the content of the business. The personnel assignment support system 10 provides appropriate personnel assignment information according to the provided business information and organization information.

  The staffing support system 10 has a team configuration for achieving a predetermined performance in the business using the provided performance information of the past business and the personnel information and qualification information of the employees of the organization in charge of the business. Generate a reference model. Specifically, the causality between the provided performance information and the information included in the personnel information of the employees of the organization and the information included in the qualification information is analyzed, and based on the analysis result, the personnel for achieving a predetermined performance A reference model consisting of a combination of information contained in information etc. is derived. The present invention creates this reference model in accordance with the work content, the required performance information, and the like.

  In the staff assignment support system 10, using the generated reference model, (1) analysis of present staff assignment and suggestion of transfer candidate, (2) suggestion of replacement candidate when there is a vacancy in the organization, or ( 3) It is possible to make proposals for placement candidates in new organizations.

  For example, when analyzing the current personnel arrangement and proposing a transfer candidate, the personnel information of the employee in the current organization provided from the business person in charge terminal 30, the personnel information of the employee in the corresponding reference model, etc. Create matching information related to human resource information, and if the matching rate is low, extract and propose transfer candidates whose matching rate is high from the information of the managing employee Can.

  The corresponding reference model to be compared can be extracted and selected from the generated reference models according to the information such as the work content performed by the company and the required performance.

<Configuration of human resource allocation support system>
FIG. 2 is a diagram showing an example of the configuration of a personnel assignment support system. The personnel assignment support system 10 generates a reference model by analyzing the causal relationship of information, generates matching information by comparing personnel information, etc., generates and provides personnel assignment information, and uses the central processing unit 11, a using company terminal 20, and a business. It includes an I / F unit 15 which communicates with the person-in-charge terminal 30 via the network 50, and a storage unit 16 for storing various information such as performance information.

  The central processing unit 11 operates as a reference model generation unit 12 for generating a reference model, a matching information generation unit 13 for generating matching information, and a human resource allocation information generation / supply unit 14 for generating and providing personnel allocation information of employees. Do. The storage unit 16 stores, in addition to performance information and human resource information / qualification information, a generated reference model, matching information, and the like.

  The reference model generation unit 12 generates a reference model for achieving a predetermined performance in the business using the provided performance information in the past business and the personnel information and qualification information of the employees of the organization in charge of the business. Do. The matching information generation unit 13 compares the human resource information etc. of the employees in the present or proposed organization with the human resource information etc. of the employees in the reference model generated by the reference model generation unit 12 to obtain matching information related to the human resource information etc. Generate The staffing information generation / providing unit 14 provides the staffing information generated based on the matching information.

  As described above, the reference model is prepared based on the performance information of the past work owned by the company, and the corresponding reference model to be compared is the information such as the work content performed by the company and the required performance. In response, it is possible to select and extract from the generated reference models.

  The analysis of causality when generating the reference model is performed by analyzing the human resource information and the qualification information of the employees constituting the organization that has achieved the predetermined performance in the predetermined work. For example, an organization that has achieved a predetermined sales in past sales is extracted, and a trend of combination of personnel information, tendency of qualification information, personnel information, qualification information of each employee constituting the organization is analyzed, and predetermined turnover is made. Create a reference model by defining the combination of human resource information and qualification information that became the factor to achieve the

  The matching information can be generated by comparing the personnel information and the qualification information of the employees constituting the organization with the personnel information and the qualification information of the employee in the reference model. For example, when the personnel information of an employee in a specific position of an organization in charge of a predetermined task includes skill information, qualification information, and past career information, such information may correspond to the corresponding employee in the corresponding reference model. Matching information related to human resource information can be generated according to whether to match with the skill information, the qualification information, and the past career information.

  Further, by generating matching information for the entire team using the matching information of each employee, it is possible to determine whether or not the predetermined performance can be achieved for the entire team. The determination of the matching information for the entire team may be made based on, for example, whether or not the average value of the matching information of each employee exceeds a predetermined value, but is not limited thereto.

  The personnel assignment support system 10 may be configured by a computer including a storage unit, an I / F unit, and a central processing unit, and may be configured to execute processing in the central processing unit 11 by a program. In that case, the central processing unit 11 may have the program installed in advance, or the program may be stored in the storage unit 16 and may be loaded into the central processing unit 11 when it is executed. .

<Creating a reference model>
FIG. 3 is a diagram showing an example of an organization in charge of operations in past operations. In the present invention, by analyzing the causal relationship between human resource information and qualification information of each employee constituting these organizations and the achieved performance, the information included in the human resource information etc. for achieving a predetermined performance It generates a reference model consisting of combinations.

  In the example shown in Fig. 3, a total of 159 stores consisting of stores 1 to 10 from fiscal 2000 to fiscal 2015 are analyzed, and the causal relationship between performance such as sales at each store, employee's human resource information, and qualification information Create a reference model by analysis.

  Specifically, by analyzing the combination of human resource information and qualification information possessed by the employees of the 159 stores to be analyzed, it is classified into a pattern of combination of personnel having common personnel information and qualification information, and is common For a predetermined percentage of stores having a combination pattern of employees, for example, 80% of stores, achieve a predetermined sales, the combination pattern is used to achieve a predetermined sales. It can be defined as a reference model.

  Here, a combination of human resource information and the like that actually exists may be used as a reference model, or based on actual human resource information and the like, combinations of human resource information and the like assumed to be highly likely to achieve a predetermined sales are generated. You may Also, multiple reference models may be defined to achieve a predetermined sales.

  As shown in FIG. 3, the number of employees in each store does not have to be the same, and there may be movement or increase / decrease of employees among the stores. When the number of employees in each store is different, it is sufficient to analyze the tendency of the personnel information and the qualification information of the employees in the number of duplicate employees.

  In addition, analysis may be performed using both human resource information and / or quality information, and if different personnel information and / or quality information is registered for each employee, based on overlapping information. An analysis may be performed.

<Specific example of reference model>
FIG. 4 is a diagram showing an example of a reference model in the personnel assignment support system. The reference models shown in FIG. 4 are illustrative and not limiting. For example, in the reference model below, the "reference model" is generated according to the business type such as "sales", "manufacturing" and "maintenance", but other business information, for example, products handled by business, business A reference model may be generated according to the information on the number of employees involved in, the area where the business is performed, etc., or a reference model may be generated according to a plurality of pieces of information.

  Further, as described above, the performance required of the organization differs depending on the work content, and the performance information on which the success or failure of the work is to be evaluated also differs depending on the work content. Therefore, in the reference model as well, financial indicators such as sales, cost, customer unit price, sales ratio with the previous year, customer satisfaction from the customer perspective, customer repeat rate, response time, quality, employee from the employee perspective It can be created according to performance information such as employee satisfaction rate, turnover rate, manufacturing lead time from process viewpoint, defective item incidence rate, number of patent applications.

  Reference model # 1 is a reference model when the business type is "sales", and is a reference consisting of a combination of personnel who were able to achieve a predetermined "sales and customer satisfaction" in an organization responsible for past sales. It is an example of a model.

  Reference model # 1 uses “skill”, “qualification” and “biography” as “human resources information”, and “sales and customer satisfaction” and “skill”, “qualification” and “biography” It is generated by analyzing causality.

  Here, “human resource information” is information related to human resources of employees managed by each company, and is not limited to the information such as “skill”, “qualification” and “biography” described above. Other information such as the "age" and "action characteristics" of the employee may be included. In addition, when creating a reference model, it is not necessary to use all of the “human resource information” managed by the company, and a causal relationship with a predetermined performance can be found out of the information contained in the “human resource information”. A part of information may be used to create a reference model.

  Reference model # 2 is a reference model when the work type is “manufacturing”, and is a reference model consisting of a combination of personnel who were able to achieve predetermined performance in “cost and quality” in an organization in charge of manufacturing in the past. An example of

  The reference model # 2 uses “qualification information” of the members of the team in addition to “personnel information”, and “personnel information” consisting of “cost and quality”, “skill”, “qualification” and “biography” It is generated by analyzing the causal relationship between "information" and "quality information" consisting of "responsibility", "coordination", "ego", "competitiveness" and so on.

  Here, "qualification information" is information related to the qualifications of employees managed by each company, and is limited to the information such as "responsibility", "coordination", "ego", "competitiveness" etc. described above. It is not a thing. Also, when creating a reference model, it is not necessary to use all of the “qualification information” managed by the company, and it is necessary to find a causal relationship with predetermined performance among the information included in the “qualification information”. A reference model may be created using some of the available information.

  Reference model # 3 is a reference model when the work type is "maintenance", and is a reference model consisting of a combination of personnel who were able to achieve a predetermined performance in "customer satisfaction" in an organization in charge of past maintenance. An example of

  The reference model # 3 is generated by analyzing the causal relationship between “sales and customer satisfaction” and “qualification information”. As shown in reference model # 3, a reference model can also be generated based only on the “qualification information” of the employee. The “qualification information” is useful as complementary information or alternative information to the “human resource information” when the “human resource information” possessed by the company is not sufficient.

<Example of application to review of staffing>
The specific example of the proposal of the personnel-placement proposal using a reference model is demonstrated using FIGS. 5-8. FIG. 5 is a diagram for explaining an example of the review of the staffing in the staffing support system.

  In the example of FIG. 5, the work type is "sales", and the current organization is composed of three people, a store manager, a deputy store manager, and employees. The performance required of the organization is increased sales and improved customer satisfaction. In addition, human resource information such as age, skills, qualifications of each human resource constituting the current organization is as illustrated.

  First, based on the task type, the organization information, and the required performance, the corresponding reference model is extracted from the generated reference models. In this example, a reference model whose task type, organization information, and required performance completely match is extracted, but if there is no reference model that completely matches them, a reference where part of the information matches The model may be extracted as a corresponding reference model.

  For example, in the case where there are a plurality of required performances, a reference model in which some of the performances match may be extracted. In addition, when the number of employees constituting the reference model is four, it is sufficient to extract the reference model in which the positions of three of them coincide.

  Next, the matching information related to the human resource information is generated by comparing the human resource information of the employees constituting the current organization and the human resource information of the employees constituting the extracted reference model. In this example, a matching rate regarding human resource information skills, qualifications and careers 1-3 is generated for each employee. With regard to the staff information of the store manager, the skills and careers 1-3 match, and the qualifications do not match, so the matching rate is 80%, and similarly the deputy store manager matching rate is 50%, and the employee matching rate is 100%. . Here, the matching rate may be adjusted by weighting each information included in the personnel information according to the degree of importance in the personnel information.

  As a result of comparing the human resource information of the current organization and the human resource information of the reference model, a deputy store manager with a low matching rate becomes a transfer candidate, and human resources information of employees whose matching rate is higher than the current status is selected from human resources information managed by companies. Search for. As a result, an employee with a matching rate of 100% is extracted as a transfer candidate, and the employee can be proposed as a transfer candidate. Since the matching rate as an organization after transfer will exceed 80% on average, proposing staffing that can be expected to achieve the prescribed performance of sales increase and customer satisfaction improvement in sales. it can. Here, when there are a plurality of transfer candidates who satisfy the matching rate as an organization, a plurality of human resources may be proposed.

<Example of application to vacancy replenishment of staffing>
FIG. 6 is a diagram for explaining an example of the vacancy replenishment of the personnel arrangement in the personnel arrangement support system.

  In the example of FIG. 6, the business type is "sales", and the current organization should be composed of three people, a store manager, a deputy store manager, and an employee, but vacancies occur in the post of the deputy store manager. The performance required of the organization is increased sales and improved customer satisfaction.

  Similar to the case of FIG. 5, based on the task type, the organization information, and the required performance, the corresponding reference model is extracted from the generated reference models, and the personnel information of the employees constituting the organization and the extracted reference The matching information related to the human resource information is generated by comparing the human resource information of the employees constituting the model.

  In this example, since there is a vacancy in the deputy store manager, information on employees with higher matching rates is searched from among the employees managed by the company. As a result, since an employee having a matching rate of 100% is extracted as a replenishment candidate, the employee can be proposed as a replenishment candidate. Since the matching rate as an organization after replenishment is on average more than 80%, it is possible to propose the staffing that can expect achievement of a predetermined performance in sales to the organization where vacancies occur . Here, when there are a plurality of replenishment candidates satisfying the matching rate as an organization, a plurality of human resources may be proposed.

<Example of application in personnel assignment in new organization>
FIG. 7 is a diagram for explaining an example of the personnel arrangement in the new organization in the personnel arrangement support system.

  In the example of FIG. 7, in the case where the work type is "sales", a new organization composed of three persons, a store manager, a deputy store manager, and employees, is considered. The performance required of the new organization is increased sales and improved customer satisfaction.

  As in the case of FIGS. 5 and 6, based on the work type, organization information, and the required performance, the corresponding reference model is extracted from the generated reference models, and the matching rate is higher among the employees managed by the company. Search high employee information. As a result, a store manager with a matching rate of 80%, a deputy manager of 100%, and a 100% employee were extracted as placement candidates for each post, so those employees should be proposed as placement candidates in the new organization. Can. Since the matching rate as an organization after deployment exceeds 80% on average, proposing the staffing of a new organization that can be expected to achieve predetermined performance when the business type is “sales” Can. Here, when there are a plurality of combinations of employees who satisfy the matching rate as an organization, a plurality of human resources may be proposed.

<Example of application in staffing that considers the balance between organizations>
When transfer candidates are extracted based on the matching rate in a specific organization as shown in FIG. 5, the matching rates in other organizations may decrease, and the matching rates in the entire enterprise may be unbalanced. FIG. 8 is a diagram for explaining an example of personnel arrangement in consideration of the balance between organizations.

  The example of FIG. 8 is a balance between organizations so that the matching rate of human resource information in the transfer destination Shinagawa branch does not fall below a predetermined value when the deputy store manager of the Tokyo branch is transferred as the deputy store manager of another branch In consideration of

  By transferring the deputy manager of the Shinagawa branch to the Tokyo branch, the average value of the matching rate of the Tokyo branch can be improved to 80% or more, and an organization that can be expected to achieve a predetermined performance can be configured. On the other hand, at the Shinagawa branch that received the deputy manager of the Tokyo branch, the matching rate of the deputy manager decreases, but the matching rate as an organization after transfer will maintain an average value exceeding 80%. At Shinagawa Branch, it will be possible to maintain staffing that can be expected to achieve predetermined performance.

<Providing Sequence of Staffing Information>
FIG. 9 is a diagram for explaining a provision sequence of personnel arrangement information in the personnel arrangement support system.

  The user terminal transmits the performance information in the past business owned by the company, the personnel information of employees managed by the enterprise, and the qualification information to the staffing support system, and the staffing support system receives the received performance information. , Register human resources information, quality information.

  The staffing support system analyzes the causal relationship between the provided performance information and the information included in the personnel information of the employees of the organization and information included in the qualification information, and based on the analysis result, achieves a predetermined performance. Generate a reference model consisting of a combination of information included in human resources information and quality information.

  In the personnel assignment support system, based on the business information, organization information, etc. provided from the business person in charge terminal, the corresponding reference model is extracted from the already generated reference models, and the personnel information of the employees constituting the organization, The matching information is generated by comparing the qualification information with the personnel information of the employee in the corresponding reference model and the qualification information, and based on the generated matching information, analysis of the current personnel arrangement and proposal of transfer candidates, organization It is possible to generate and provide personnel assignment information such as a proposal for a replacement candidate when there is a vacancy in the above or a proposal for a deployment candidate in a new organization.

  The business person in charge terminal can consider transfer of human resources between organizations, transfer of human resources to an organization in which a vacancy has occurred, allocation of human resources in a new organization, and the like based on the received personnel allocation information. When a plurality of personnel arrangement information is provided, the person in charge of business can select desired personnel arrangement information from among the plurality of personnel arrangement information.

<Provision process of staffing information>
FIG. 10 is a diagram for explaining the process of providing staffing information in the staffing support system.

  The personnel assignment support system receives each of the performance information, the personnel information, and the quality information from the use company terminal, and registers the received information (S1-1 to S1-4).

  The personnel assignment support system analyzes a causal relationship between the performance information and at least a part of the information included in the personnel information and the qualification information (S1-5), and based on the analysis result, achieves a predetermined performance. To generate a reference model of (S1-8, S1-9).

  When the staffing support system receives the business information and the organization information from the person in charge terminal of the business (S1-7, S1-8), the corresponding reference model is extracted (S1-9), Generate matching information related to human resource information by comparing the human resource information of the employees in the corresponding reference model (S1-10), and based on this matching information, it is possible to achieve the predetermined performance in the business. High staffing information is generated (S1-11), and provided to a business person in charge terminal that uses the staffing information (S1-12).

  As described above, according to the personnel assignment support system in the present embodiment, reference information corresponding to the personnel information and qualification information of the employees constituting the organization in charge of the predetermined task, the task content and the required performance Since the staffing in the organization in charge of the predetermined work is proposed based on the matching information generated by comparing the personnel information and the qualification information of the employees in the organization, the work content and the work the organization is in charge of It becomes possible to propose more appropriate staffing according to the required performance information.

  The present invention can be used for a system that proposes personnel assignment suitable for achieving a predetermined result based on personnel information of employees of a company.

  DESCRIPTION OF SYMBOLS 10 Human resource allocation support system 11 Central processing part 12 Reference model generation part 13 Matching information generation part 14 Human resource allocation information generation / provision part 15 I / F part 16 Storage part 20 ... use company terminal, 30 ... business person in charge terminal, 50 ... network.

Claims (8)

A storage means for storing performance information related to past business operations of a company and personnel information and / or qualification information of employees managed by the company;
At least a part of the information included in the personnel information and / or the qualification information by analyzing a causal relationship between the performance information and at least a part of the information included in the personnel information and / or the qualification information Reference model generation means, which is a combination and generates a reference model for achieving a predetermined performance,
At least a part of the human resource information and / or the qualification information is obtained by comparing a combination of employees constituting an organization in charge of a predetermined task with the reference model corresponding to a desired performance in the predetermined task. And a matching information generation unit configured to generate matching information related to the information in the human resource arrangement support system. The information processing apparatus according to claim 1, further comprising: personnel arrangement information providing means for providing personnel arrangement information of the employees constituting the organization for achieving the predetermined performance in the predetermined work based on the matching information. Human resources placement support system. The personnel arrangement information providing means provides the personnel arrangement information of an employee who configures each of the plurality of organizations based on the matching information in the plurality of organizations in the company. Human resources placement support system. The reference model is generated according to at least one of information on the type of the operation, the product to be handled for the operation, the number of employees involved in the operation, and the area where the operation is performed. The personnel assignment support system according to any one of the items 1 to 3. The predetermined performance includes information on at least one of a financial index of the business, customer satisfaction, customer repeat rate, cost, response time, quality, employee satisfaction, and turnover rate. The personnel assignment support system according to any one of to 4. 6. The human resource information according to any one of claims 1 to 5, wherein the human resource information includes at least one of the employee's skill information, the employee's qualification information, the employee's career information, and the employee's behavior characteristic. Staffing support system described in Section. A computer comprising storage means for storing performance information concerning past business operations of a company and personnel information and / or qualification information of employees managed by the company,
At least a part of the information included in the personnel information and / or the qualification information by analyzing a causal relationship between the performance information and at least a part of the information included in the personnel information and / or the qualification information A reference model generating step consisting of a combination and generating a reference model for achieving a predetermined performance;
At least a part of the human resource information and / or the qualification information is obtained by comparing a combination of employees constituting an organization in charge of a predetermined task with the reference model corresponding to a desired performance in the predetermined task. A matching information generation step of generating matching information related to the information of
A human resources allocation support method, comprising: providing human resource allocation information of the employees constituting the organization for achieving the predetermined performance in the predetermined work based on the matching information. A computer comprising storage means for storing performance information concerning past business operations of a company and personnel information and / or qualification information of employees managed by the company;
At least a part of the information included in the personnel information and / or the qualification information by analyzing a causal relationship between the performance information and at least a part of the information included in the personnel information and / or the qualification information A reference model generating step consisting of a combination and generating a reference model for achieving a predetermined performance;
At least a part of the human resource information and / or the qualification information is obtained by comparing a combination of employees constituting an organization in charge of a predetermined task with the reference model corresponding to a desired performance in the predetermined task. A matching information generation step of generating matching information related to the information of
A human resource allocation support program for performing human resource allocation information providing steps of providing human resource allocation information of the employees constituting the organization for achieving the predetermined performance in the predetermined work based on the matching information.

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