JP2021012535A - Personnel relocation assisting device, personnel relocation assisting method, and program - Google Patents

Abstract

To provide a technology for automatically making a personnel relocation plan by taking into account arbitrary requirements.SOLUTION: Storing means 11, concerning a personnel relocation proposal for placing a plurality of human resources to a plurality of personnel posts, stores the definitions of: (a) essential requirements which the personnel relocation proposal must satisfy; (b) arbitrary requirements which the personnel relocation proposal is recommended to satisfy; and (c) cost functions for quantifying a level in which the personnel relocation proposal satisfies the arbitrary requirements. Search means 12 searches solutions for optimizing a sum of the cost functions while satisfying the essential requirements. Output means 13 outputs the solutions discovered by the search means 12 as the personnel relocation proposal. Backward calculation means 14 calculates a weighting coefficient in the cost functions backward by inputting previous personnel relocation data.SELECTED DRAWING: Figure 1

Description

The present invention relates to a technique for supporting personnel transfer.

Technology is known to support the allocation of human resources to personnel posts, that is, the formulation of personnel transfer plans. For example, in Patent Document 1, the personnel post is stored in a database in association with the seat information, the personal information is selectively displayed with respect to the seat information, and the personal information of the selected subject is used. The technology to update the database is described. Further, Patent Document 2 describes a technique for creating a personnel assignment using a personnel master, a job system master, and a job condition table for selecting a candidate.

Patent No. 4018381 Japanese Unexamined Patent Publication No. 11-120224

In the technique described in Patent Document 1, seat information was required when formulating a personnel transfer plan. Further, in the technique described in Patent Document 2, the final personnel allocation plan is determined by a human being while looking at the screen, and the processing is complicated. In addition, when creating a personnel transfer plan, there may be requirements that must be satisfied (essential requirements) and requirements that should be satisfied but not essential (optional requirements). No voluntary requirements were considered in.

On the other hand, the present invention provides a technique for automatically formulating a personnel transfer plan in consideration of voluntary requirements.

In one aspect of the present invention, it is recommended that (a) the essential requirements to be satisfied by the above-mentioned personnel transfer proposal and (b) the above-mentioned personnel transfer proposal satisfy the personnel transfer proposal in which a plurality of human resources are assigned to a plurality of personnel posts. A storage means for storing the definition of the optional requirement and (c) a cost function for quantifying the degree to which the personnel transfer proposal satisfies the optional requirement, and optimizing the cost function while satisfying the essential requirement. Provided is a personnel transfer support device having a search means for searching for a solution and an output means for outputting the solution found by the search means as the personnel transfer plan.

The cost function may include a plurality of items with respect to the optional requirement and a weighting coefficient corresponding to each of the plurality of items.

This personnel transfer support device has a back calculation means for back-calculating the weight coefficient in the cost function by inputting past personnel transfer data, and the search means back-calculates the weight coefficient by the back calculation means. You may use it to search for the solution.

The storage means further includes (d) at least one of a function for quantifying the variation of the attributes of the plurality of human resources in the personnel transfer plan in the plurality of personnel posts and a function indicating the number of transferees in the personnel transfer plan. The search means may search for a solution that optimizes the sum of the objective function and the cost function while satisfying the essential requirements.

The objective function may be a function that quantifies the variation of at least one attribute of the evaluation, years of enrollment, and age of the plurality of human resources.

The personnel post is divided into a plurality of departments and branches, and the objective function may be a function that quantifies the variation of the attributes in the plurality of departments and branches.

In another aspect of the present invention, it is recommended that (a) the essential requirements to be satisfied by the above-mentioned personnel transfer proposal and (b) the above-mentioned personnel transfer proposal satisfy the personnel transfer proposal in which a plurality of human resources are assigned to a plurality of personnel posts. The step of acquiring the definition of the optional requirement and (c) the cost function for quantifying the degree to which the personnel transfer proposal satisfies the optional requirement, and optimizing the cost function while satisfying the essential requirement. Provided is a personnel transfer support method having a step of searching for a solution and a step of outputting the solution found by the search as the personnel transfer plan.

In yet another aspect of the present invention, regarding a personnel transfer plan in which a plurality of human resources are assigned to a computer and a plurality of personnel posts, (a) the essential requirements to be satisfied by the personnel transfer plan, and (b) the personnel transfer plan are satisfied. The step of obtaining the definition of the optional requirement that is recommended, and (c) the cost function that quantifies the degree to which the personnel transfer proposal satisfies the optional requirement, and the cost function while satisfying the essential requirement. Provided is a program for executing a step of searching for a solution for optimizing the above and a step of outputting the solution found by the search as the personnel transfer plan.

According to the present invention, it is possible to automatically formulate a personnel transfer plan in consideration of arbitrary requirements.

The block diagram which illustrates the functional structure of the support device 10. The block diagram which illustrates the hardware composition of the support device 10. The figure which exemplifies the contents of the employee database. The figure which exemplifies the contents of the personnel post database. The figure which illustrates the content of an optional requirement. The flowchart which illustrates the outline of the operation of the support device 10. The flowchart which illustrates the operation of the support device 10. The figure which illustrates the contents of a coefficient matrix.

1. 1. Configuration Figure 1 is a block diagram illustrating the functional configuration of the support device 10 (an example of the personnel transfer support device) according to the embodiment. The support device 10 is a device that outputs a personnel transfer plan in which a plurality of human resources are assigned to a plurality of personnel posts. The support device 10 is used by a user such as a person in charge of human resources of a company. The support device 10 is a general-purpose computer, for example, a laptop computer, a tablet terminal, or a smartphone.

The support device 10 includes a storage means 11, a search means 12, an output means 13, and a back calculation means 14. The storage means 11 has, regarding the personnel transfer plan in which a plurality of human resources are assigned to a plurality of personnel posts, (a) essential requirements that the personnel transfer plan should meet, (b) optional requirements that the personnel transfer plan is recommended to meet, ( c) Define a cost function that quantifies the degree to which the personnel transfer proposal meets the voluntary requirements, and (d) Define an objective function that quantifies the variation of the attributes of multiple human resources in the personnel transfer proposal in multiple personnel posts. Remember.

The search means 12 searches for a solution that optimizes the sum of the objective function and the cost function while satisfying the essential requirements. The output means 13 outputs the solution found by the search means 12 as a personnel transfer plan. The back calculation means 14 back-calculates the weighting coefficient in the cost function by inputting the past personnel transfer data.

FIG. 2 is a block diagram illustrating a hardware configuration of the support device 10. The processor 101 is a processor that controls other elements of the support device 10. The memory 102 is a storage device that functions as a work area for the processor 101 to execute a program, and includes, for example, a RAM (Random Access Memory). The storage device 103 is a storage device that stores various programs and data, and includes, for example, an SSD (Solid State Drive) or an HDD (Hard Disk Drive). The communication IF 104 communicates with other devices according to a predetermined wireless or wired communication standard (eg, Wi-Fi®, Bluetooth®, or Ethernet®). The UI (User Interface) unit 105 includes, for example, a touch screen and keys. The UI unit 105 may be built in the support device 10 or may be externally connected to the UI unit 105.

The storage device 103 stores a program for creating a personnel transfer plan (hereinafter referred to as a “personnel transfer support program”). When the processor 101 executes the personnel transfer support program, the functions shown in FIG. 1 are implemented in the computer. The processor 101 executing the personnel transfer support program is an example of the search means 12, the output means 13, and the back calculation means 14. The storage device 103 is an example of the storage means 11.

In this example, the storage means 11 stores a personnel database (not shown). The human resources database is a database in which information related to human resources is recorded. The personnel database includes an employee database and a personnel post database (both are not shown). Information indicating the attributes of employees is recorded in the employee database. Information indicating the attributes of the personnel post is recorded in the personnel post database.

FIG. 3 is a diagram illustrating the contents of the employee database. In this example, in the employee database, the attributes of the employee are "employee ID", "name", "affiliation ID", "affiliation name", "years of enrollment", "job class", "financial knowledge", and "sales representative". Items such as "qualification", "business in charge", "evaluation", "transferable", "transfer condition", "married", and "couple only" are recorded. Among these items, an identifier (employee ID) for identifying an employee is recorded in the item of "employee ID". The name of the employee is recorded in the "Name" item. In the item of "affiliation ID", an identifier (affiliation ID) for identifying the department and job title to which the employee belongs is recorded. In the item of "affiliation name", the department name and job title to which the employee belongs are recorded. In the item of "years of enrollment", the number of years of enrollment in the affiliation (position) is recorded. In the item of "job class", a value indicating the job class of the employee is recorded.

In the item of "financial knowledge", information indicating whether the employee has a predetermined qualification regarding financial knowledge is recorded. If you have the prescribed qualifications, "1" is recorded in the "Financial knowledge" item. On the other hand, if you do not have the prescribed qualifications, nothing is recorded in the "Financial Knowledge" item (or the value "zero" or an empty string is recorded; the same applies hereinafter). In the item of "Sales representative qualification", information indicating whether the employee has a predetermined qualification regarding a sales representative is recorded. If you have the prescribed qualification, "1" is recorded in the item of "Sales representative qualification". On the other hand, if you do not have the prescribed qualifications, nothing will be recorded in the "Sales Representative Qualifications" item.

In the "sales" item, "1" is recorded when the employee's work is sales, and nothing is recorded otherwise. In the "office work" item, "1" is recorded when the employee's work is office work, and nothing is recorded otherwise. In the "evaluation" item, information indicating the evaluation (for example, 5-grade evaluation) of the employee in the latest period is recorded. In the "transferable" item, "1" is recorded when the employee approves the transfer, and nothing is recorded otherwise. The transfer conditions related to the transfer are recorded in the item of "transfer conditions". The transfer condition is, for example, information indicating a condition such as "only when the couple is working at the same place of work" when the couple is working at the company.

In the "couple only" item, information indicating whether the household to which the employee belongs is a couple-only household is recorded. If the household to which the employee belongs is a household with only a couple, "1" is stored in the "couple only" item, and nothing is stored in other cases.

FIG. 4 is a diagram illustrating the contents of the personnel post database. In the database illustrated in FIG. 4, as attributes of the personnel post, "post ID", "post name", "location code", "current number of people", "number of people (lower limit)", "number of people (upper limit)", "Job class (lowest)", "Job class (highest)", "Appraisal (lowest)", "Sales", "Clerical work", "Financial knowledge", "Sales representative qualification", "Only couples cannot household", etc. Items are associated with each other. Among these items, in the item of "post ID", an identifier (post ID) that identifies a combination of a personnel post, that is, a department (branch office) and a job title is recorded. In the item of "post name", the personnel post name, that is, the combination of the department name and the job title (for example, "○○ branch △△ department manager") is recorded. An identifier (location code) that identifies a department or branch is recorded in the "location code" item. In the item of "current number of people", the number of current employees assigned to the department (branch office) and the position is recorded. The minimum and maximum number of people to be assigned to the department (branch) and job title are recorded in the "Number of people (lower limit)" item and the "Number of people (upper limit)" item, respectively. In the item of "evaluation (minimum)", the minimum value of the evaluation required for the employee assigned to the position is recorded.

In the "sales" item and the "office work" item, values indicating whether the personnel post is in charge of sales or office work are recorded. If the personnel post is a sales person's post, "1" is recorded in the "sales" item and nothing is recorded in the "office work" item. On the other hand, if the personnel post is a post in charge of clerical work, "1" is recorded in the "office work" item and nothing is recorded in the "sales" item.

In the "Financial Knowledge" section, information indicating whether or not a predetermined qualification regarding financial knowledge is required in the personnel post is recorded. If a given qualification is mandatory, a "1" is recorded in this item, and if a given qualification is recommended, a "-1" is recorded. On the other hand, if the prescribed qualifications are not required and are not recommended, nothing will be recorded in this item.

In the "Sales Representative Qualification" item, information indicating whether or not a predetermined qualification regarding a sales representative is required at the personnel post is recorded. If a given qualification is mandatory, a "1" is recorded in this item, and if a given qualification is recommended, a "-1" is recorded. On the other hand, if the prescribed qualifications are not required and are not recommended, nothing will be recorded in this item.

In the item "households only for married couples", information indicating whether or not to prohibit the assignment of employees belonging to households with only married couples to the personnel post is recorded. In the case of an employee of a household with only a couple, for example, in consideration of the mental burden of the spouse, it is not possible to be assigned at a specific work location. If prohibited, "1" is recorded in this item, and if not prohibited, nothing is recorded in this item.

The essential requirements that are referred to when a personnel transfer proposal is created include requirements for human resources and requirements for personnel posts. Essential requirements for human resources are requirements set for each human resource (for example, employees). Information such as "transferable" and "transfer conditions" recorded in the employee database is an example of essential requirements for human resources. The essential requirements for personnel posts are requirements set for each personnel post (for example, branch manager, deputy branch manager, clerk, etc.). "Number of people (lower limit)", "Number of people (upper limit)", "Job class (lowest)", "Job class (highest)", "Appraisal (lowest)", "Sales", "Office work", recorded in the personnel post database Information such as "financial knowledge," "sales position qualification," and "only couples are not allowed to live in the household" are examples of essential requirements for personnel posts.

In addition, the voluntary requirements that are referred to when a personnel transfer proposal is created include requirements for human resources and requirements for personnel posts. Optional requirements for human resources are requirements set for each human resource. The optional requirement is, for example, information such as "employees who belong to the current personnel post for three years or more are recommended to move". Voluntary requirements for personnel posts are requirements set for personnel posts. The optional requirement for the personnel post is, for example, information such as "It is desirable that the deputy manager of the sales department has a qualification as a sales representative."

FIG. 5 is a diagram illustrating the contents of the optional requirements. The optional requirement includes a plurality of items and a weighting coefficient corresponding to each of the plurality of items. In the example of FIG. 5, weighting coefficients are set for each of the plurality of items included in the optional requirements.

Further, the storage means 11 stores the definitions of the objective function and the cost function. The objective function is a function that quantifies the variation in the attributes of a plurality of human resources in a personnel transfer plan in a plurality of personnel posts. The objective function is, for example, a function that quantifies the variation of at least one attribute of a plurality of human resources' evaluation, years of enrollment, and age. In this embodiment, the personnel post is divided into a plurality of departments and branches by a location code, and the objective function is a function that quantifies the variation of attributes in the plurality of departments and branches. As the value indicating the variation, for example, the total or average of the variance of the evaluation of each employee for each place (branch office) indicated by the place code is used.

The cost function is a function that quantifies the degree to which the personnel transfer proposal meets the voluntary requirements. In the following description, for convenience of explanation, the value calculated by the cost function is referred to as "fitting value". In this embodiment, the goodness of fit is calculated using the weighting coefficients of each of the plurality of items included in the optional requirements. The greater the degree to which the optional requirement is satisfied, the closer the conforming value is to zero.

The search means 12 searches for a solution that optimizes (minimizes in this example) the sum of the objective function and the cost function while satisfying the essential requirements. The output means 13 outputs the solution found by the search means 12 as a personnel transfer plan. The back calculation means 14 back-calculates the weighting coefficient in the cost function by inputting the past personnel transfer data.

2. 2. Operation FIG. 6 is a flowchart illustrating an outline of the operation of the support device 10. In step S1, the support device 10 acquires the definitions of the essential requirement, the optional requirement, the objective function, and the cost function from the personnel database. As described above, the objective function is a function that quantifies the variation in the attributes of a plurality of human resources in a plurality of personnel posts in a personnel transfer plan. The cost function is a function that quantifies the degree to which the personnel transfer proposal meets the voluntary requirements.

In step S2, the support device 10 searches for a solution that optimizes the sum of the acquired objective function and cost function while satisfying the essential requirements acquired in step S1. In this example, the support device 10 uses the information recorded in the employee database and the information recorded in the personnel post database to create a coefficient matrix indicating the positions in which each employee can move. Next, the support device 10 creates a plurality of personnel transfer plans (candidates) using the created coefficient matrix, and optimizes the sum of the objective function and the cost function from the created plurality of personnel transfer plans (candidates). Search for a solution to be converted. This search is nothing but solving the so-called "optimization problem (mathematical planning problem)". It can also be said that the "sum of the objective function and the cost function" in this case corresponds to the "objective function" which is usually called in the optimization problem. Various algorithms for solving optimization problems have been studied, and any algorithm may be adopted as an algorithm for searching for a solution.

In step S3, the support device 10 outputs the solution found by the search in step S2 as a personnel transfer plan.

2-1. Operation example 1
FIG. 7 is a flowchart illustrating the detailed operation of the support device 10. Although the description will be given here using specific parameters and mathematical formulas, these are merely examples, and the present invention is not limited thereto. In step S101, the search means 12 creates an n × m matrix C = (cij) as a coefficient matrix indicating a position in which each employee can move, using the employee database and the personnel post database stored in the storage means 11. ..

FIG. 8 is a diagram illustrating the coefficient matrix C. In the coefficient matrix C, n is the number of employees registered in the employee database, and m is the number of personnel posts registered in the personnel post database. In the coefficient matrix C, row i (i is a natural number satisfying 1 ≤ i ≤ n) indicates an employee whose employee ID is i (hereinafter referred to as employee (i)) registered in the employee database. Column j (j is a natural number satisfying 1 ≤ j ≤ m) indicates a personnel post whose personnel post ID is j (hereinafter referred to as post (j)) registered in the personnel post database. In FIG. 8, the component cij in which “1” is displayed in black and white inversion represents the current arrangement. That is, it indicates that the employee (i) is currently in the post (j). The n × m matrix x = (xij) representing the current arrangement is defined as a matrix in which each component xij is 1 only when the employee (i) is in the post (j), and 0 otherwise.

The search means 12 determines whether the employee (i) meets the essential requirements for the post (j) (whether the employee can take the personnel post) in the employee database and the personnel post database. Judgment by referring to. When the essential requirement is satisfied, the search means 12 sets the value of the component cij to "1". That is, the search means 12 sets a bit of the component cij. On the other hand, if the condition is not satisfied, the search means 12 leaves the value of the component cij at zero. For example, the search means 12 first identifies a target employee (fixes the parameter i), scans each personnel post (scans the parameter j), and makes the above determination. Next, the search means 12 updates the target employee (updates the parameter i), and repeatedly executes the above process until the determination is completed for all the employees. For employees or personnel posts that must be transferred, the difference between the row or column and the initial value may be taken and the value may be set to "zero". Judgment is made for all the components cij of the coefficient matrix c, and the coefficient matrix C illustrated in FIG. 8 is obtained.

Returning to the description of FIG. In step S102, the search means 12 identifies all the personnel transfer plans (candidates) that satisfy the essential requirements by using the coefficient matrix C. The personnel transfer plan (candidate) is represented by a matrix in which the components having a value of "1" are subtracted by one in each row and each column in the coefficient matrix C. As a result, multiple personnel transfer plans (candidates) are identified.

In step S103, the search means 12 calculates the value of the objective function for each of the plurality of personnel transfer proposals (candidates) specified in step S102. In one example, the objective function O is expressed by the following equation (1).
Here, v (l) represents the average value of the parameters to be evaluated (for example, evaluation, years of enrollment, or age) in the department branch l. d represents the number of departments and branches. μv represents the average value of v (l) at l = 1, ..., D. The symbol Σ before the square brackets means to add the results in the square brackets for all departments and branches. k (v) represents the weighting factor to multiply that parameter. Σ at the beginning of equation (1) means to add the results in curly braces for a plurality of parameters. Note that only one parameter may be considered in the objective function. In that case, Σ at the beginning of equation (1) is unnecessary.

The objective function exemplified by the equation (1) is a function for minimizing the variation in parameters between departments and branches. However, the objective function is not limited to the function for minimizing the variation of parameters between departments and branches. For example, the objective function may be one that minimizes (or maximizes) the number of transferees. Here, an example of minimizing the number of transferees will be described. Assuming that the vector x = (xij) represents the current personnel allocation and the vector z = (zij) represents the personnel allocation after the transfer, the transfer number nmove is expressed by the following equation (2).
Here, n represents the number of employees registered in the employee database, and (x, z) represents the value obtained by considering the matrices x and z as vectors and taking the inner product. Note that i is a natural number that satisfies 1 ≤ i ≤ n, and j is a natural number that satisfies 1 ≤ j ≤ m (m represents the number of personnel posts).

Equation (2) can also be expressed as the following equation (3).
The transfer number nmove represented by the formula (2) or (3) may be used as the objective function, or the function of the formula (1) and the function of the formula (2) or (3) are multiplied by a coefficient, respectively. The added function may be used as the objective function.

Since the variance calculated in the equation (1) is not linear, maximization of the "minimum value of the evaluation average of each branch" may be adopted as a means of suppressing the dispersion of the parameters. This is equivalent to preparing the real variable s and solving the following problem.
Here, v (l) is the average value of the evaluation in each branch office l. When there are a plurality of parameters to be averaged, the objective function may be changed by multiplying and adding the weighting coefficients as in the equation (1). In that case, the real variable sv should be prepared for the parameter v, and the following equation (5) should be considered.
In this case, v (l) is not limited to the evaluation of each department / branch l, but represents the average value of the parameters to be evaluated (for example, the evaluation, years of enrollment, or age considered in the above example).

Further, the objective function may be omitted in this example. That is, only the cost function may be considered and optimized.

In step S104, the search means 12 calculates the value of the cost function for each of the plurality of personnel transfer proposals (candidates) specified in step S102. In one example, the cost function Cst is expressed by the following equation (6).
Here, rpst (i) indicates the degree to which the optional requirements for the post (i) are satisfied. w (i) represents the weighting factor of the optional requirement. rpsn (j) indicates the degree to which the voluntary requirements for human resources (j) are satisfied. w (j) indicates the weighting factor of the optional requirement. The "degree of satisfaction of voluntary requirements" is "zero" for those that take only two states, for example, "satisfied" and "not satisfied" (for example, conditions related to qualification). "Or" 1 ". If the matters related to the requirement can take many states (for example, the condition that "longer years of service is preferable"), they are quantified according to a predetermined standard (for example, the number of years of service is "Zero" for 10 years or more, "1" for 5 years or more and less than 10 years, "2" for 2 years or more and less than 5 years, "3" for less than 2 years). In this example of operation, the cost function is defined so that the higher the degree of satisfying the arbitrary requirement, the smaller the value. The coefficients in the equations (1) and (2) are determined at a time before the start of the flow of FIG. 7, and are stored in, for example, the storage means 11. The search means 12 reads out the values of the coefficients used in these functions from the storage means 11 in addition to the definitions of the objective function and the cost function.

In step S105, the search means 12 searches for a solution that optimizes the sum of the objective function and the cost function. For example, the search means 12 calculates the sum of the objective function and the cost function for each of the plurality of personnel transfer plans (candidates) created in step S102, and the objective function is selected from these personnel transfer plans (candidates). And the one with the smallest sum of cost functions (or the one closest to zero) is selected as the solution.

Here, in order to facilitate the understanding of the invention of the present application, first, all personnel transfer proposals (candidates) are specified, and the objective function and the cost function are calculated separately to search for the solution that minimizes the sum. The process was described. However, the algorithm for searching for a solution that optimizes the sum of the objective function and the cost function is not limited to this example. In general, various algorithms for solving an optimization problem are known, and any algorithm may be adopted in the support device 10. Alternatively, machine learning or AI techniques such as neural networks or deep learning may be used to obtain this solution.

In step S106, the output means 13 outputs the solution found by the search means 12 as a personnel transfer plan. The person in charge of the personnel transfer or the like refers to the personnel transfer plan output from the support device 10. The person in charge or the like may manually adjust the output personnel transfer proposal as necessary.

According to this example, using the already established personnel database, it is possible to easily (automatically) generate a personnel transfer plan that considers optional requirements in addition to essential requirements.

2-2. Operation example 2
In operation example 1, an example in which the values of the coefficients used in the objective function and the cost function have already been determined has been described. Although it is preferable that the values of these coefficients are individually set according to the situation of each company that is the user of the support device 10, let the user who introduced the support device 10 for the first time create a personnel transfer plan first. In this case, it may not be clear what kind of value the coefficient should be set to. Operation example 2 deals with such a problem. Specifically, in the operation example 2, the past personnel transfer plan (for example, the latest personnel transfer plan) that has already been executed is given as an input, and the support device 10 back-calculates the weighting coefficient from this input.

When back-calculating the weighting coefficient, the back-calculation means 14 solves a combination of coefficients that minimizes the objective function and the cost function by using the personnel transfer data (combination of human resources and posts) as a constant and the coefficient of an arbitrary requirement as a variable (argument). Search as. That is, the constants and variables are opposite to those in the operation example 1. The back calculation process in this example is nothing but solving the optimization problem. Here, the same algorithm as in the search for the solution of operation example 1 may be used, or a different algorithm may be used.

In this embodiment, the weighting factors in the objective function and the cost function used when creating the personnel transfer plan can be automatically determined.

3. 3. Modifications The present invention is not limited to the above-described embodiment, and various modifications can be performed. Some modifications will be described below. Two or more of the following modifications may be applied in combination.

(1) In the above-described embodiment, when the person in charge or the like manually adjusts the personnel transfer plan output from the support device 10, the support device 10 is weighted by using the adjusted personnel transfer plan. The back calculation process of the coefficient may be executed. The accuracy of the weighting coefficient is improved by performing the back calculation process using the adjusted personnel transfer plan.

Further, when the person in charge or the like manually makes adjustments, the contents of the optional requirements may be changed by the person in charge or the like.

(2) In the above-described embodiment, the case where the support device 10 outputs a personnel transfer plan in which a plurality of human resources are assigned to a plurality of personnel posts has been described. In addition to the above-described example, the support device 10 can also be used for, for example, seating order at a year-end party and class classification at a school or training.

(3) The functional configuration of the support device 10 is not limited to that illustrated in FIG. Some of the functions shown in FIG. 1 may be omitted, or functions not shown may be added. Further, the functions related to the above-mentioned support device 10 may be shared and provided by a plurality of devices.

The order of processing performed by the support device 10 is not limited to the example described in the above-described embodiment. The steps of processing may be interchanged as long as there is no conflict. Further, the present invention may be provided as a personnel transfer support method performed by the support device 10.

The hardware configuration of the support device 10 is not limited to that illustrated in FIG. The support device 10 may have any hardware configuration as long as it can realize the required functions.

The functions related to the above-mentioned support device 10 may be shared and implemented by a plurality of devices. For example, the functions related to the above-mentioned support device 10 may be shared and implemented by a client terminal and a cloud server connected to the client terminal by a communication line, and the above-mentioned support device 10 may be configured as a system.

The program executed by the support device 10 may be provided by a storage medium such as an optical disk, a magnetic disk, or a semiconductor memory, or may be downloaded via a communication line such as the Internet.

10 ... Support device, 11 ... Storage means, 12 ... Search means, 13 ... Output means, 14 ... Back calculation means, 101 ... Processor, 102 ... Memory, 103 ... Storage device, 104 ... Communication IF, 105 ... UI unit.

Claims (8)

Regarding personnel transfer proposals in which multiple personnel are assigned to multiple personnel posts, (a) essential requirements that the personnel transfer proposal must meet, (b) optional requirements that the personnel transfer proposal is recommended to meet, and (c) A storage means for storing the definition of a cost function that quantifies the degree to which the personnel transfer proposal satisfies the optional requirements.
A search means for searching for a solution that optimizes the cost function while satisfying the essential requirements.
A personnel transfer support device having an output means for outputting the solution found by the search means as the personnel transfer plan. The personnel transfer support device according to claim 1, wherein the cost function includes a plurality of items and weighting coefficients corresponding to each of the plurality of items with respect to the optional requirement. It has a back calculation means for back calculation of the weighting coefficient in the cost function by inputting past personnel transfer data.
The personnel transfer support device according to claim 2, wherein the search means searches for the solution using the weighting coefficient calculated back by the back calculation means. The storage means further includes (d) at least one of a function for quantifying the variation of the attributes of the plurality of human resources in the personnel transfer plan in the plurality of personnel posts and a function indicating the number of transfer persons in the personnel transfer plan. Memorize the definition of the objective function that indicates
The personnel transfer support device according to any one of claims 1 to 3, wherein the search means searches for a solution that optimizes the sum of the objective function and the cost function while satisfying the essential requirements. The personnel transfer support device according to claim 4, wherein the objective function is a function for quantifying the variation of at least one attribute among the evaluation, years of enrollment, and age of the plurality of human resources. The personnel posts are divided into multiple departments and branches.
The personnel transfer support device according to claim 5, wherein the objective function is a function for quantifying the variation of the attributes in the plurality of departments and branches. Regarding personnel transfer proposals in which multiple personnel are assigned to multiple personnel posts, (a) essential requirements that the personnel transfer proposal must meet, (b) optional requirements that the personnel transfer proposal is recommended to meet, and (c) Steps to obtain the definition of a cost function that quantifies the degree to which the personnel transfer proposal meets the optional requirements, and
A step of searching for a solution that optimizes the cost function while satisfying the essential requirements,
A personnel transfer support method having a step of outputting the solution found by the search as the personnel transfer plan. On the computer
Regarding personnel transfer proposals in which multiple personnel are assigned to multiple personnel posts, (a) essential requirements that the personnel transfer proposal must meet, (b) optional requirements that the personnel transfer proposal is recommended to meet, and (c) Steps to obtain the definition of a cost function that quantifies the degree to which the personnel transfer proposal meets the optional requirements, and
A step of searching for a solution that optimizes the cost function while satisfying the essential requirements,
A program for executing a step of outputting the solution found by the search as the personnel transfer plan.