JP2020077422A - Output program, output device, and method for output - Google Patents

Abstract

To provide an output program, an output device, and a method for output which allow the position of each worker to be known in a distribution for knowing the situation of an organization.SOLUTION: In the output device, when a company terminal sends a distribution display request, an analysis server receives the distribution display request and sends a setting screen. The company terminal receives and displays the setting screen, acquires a selection item from a user, and sends the selection item to the analysis server. The analysis server receives the selection item, acquires the score of the selection item, generates a distribution screen, and sends the distribution screen to the company terminal. The company terminal receives and displays the distribution screen.SELECTED DRAWING: Figure 7

Description

  The present invention relates to an output program or the like that outputs worker distribution information.

  In an organization that includes multiple workers, it is necessary to understand the status of the organization in order to continue stable operation. Patent Document 1 proposes a program for an organization evaluation apparatus that allows the distribution of bosses and their subordinates to be visually understood regarding work motivation and thinking power.

JP, 2005-284551, A

  However, in the conventional program, the distributions of superiors and subordinates can be compared, and the positions of the subordinates who are workers in the distribution cannot be grasped. The present invention has been made in view of such circumstances. Its purpose is to provide an output program or the like that enables the position of each worker to be grasped in a distribution that grasps the organizational situation.

  The output program according to the present invention acquires a plurality of selection items selected from a plurality of items associated with each of a plurality of workers, acquires a score for each of the selection items associated with each of the plurality of workers, and performs the plurality of jobs. It is characterized in that a distribution of the plurality of workers is generated based on each of the plurality of scores associated with each person, and an image expressing the generated distribution is output.

  According to the present invention, it is possible to grasp the position of each worker.

It is an explanatory view showing a device configuration example of a personnel mapping system. It is a block diagram which shows the structural example of a personnel mapping system. It is explanatory drawing which shows the example of employee DB. It is explanatory drawing which shows the example of company DB. It is explanatory drawing which shows the example of rating DB. It is explanatory drawing which shows the example of favorite DB. It is a flow chart which shows the example of a procedure of output processing. It is explanatory drawing which shows the example of a setting screen. It is explanatory drawing which shows the example of a distribution screen. It is explanatory drawing which shows the other example of a setting screen. It is explanatory drawing which shows the example of warning condition DB. It is a flow chart which shows the example of other procedures of output processing. It is explanatory drawing which shows the other example of a distribution screen. It is explanatory drawing which shows the other example of a distribution screen. It is an explanatory view showing an example of a basic rating DB. It is a flowchart which shows the procedure example of a score calculation process. It is explanatory drawing which shows the other example of a distribution screen.

  Embodiments will be described below with reference to the drawings.

(Embodiment 1)
FIG. 1 is an explanatory diagram showing a device configuration example of a human resource mapping system. The personnel mapping system 100 includes an analysis server (output device) 1 and a plurality of company terminals 2. The analysis server 1 and each company terminal 2 send and receive information via a network N such as the Internet or a LAN (Local Area Network). The analysis server 1 is composed of a server computer, a blade server, and the like. A plurality of analysis servers 1 may be provided or may be realized by a plurality of virtual machines provided in one server device. Further, the function of the analysis server 1 may be provided by a cloud service. The company terminal 2 is composed of a personal computer, a smartphone, a tablet computer, or the like.

  FIG. 2 is a block diagram showing a configuration example of the human resource mapping system 100. The analysis server 1 includes a CPU (Central Processing Unit) (selection information acquisition unit, score acquisition unit, generation unit, output unit) 11, a ROM (Read Only Memory) 12, a RAM (Random Access Memory) 13, and a large capacity storage unit 14. The communication unit 15 and the reading unit 16 are included. The components are connected by a bus B.

  The CPU 11 performs various information processing by appropriately executing the control program (output program) 1P stored in the ROM 12. The RAM 13 is, for example, SRAM (Static RAM), DRAM (Dynamic RAM), or flash memory. The RAM 13 temporarily stores data generated when the CPU 11 executes the program.

  The large-capacity storage unit 14 is, for example, a hard disk or an SSD (Solid State Drive). The large-capacity storage unit 14 stores various databases (DB: Data Base). The large-capacity storage unit 14 stores an employee DB 141, a company DB 142, a rating DB 143, a favorite DB 144, and a warning condition DB 145. Further, the control program 1P may be stored in the mass storage unit 14. All or part of the warning condition DB 145 from the employee DB 141 may be stored in a place other than the analysis server 1. For example, it may be stored in a database server or cloud storage.

  The communication unit 15 is an interface for connecting to the network N by wire communication or wireless communication. The communication unit 15 transmits / receives information to / from an external device via the network N. The reading unit 16 reads information stored in a portable storage medium 1a including a CD (Compact Disc) -ROM or a DVD (Digital Versatile Disc) -ROM. The CPU 11 may read the control program 1P from the portable storage medium 1a via the reading unit 16 and store it in the mass storage unit 14. Further, the CPU 11 may download the control program 1P from the external device via the network N via the communication unit 15 and store the control program 1P in the large capacity storage unit 14. Further, the CPU 11 may read the control program 1P from the semiconductor memory 1b.

  The company terminal 2 includes a CPU 21, a ROM 22, a RAM 23, a display unit 24, an input unit 25, a large capacity storage unit 26, and a communication unit 27. The components are connected by a bus B.

  The CPU 21 controls each part of the hardware according to the control program 2P stored in the ROM 22. The RAM 23 is, for example, SRAM, DRAM or flash memory. The RAM 23 temporarily stores the data generated when the CPU 21 executes the program.

  The display unit 24 includes a liquid crystal display panel and the like. The display unit 24 displays the information about the human resources output by the analysis server 1. The input unit 25 is a keyboard or a mouse. The display unit 24 and the input unit 25 may be integrated to form a touch panel display. The company terminal 2 may display on an external display device.

  The large-capacity storage unit 26 is, for example, a hard disk or SSD. The large capacity storage unit 26 stores various data.

  The communication unit 27 communicates with the analysis server 1 via the network N. Further, the CPU 21 may use the communication unit 27 to download the control program 2P from another computer via the network N or the like and store the control program 2P in the large capacity storage unit 26.

  The DB used in the personnel mapping system 100 will be described. FIG. 3 is an explanatory diagram showing an example of the employee DB. The employee DB 141 stores information on employees (workers) of a company that uses the human resource mapping system 100. The employee DB 141 includes an employee ID column, a company ID column, a name column, a face photograph column, an age column, a department column, a post column, a job category column, an area column, a joining year column, a grade column, and a salary column. The employee ID column stores an employee ID that can uniquely identify each employee. The company ID column stores the company ID of the company to which the employee belongs. The name column stores the names of employees. The face photograph sequence stores face photograph data of employees. The age column stores the age of employees. The department column stores information for identifying the department to which the employee belongs, department name and department ID. The position column stores the position of the employee. The job type column stores the job type of the employee. Job types include, for example, front-end engineer, sub-engineer, designer, and sales. The area column stores the areas where employees work. Areas include the Tokyo metropolitan area, Chubu, Kansai, Shikoku, Kyushu, and Hokkaido. The entry year column stores the entry year of employees. The grade column stores the employee's salary grade. The salary column stores salary salaries of employees. The employee DB 141 may be a database that is logically different for each company, instead of a single database shared by a plurality of companies.

  FIG. 4 is an explanatory diagram showing an example of the company DB. The company DB 142 stores information about the company. The company DB 142 includes a company ID column, a name column, an industry column, and an employee scale column. The company ID column stores company IDs that can uniquely identify each company. The name column stores the name of the company. The industry column stores the industry to which the company belongs. The employee scale column stores the employee scale of the company. The number of employees is, for example, 100, 250, 500, 1000 or 3000.

  FIG. 5 is an explanatory diagram showing an example of the score DB. The grade DB 143 stores various grades of employees. The score is calculated and stored from the response of each employee to the questionnaire about work, the result of daily observation by the boss, the conversation contents of regular interviews such as pay raise interviews, and the like. The rating DB 143 includes an employee ID column, a company ID column, a time column, an evaluator evaluation column, a self-evaluation column, an evaluation satisfaction level column, a salary satisfaction column, a transfer frequency column, a transfer span column, a motivation column, a culture fit column, and a capacity allowance. Includes degree and skill satisfaction columns. The employee ID column stores the employee ID. The company ID column stores the company ID. The time series stores the time when the score was acquired. For example, the period is the year and the first half or the second half. The evaluator evaluation column stores the evaluation (evaluation by others) by the evaluator. For example, the ratings are S, A, B, C and D. S is the highest evaluation and D is the lowest evaluation. The evaluator acquires the evaluation from the personnel evaluation system or the like. The self-evaluation column stores the employee's own evaluation (self-evaluation). The self-evaluation is stored in the same format as the evaluator evaluation. The evaluation satisfaction degree column stores the degree to which the evaluator is satisfied with the evaluation result. For example, the evaluation satisfaction level is stored as a percentage (%). The minimum value is 0% and the maximum value is 100%. The higher the value, the higher the satisfaction level of the employee. The salary satisfaction column stores the degree of satisfaction with salary. For example, salary satisfaction is stored as a percentage (%). The minimum value is 0% and the maximum value is 100%. The higher the value, the higher the satisfaction level of the employee. The transfer count column stores the transfer count of employees up to that point. The number of transfers is updated upon receipt of the transfer appointment from the personnel system. The change span row stores the average interval between personnel changes. For example, if you work in department A for 5 years, work in department B for 3 years, work in department C for 2 years, and move to department D, the change span will be 3.3 years. For example, the change span row is updated every time a change appointment is issued based on the history stored in the personnel system or the like. The motivation sequence memorizes employees' willingness to work. For example, the minimum value is set to 0% and the maximum value is set to 100%, and the larger the value, the more the employee feels motivated for the work. The culture fit column stores the degree of conformity of the company and the department to which it belongs. The minimum value is set to 0% and the maximum value is set to 100%, and the larger the value is, the higher the compatibility is. The culture fit column is determined based on the response of the fitness degree from the employee himself or the response of the fitness degree of the employee as seen by his or her superior or colleague. The capacity tolerance column is a value indicating whether the amount of work assigned is within an allowable range according to the ability. If the amount of work is too much or too little, the tolerance is low. The minimum value is 0% and the maximum value is 100%. The higher the value, the higher the tolerance. The skill satisfaction column memorizes the degree of satisfaction with the skill that one has, and the degree of satisfaction with the skill acquired through work. The minimum value is 0% and the maximum value is 100%. The larger the value, the higher the satisfaction. The contents stored in the rating DB 143 may be stored in the employee DB 141 and the rating DB 143 may not be provided. In the following description, evaluator evaluation, self-evaluation, etc. are referred to as rating items (items), and the value of the rating is simply referred to as rating. The information stored in the employee DB 141 and the evaluation DB 143 is not limited to the information on the regular employees. Information such as contract employees, temporary employees, part-timers, and part-time workers may be stored.

  FIG. 6 is an explanatory diagram showing an example of the favorite DB. The favorite DB 144 stores a combination of rating items used as axes when displaying the distribution. The favorite DB 144 includes an employee ID column, a company ID column, a first item column, and a second item column. The employee ID column stores the employee ID. The company ID column stores the company ID. The first item row stores the score item which is the vertical axis when displaying the distribution. The second item row stores the score items that are used as the horizontal axis when displaying the distribution.

  Next, the processing performed by the personnel mapping system 100 will be described. FIG. 7 is a flowchart showing an example of the procedure of output processing. The user logs in to the analysis server 1 from the company terminal 2 and selects the distribution display function on the menu screen displayed after login. The CPU 21 of the company terminal 2 transmits a distribution display request to the analysis server 1 via the communication unit 27 (step S1). The CPU 11 of the analysis server 1 receives the distribution display request via the communication unit 15 (step S2). The CPU 11 transmits the setting screen to the company terminal 2 via the communication unit 15 (step S3). The CPU 21 of the company terminal 2 receives the setting screen via the communication unit 27 and displays it on the display unit 24 (step S4). The user selects the grade item used for the distribution display. The CPU 21 acquires the selected rating item (selected item) (step S5). The CPU 21 transmits the selection item to the analysis server 1 via the communication unit 27 (step S6). The CPU 11 of the analysis server 1 receives the selection item via the communication unit 15 (step S7). The CPU 11 acquires the score for the selected item from the score DB 143 or the employee DB 141 (step S8). CPU11 produces | generates a distribution screen based on the acquired score (step S9). The CPU 11 transmits the distribution screen to the company terminal 2 via the communication unit 15 (step S10). The CPU 21 of the company terminal 2 receives the distribution screen via the communication unit 27 and displays it on the display unit 24 (step S11). The output process ends.

  Next, the screen used in the output process will be described. FIG. 8 is an explanatory diagram showing an example of the setting screen. The setting screen d01 includes a first item menu d011, a second item menu d012, an enter button d013, and a cancel button d014. The first item menu d011 is a menu for selecting a grade item as the vertical axis when displaying the distribution. The first item menu d011 is a pull-down menu. The second item menu d012 is a menu for selecting a grade item as the horizontal axis when displaying the distribution. The second item menu d012 is a pull-down menu. The decision button d013 is a button for deciding the selection result. When the decision button d013 is selected, information on the rating items selected in the first item menu d011 and the second item menu d012 is transmitted to the analysis server 1. The cancel button d014 is a button for interrupting the distribution display. When the cancel button d014 is selected, the screen returns to the menu screen displayed immediately after login.

  FIG. 9 is an explanatory diagram showing an example of the distribution screen. The distribution screen d02 displays the distribution of employees. The distribution screen d02 includes a first item menu d021, a second item menu d022, a distribution area d023, and a favorite menu d024. The first item menu d021 displays rating items as the vertical axis. The second item menu d022 displays rating items as the horizontal axis. The distribution area d023 displays the distribution of employees. In the example shown in FIG. 9, the vertical axis is the evaluator evaluation and the horizontal axis is the self-evaluation.

  The first item menu d021 and the second item menu d022 are pull-down menus. When the first item menu d021 is changed, the rating item on the vertical axis is changed, and the distribution area d023 is displayed again. When the second item menu d022 is changed, the rating item on the horizontal axis is changed and the distribution area d023 is displayed again. The favorite menu d024 is a pull-down menu. When the favorite menu d024 is selected, a combination of rating items registered by the user as favorites is displayed. When one of them is selected, the first item menu d021 and the second item menu d022 are changed, and the distribution area d023 is displayed again.

  In the present embodiment, the two items selected by the user are displayed in a graph in association with the coordinate values based on the rating of each employee. As a result, the distribution of employees is grasped and it becomes a reference material for personnel measures. In addition, since the position of each employee is displayed, it is possible to individually handle the employee having a unique position, if necessary. For example, when the vertical axis shown in FIG. 9 is the evaluator evaluation and the horizontal axis is the self-evaluation, the following can be read by dissociating the two evaluations. Employees who have a higher self-evaluation than the evaluator's evaluation are at risk of resigning due to dissatisfaction with the internal evaluation. It turns out that the employee needs a response to avoid retirement. For employees whose evaluator evaluation is higher than self-evaluation, the evaluator's evaluation may be weak. It can be seen that it is necessary for the evaluator who evaluated the employee to consider whether the evaluation result is right or wrong.

(Embodiment 2)
The present embodiment relates to a form in which the employees displayed as distribution can be designated. FIG. 10 is an explanatory diagram showing another example of the setting screen. In FIG. 10, the same components as those in FIG. 8 are designated by the same reference numerals as those in FIG. The setting screen d01 further includes a department menu d015, a job type menu d016, a years of service area d017, and a favorite menu d018. The department menu d015 and the job type menu d016 are pull-down menus. The department menu d015 narrows down the display target to employees belonging to the specified department. The job type menu d016 narrows down the display target to employees of the specified job type. The years of service area d017 includes a lower limit box d0171 and an upper limit box d0172. By inputting numbers in the lower limit box d0171 and the upper limit box d0172, the display target is narrowed down by the years of service. For example, when narrowing down the number of employees who have worked for 3 to 5 years, enter 3 in the lower limit box d0171 and 5 in the upper limit box d0172. The favorite menu d018 is not related to the narrowing down of employees. The function of the favorite menu d018 is the same as that of the favorite menu d024 shown in FIG. When the favorite menu d018 is selected, a combination of rating items registered by the user as favorites is displayed. When one of them is selected, the first item menu d011 and the second item menu d012 are changed.

  The output processing in this embodiment is almost the same as that in FIG. 7. When the grade is acquired in step S8 of FIG. 7, only the employees who meet the narrowing-down condition are acquired. Also when generating the distribution screen in step S9, the distribution is generated only for the employees who meet the narrowing-down condition.

  In the present embodiment, it is possible to narrow down the employees to be displayed by the department, job type, and years of service. This makes it possible to confirm the distribution of employees in a specific department, occupation, and years of service. For example, in the all employee display, when the evaluator's evaluation of the employees in the development department is higher than the self-evaluation and the possibility that the evaluation is weak is found, the display target is narrowed down to the development department. By doing so, it becomes possible to verify whether or not employees' evaluation of the development department is unsatisfactory. The conditions for narrowing down are not limited to the department, occupation, and years of service. You may narrow down according to conditions such as job title, number of transfers, and age.

(Embodiment 3)
The present embodiment relates to a form in which a warning is displayed when there is an employee located in an area that needs to be dealt with in the employee distribution. FIG. 11 is an explanatory diagram showing an example of the warning condition DB. The warning condition DB 145 stores conditions for displaying a warning. The warning condition DB 145 includes a first item string, a second item string, a condition string, and a message string. The first item string and the second item string store combinations of rating items for condition determination. The condition column stores conditions for warning display. The message string stores a message displayed as a warning.

  FIG. 12 is a flowchart showing another example of the procedure of the output processing. The user logs in to the analysis server 1 from the company terminal 2 and selects the distribution display function on the menu screen displayed after login. The CPU 21 of the company terminal 2 transmits a distribution display request to the analysis server 1 via the communication unit 27 (step S21). The CPU 11 of the analysis server 1 receives the distribution display request via the communication unit 15 (step S22). The CPU 11 transmits the setting screen to the company terminal 2 via the communication unit 15 (step S23). The CPU 21 of the company terminal 2 receives the setting screen via the communication unit 27 and displays it on the display unit 24 (step S24). The user selects the conditions for narrowing down the employees to be displayed and the grade items used for distribution display. The CPU 21 acquires the narrowing-down condition and the selected selection item (step S25). The CPU 21 transmits the selection item to the analysis server 1 via the communication unit 27 (step S26). The CPU 11 of the analysis server 1 receives the narrowing-down condition and the selection item via the communication unit 15 (step S27). The CPU 11 narrows down the processing target to the employees who match the narrowing condition (step S28). With respect to the target employee, the score for the selected item is acquired from the score DB 143 or the employee DB 141 (step S29). The CPU 11 acquires a warning condition that matches the selected item from the warning condition DB 145 (step S30). The CPU 11 selects one unprocessed warning condition (step S31). The CPU 11 determines whether or not there is an employee who meets the warning condition (step S32). When the CPU 11 determines that there is no employee who meets the warning condition (NO in step S32), the process proceeds to step S34. When determining that there is an employee who meets the warning condition (YES in step S32), the CPU 11 stores the warning information in a temporary storage area provided in the RAM 13 or the like (step S33). The warning information includes an employee ID of an employee who meets the warning condition and a warning message. The CPU 11 determines whether or not there is an unprocessed warning condition (step S34). When the CPU 11 determines that there is an unprocessed warning condition (YES in step S34), the process is returned to step S31, and the unprocessed warning condition is processed. When the CPU 11 determines that there is no unprocessed warning condition (NO in step S34), it generates a distribution screen based on the acquired score (step S35). At that time, using the warning information stored in the temporary storage area, a rectangle surrounding the target employee is displayed and a warning message is displayed. The CPU 11 transmits the distribution screen to the company terminal 2 via the communication unit 15 (step S36). The CPU 21 of the company terminal 2 receives the distribution screen via the communication unit 27 and displays it on the display unit 24 (step S37). The output process ends.

  FIG. 13 is an explanatory diagram showing another example of the distribution screen. 13, the same configurations as those in FIG. 9 are denoted by the same reference numerals as those in FIG. 9, and description thereof will be omitted. The distribution area d023 of the distribution screen d02 includes a warning display d0231 and a warning display d0232. The warning display d0231 encloses employees whose evaluator evaluation is lower than self-evaluation, and displays a warning that "there is a retirement risk". The warning display d0232 surrounds the employees who have a higher evaluator evaluation than the self evaluation, and displays a warning that "the evaluation may be unsatisfactory". It should be noted that the number of warning displays is determined by the combination of the target employee and the grade item as the axis.

  FIG. 14 is an explanatory diagram showing another example of the distribution screen. 14, the same configurations as those in FIG. 9 are denoted by the same reference numerals as those in FIG. 9, and description thereof will be omitted. The distribution area d023 of the distribution screen d02 includes a warning display d0233 and a warning display d0234. The axis of FIG. 14 is different from that of FIG. In FIG. 14, the vertical axis represents the evaluator evaluation. The horizontal axis is monthly working hours. The warning display d0233 encloses the employees whose working hours are long and the rating of which is low, and displays a warning that "productivity is low". The warning display d0234 surrounds the employees who have a short working time and a high evaluation by the evaluator, and displays a warning that "the productivity is high". Although "highly productive" is not a bad evaluation, there is a possibility that the corresponding employee may be dissatisfied with the salary.

  In the above description, the rating items used on the horizontal axis and the vertical axis of the distribution are examples, and the present invention is not limited to these. Another example of the combination of rating items will be described below.

  The combination of job category or department and satisfaction with the evaluation provides information on whether or not to use the evaluation system. If there are a large number of employees with low evaluation satisfaction in a specific job category or department, the current evaluation system may not be suitable for the job category or department.

  The combination of the evaluator evaluation and the satisfaction level of the evaluation can obtain the employees who need to follow the evaluator. For employees with low evaluator evaluation and low satisfaction with the evaluation, it is necessary to explain why the evaluation is lower than that of the evaluator, and to provide motivation toward the next term and work to get work.

  By combining the evaluator evaluation and the year of joining the company or the number of years of service, it is possible to analyze the trend for each year of joining the company or years of service. For example, it is possible to understand the tendency of the employees who joined the company in 2xxx years, and how the employees who had a certain result at the time of the number of years of service tend to become more likely to thereafter.

  By combining the number of transfers or the span of transfers and the evaluator's evaluation, it is possible to grasp the employees who are more likely to produce results if the number of transfers is large. On the other hand, it is possible to understand the employees who are producing results without transferring them.

  The combination of evaluator evaluation and motivation score, or the combination of evaluator evaluation and culture fit makes it possible to identify employees who are excellent but do not fit the company.

  In the above description, the axes for displaying the employee distribution are two axes, but the axes are not limited thereto. It may have three or more axes.

(Embodiment 4)
In this embodiment, the CS map will be described. The CS map is created based on the culture fit and skill. C is an acronym for Culture and S is an acronym for Skill. Next, the concept of the CS map will be described. In order for the company to grow, it must have market competitiveness externally, but it is required that it has a strong internal organization. A strong company organization is an organization in which not only the manager but also each employee has the same viewpoint and idea as the manager and can operate the company. If the company evaluates that the employees have these management perspectives and ideas and the ability to realize them, the employees can further enhance their aspiration and strengthen the organization.

  In the present embodiment, the following two axes are used as the axes when displaying the distribution of employees. One is culture fit. The culture of the company is created by employees who have a management perspective and deep understanding of the company's management philosophy, exercise their leadership, and operate the company. Then, whether or not you have a managerial point of view / idea can be grasped by the index that it fits the culture of the company. Here, this index is called culture fit. The viewpoint of measuring the culture fit can be classified into the following five. It is ownership, a firm sense of responsibility, an overall optimum viewpoint, a CI fit, and a value manifestation.

  Ownership is the consciousness of trying to solve the problems and issues that a company faces as its own. Instead of paying attention to one's own problems and issues, instead of becoming an instruction waiting employee, he / she considers the work as “on his / her own”, not as a waiting-for-instruction employee, as to the problems / issues that he / she belongs to, department, division, or company. It is a consciousness to think and solve.

  A firm sense of responsibility means having a strong sense of responsibility for one's work. In other words, it is whether or not one's work can be carried out with a strong awareness that oneself will be responsibly completed to the end.

  The overall optimum perspective is a perspective that gives a broad view of the entire company. Rather than having the sectionism that only the department to which it belongs is good, instead of having a perspective to understand what should be done in order to cooperate with the department to which the department belongs and to operate the company as a whole and to provide high added value for customers. Is. Also, on the time axis, it is not only about achieving the goals for this term, but trying to determine what should be done this term as a stepping stone for growth in the medium to long term.

  The CI fit is a viewpoint of sympathizing with the company's philosophy and goals (Corporate Identity), and acting with them as their own.

  Value manifestation is whether or not employees themselves express the values that the company expects from employees and act accordingly. In addition, it shows what it should be as an employee and is a model for others.

  The culture fit is evaluated by comprehensively looking at the above five viewpoints. Although the culture fit is evaluated from five viewpoints, it is not limited to this. It may be evaluated using or in addition to the “motivation” described above.

  The other axis of the CS map, for example the horizontal axis, is a skill that takes into account the culture fit of the company. Even if employees have a management perspective and a deep understanding of the company's management philosophy, they must have sufficient knowledge and ability to exercise leadership and operate the company. Desired. A skill is an index that measures whether you have sufficient knowledge and ability. The skills here are not general ones, but the skills based on the company's culture fit, that is, the company's management philosophy, goals, tasks, and the like. The viewpoint of measuring skill can be classified into the following four. Technical skills, management skills, execution skills, and execution skills.

  Technical skills are the knowledge and abilities necessary to perform business. Management skills are the ability to utilize business resources (human resources, physical resources, financial resources, information resources) to achieve the goals of the company and to perform business operations. Execution skills are the ability to efficiently utilize the management resources of the company and to formulate measures to achieve the goals. Execution ability is the ability to quickly and accurately implement measures that come from strategies or goals set by the company or the company and reach the strategies or goals with high potential.

  Skills are evaluated by looking at the above four viewpoints comprehensively. Although the skill is evaluated from four viewpoints, it is not limited to this. You may evaluate using or in addition to the above-mentioned "capacity tolerance" and "skill satisfaction".

  For the evaluation of culture fit and skills, five viewpoints that are the basis, and four viewpoints are evaluated and others are evaluated by a plurality of people using a questionnaire etc. to bosses and colleagues, and a score for each viewpoint (called a basic score) Ask). When it comes to evaluation, it seems that other evaluations will give highly objective results. However, the present invention is not limited to this, and self-evaluation may be taken into consideration in addition to other-person evaluation. The basic score is transmitted from the company terminal 2 to the analysis server 1 and stored.

  FIG. 15 is an explanatory diagram showing an example of the basic rating DB. The basic score DB 146 stores basic scores for evaluating culture fit and skill. The basic score DB 146 is stored in the large-capacity storage unit 14, for example. The basic rating DB 146 is an employee ID column, a company ID column, a time column, an ownership column, a firm sense of responsibility column, a total optimal viewpoint column, a CI fit column, a value manifest column, a technical skill column, a management skill column, and an execution skill column. And the effective force series. The employee ID column stores the employee ID. The company ID column stores the company ID. The time series stores the time when the score was acquired. The ownership sequence, firm sense of responsibility sequence, global optimal viewpoint sequence, CI fit column and value manifestation column are the five perspectives for evaluating the culture fit, ownership, firm sense of responsibility, global optimal perspective, CI fit and value manifestation. Remember the grade. The technical skill column, the management skill column, the execution skill column, and the execution ability column store the four viewpoints for evaluating the skill, and the respective scores of the technical skill, management skill, execution skill, and execution ability. Each score is set to 100 points, for example. The value of each column of the basic score DB 146 is obtained by performing the evaluation of others by a plurality of people by the evaluation or the questionnaire as described above.

  FIG. 16 is a flowchart showing an example of the procedure of the score calculation processing. The CPU 11 of the analysis server 1 acquires the basic score of culture fit from the basic score DB 146 (step S51). The CPU 11 calculates the score of culture fit from the acquired basic score (step S52). For example, the average value of the basic scores is scored. The CPU 11 acquires the basic score of the skill from the basic score DB 146 (step S53). The CPU 11 calculates the skill score from the acquired basic score (step S54). The CPU 11 stores the calculated culture fit score and skill score (step S55). The CPU 11 ends the process. The score of the culture fit and the skill is stored in the score DB 143, for example. A skill column is added and stored in the score DB 143 shown in FIG.

  FIG. 17 is an explanatory diagram showing another example of the distribution screen. The distribution screen d03 is displayed on the company terminal 2 by the output processing described above. The distribution screen d03 displays a CS map. The distribution screen d03 includes a first item menu d031, a second item menu d032, and a distribution area d033. The first item menu d031 displays rating items as the vertical axis. The second item menu d032 displays rating items on the horizontal axis. The distribution area d033 displays the distribution of employees. In FIG. 17, the vertical axis represents culture fit and the horizontal axis represents skill. Since the vertical axis and the horizontal axis show the scores, the unit is dimensionless. Needless to say, the vertical axis and the horizontal axis may be reversed.

  The distribution screen d03 is divided into four areas, and for example, the following analysis can be performed depending on which area each employee enters. In the example of FIG. 17, the thresholds for dividing the areas are 50 for both culture fit and skill, but the thresholds are not limited thereto. It may be determined based on the distribution of all target employees. Each area will be described. In area I, employees with high cultural fit and skills are displayed. Employees entering this area are suitable for executives. The larger the number of employees in the area I, the more desirable the company is. Area II is an employee with high culture fit but low skills. Employees who enter this area are those who need to improve their skills or who need to be transferred because their work and skills do not match. Area III is an employee with low skills and low culture fit. Employees who enter this area are fine if they are new employees, but if they are employees with some company history or are mid-career hires, they should consider dismissal. Area IV is an employee with high skills but low culture fit. Employees who enter this area may be dissatisfied with the company although they have skills, so it is necessary to take appropriate measures to resolve the dissatisfaction. If the dissatisfaction is not resolved, there is a risk of changing jobs to another company. In the above, the target of the CS map is the employee, but it is not limited to the employee. All people involved in the work of the company, such as a part-time job or a person in charge of a subcontractor, may be targeted.

  The following effects are achieved in this embodiment. It makes it possible to understand how many employees in each area are in the company, and highlights the number of employees who are lacking and should be hired. It will also serve as a guideline when formulating a recruitment strategy, such as which area of personnel will be full-time employees or outsourced. Furthermore, by mapping the employees of the company by biname, it is possible to put the right person in the right place for personnel allocation for each department and project. By mapping the company's employees with binames, it becomes easy to set goals and develop each person. It will be helpful when considering the grade by mapping the employees of the company by biname. The grade indicates a position or rank in a position, and the salary according to the grade is also determined.

The technical features (constituent elements) described in each embodiment can be combined with each other, and new technical features can be formed by combining them.
The embodiments disclosed this time are to be considered as illustrative in all points and not restrictive. The scope of the present invention is shown not by the meanings described above but by the claims, and is intended to include meanings equivalent to the claims and all modifications within the scope.

100 Human Resource Mapping System 1 Analysis Server 11 CPU
12 ROM
13 RAM
14 Mass Storage 141 Employee DB
142 Company DB
143 Rating DB
144 Favorite DB
145 Warning condition DB
15 communication unit 16 reading unit 1P control program 1a portable storage medium 1b semiconductor memory 2 company terminal

Claims (6)

Acquire multiple selected items selected from multiple items linked to each of multiple workers,
Obtaining a score for each of the selection items linked to each of the plurality of workers,
Based on each of the plurality of scores associated with each of the plurality of workers, generate a distribution of the plurality of workers,
An output program, which outputs an image representing the generated distribution. The output program according to claim 1, wherein the selection items include a self-evaluation for each of the plurality of workers and another person's evaluation regarding personnel affairs. The output program according to claim 1 or 2, wherein when there is a worker included in a predetermined area in the distribution, warning information is output to notify that effect. A selection information acquisition unit for acquiring a plurality of selection items selected from a plurality of items associated with each of a plurality of workers,
A score acquisition unit that acquires a score for each of the selection items linked to each of the plurality of workers,
Based on each of the plurality of scores associated with each of the plurality of workers, a generating unit that generates a distribution of the plurality of workers,
An output unit configured to output an image representing the generated distribution. Computer
Acquire multiple selected items selected from multiple items linked to each of multiple workers,
Obtaining a score for each of the selection items linked to each of the plurality of workers,
Based on each of the plurality of scores associated with each of the plurality of workers, generate a distribution of the plurality of workers,
An output method comprising outputting an image representing the generated distribution. The output program according to any one of claims 1 to 3, wherein the plurality of items include a culture fit and a skill.

Images