JP2021179682A - Human resources evaluation system, human resources evaluation method, and human resources evaluation program - Google Patents

Abstract

To provide a human resources evaluation system that can employ human resources required by a recruiter more appropriately, by another person's evaluation that is not self-assessment, under a platform in which an appropriate incentive is designed.SOLUTION: A human resources evaluation system 1 includes: a consent confirmation unit that performs a first consent confirmation of confirming consent to disclose information disclosed in a registrant account A01 to a viewer account A02, a second consent confirmation of confirming consent to disclose evaluation information to a recruiter account A04, and a third consent confirmation of confirming consent to use the viewing of the evaluation information for the purpose of employment; an evaluation creation unit that creates the evaluation information based on information input from the viewer account A02; an incentive providing unit that provides an incentive to the viewer account A02; and a viewing permission unit that allows information of the registrant account A01 to be viewed from the recruiter account A04.SELECTED DRAWING: Figure 1

Description

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

In recent years, the liquidity of employment has increased, and the number of people who have changed jobs due to mid-career hiring such as those who have changed jobs is increasing year by year. On the other hand, from the standpoint of recruiting recruiters, unlike the identification of human resources who work under side-by-side conditions such as the batch recruitment of new graduates, the identification of those who wish to change jobs by mid-career hiring, whose job functions vary greatly depending on the career they have taken, is It's getting harder. Especially in a society like Japan where it is difficult to dismiss regular employment, it can be said that there is a problem that can be called hiring risk. Resume and resume of work when a person who wants to change jobs applies is self-reported, and evaluation in a short time such as an interview was only superficial information. In particular, when evaluating those who wish to change jobs, only information on those who wish to change jobs was available, and it was not possible to make a comparison with the employees who are currently employed.

Conventionally, a service has been proposed that can provide a place where the achievements and evaluations of business persons in their previous jobs can be widely appealed to the general public by evaluations between users based on SNS. (Patent Document 1).

Patent No. 6295298

However, evaluating others is different from evaluating a product or service in terms of psychological barriers to action. It is up to the individual's personality to not only keep the high evaluation of others within themselves but also to disseminate them to others. There is also the risk of defamation if you underestimate others. Appropriate incentives have not been designed to overcome the psychological barriers of assessing others.

Based on the above, the object of the present invention is a human resources evaluation system and human resources that can hire human resources that recruiters more appropriately seek by evaluation by others, which is not self-reported, under a platform in which appropriate incentives are designed. The purpose is to provide an evaluation method and a human resources evaluation program.

In order to achieve the above-mentioned objectives, the human resources evaluation system of the present disclosure is to disclose the information disclosed to the registrant account including the personal identification code by the character data to the viewer account and to accept the evaluation. 1st consent confirmation from the registrant account, 2nd consent confirmation from the registrant account to confirm the consent to publish the evaluation information to the recruiter account, registrant account by the recruiter account And the consent confirmation unit that confirms the consent from the recruiter account to use the viewing of evaluation information for the purpose of recruitment, and the information entered from the viewer account about the registrant account. An evaluation creation unit that creates evaluation information based on , The viewing permission unit is provided so that the information of the registrant account for which the second consent confirmation has been made can be viewed from the recruiter account for which the third consent confirmation has been made.

Further, in order to achieve the above-mentioned object, the human resource evaluation method of the present disclosure is a human resource evaluation method, in which a registrant inputs identification information including a personal identification code by character data using a registrant terminal and registers. First consent confirmation that the registrant agrees to the registrant account creation step to create a person account, to disclose the information disclosed to the registrant account using the registrant terminal, and to accept the evaluation. For the step, the evaluation creation step in which the viewer inputs the evaluation information using the viewer account using the viewer terminal for the registrant account identified by the identification information, and the viewer account in which the evaluation information is entered. An incentive granting step that grants an incentive to the registrant, and a second consent intention input step in which the registrant inputs the consent intention to publish the evaluation information to the recruiter account using the registrant terminal. A third consent input step for the recruiter to input the consent intention to use the information disclosed in the registrant account for the purpose of recruitment by the recruiter account using the recruiter terminal. And, the information of the registrant account in which the second consent intention input step is executed can be viewed from the recruiter account in which the third consent intention input step is executed.

Further, in order to achieve the above-mentioned object, the human resources evaluation program of the present disclosure is a human resources evaluation program, and the registrant inputs and registers the identification information including the personal identification code by the character data using the registrant terminal. First consent confirmation that the registrant agrees to the registrant account creation step to create a person account, to disclose the information disclosed to the registrant account using the registrant terminal, and to accept the evaluation. Step, for the registrant account identified by the identification information, the evaluation creation step in which the viewer inputs the evaluation information by the viewer account using the viewer terminal, and the incentive for the viewer account that entered the evaluation information. The incentive granting step, and the second consent input step, in which the registrant inputs the consent intention to publish the evaluation information to the recruiter account using the registrant terminal, the recruiter. Enters the intention to consent to the use of the information disclosed in the registrant account only for the purpose of recruitment by the recruiter account using the recruiter terminal. The computer is made to execute the viewing permission step of making the information of the registrant account in which the consent input step of 2 is executed can be viewed from the recruiter account in which the third consent input step is executed.

According to the present invention, by having the viewer evaluate the registrant under a platform designed with appropriate incentives, the recruiter can know the evaluation that is not self-reported by the registrant. We can support the recruitment of more appropriate human resources.

It is a schematic diagram which shows the business model using the embodiment of this disclosure. It is a system block diagram which shows the human resources evaluation system 1 of this disclosure. It is a schematic diagram which showed the evaluation information which has a hierarchy. It is a figure which shows the viewer network. It is a sequence diagram explaining the flow of processing. This is an example of a screen showing evaluation information published to the registrant account.

Hereinafter, embodiments of the present disclosure will be described with reference to the drawings.

First, the outline of the human resources evaluation system, the human resources evaluation method, and the human resources evaluation carried out by using the human resources evaluation program of the present disclosure will be described using the schematic diagram showing the business model shown in FIG.

The human resources evaluation system 1 is used by, for example, registrants such as those who wish to change jobs, viewers who evaluate registrants, recruiters who seek recruitment of employees, employment agencies that manage and operate the system, and the like. The operator. In addition, it can be used not only for those who wish to change jobs but also for evaluating human resources in the company and appropriately allocating internal work. Furthermore, the registrant can also use it as an opportunity for self-growth to accumulate evaluations of other companies and obtain further opportunities for changing jobs. Therefore, the scenes in which the human resources evaluation system disclosed in the present disclosure is used include those in which the evaluations of others are accumulated over the long term from the time of employment. In this way, by accumulating evaluations over a long period of time from the time of employment, it is possible to compare not only those who wish to change jobs but also those who wish to change jobs and those who are in employment.

The registrant A creates a registrant account A01 for logging in to the platform using the (registrant) terminal 201. The registrant account A01 discloses a personal identification code that can identify the registrant A.

The viewer B is logged in to the platform by the viewer account A02 using the (viewer) terminal 202, and identifies that the registrant account A01 is the account of the registrant A by a search or the like. Then, the viewer B's own evaluation for the registrant A himself is input, and the evaluation information is created. The viewer B itself is also in a position to be evaluated by another viewer C. This will be described later.

The operation gives some incentive to the account of the viewer B who has input the evaluation information to the registrant A.

The recruiter can log in to the platform on the (recruiter) terminal 204 and view the recruiter's account to the extent authorized. The evaluation information created by the viewer is disclosed in the recruiter's account, and the recruiter can take a positive action against the registrant based on this evaluation information. The positive action may be an action directly linked to the hiring, such as determining whether to scout for hiring and giving a scout notification, or an indirect action such as a company showing interest. May be good. The registrant can respond to this positive action such as the scout notification and interact with the recruiter. For example, if the registrant and the recruiter agree with each other, they will be hired.

FIG. 2 is a system configuration diagram showing the human resources evaluation system 1 of the present disclosure. As shown in FIG. 2, in the human resources evaluation system 1 according to the embodiment of the present disclosure, the human resources information management server 101 and the terminal 201 used by a user such as a registrant are connected to each other so as to be communicable via a network NW. ing. The network NW is, for example, a network such as the Internet or a VPN (Virtual Private Network). For the sake of simplification of the explanation, FIG. 2 shows only the terminal 201 used by the registrant who is one user, but as described above, the human resources information management server 101 has two or more terminals via the network NW. It is connected to two or more users. Further, since each user is distinguished by the account to log in, the terminal does not have to be a dedicated machine, and one terminal may be used by a plurality of users.

The operator of the human resources evaluation system 1 provides services to, for example, a employment agency that provides services to registrants and recruiters using the system, and a personnel department that manages human resources in-house using the system. It is a business operator. The operator can provide services to a plurality of registrants, recruiters, and viewers. The human resources information management server 101 is managed by the operator of the human resources evaluation system 1, and is used by registrants, recruiters, and viewers by logging in using a terminal.

The terminal 201 is a device such as a PC, a smartphone, a tablet PC, and a mobile phone. The terminal 201 may access the human resources information management server 101 by the dedicated application software installed in the terminal. Further, the human resources information management server 101 may be accessed by using the operating environment (API (application programming interface), platform, etc.) provided by the human resources information management server 101.

The input unit 211 is a device capable of inputting and selecting information by being operated by a user such as a keyboard, a mouse, and a touch pad. The input and selection of information includes, for example, input by inputting numerical values, characters, and symbols, selection of items, and input for determining processing. Further, a touch panel integrated with a display unit 212 such as a liquid crystal display or an organic EL display in a smartphone, tablet, or PC may be used. Further, the input unit 211 may be a voice input device.

The display unit 212 is a display device or the like that displays information or the like to the user. It may be a display device independent of the terminal 201, or it may be a display device such as a liquid crystal display or an organic EL display in a smartphone or tablet.

The terminal 201 may be configured integrally with the human resources information management server 101 without going through the network NW.

The human resources information management server 101 includes an account creation unit 111, a consent confirmation unit 112, an evaluation creation unit 113, an incentive granting unit 114, a viewing permission unit 115, and an information storage unit 121.

The information storage unit 121 is a storage device that stores information used to support recruitment by the human resources evaluation system 1. It stores various information used for recruiting human resources, such as information on the individual name of the registrant, information on work history, information on the name of the job seeker, number of employees, business scale, etc., information on the individual name of the viewer, information on work history, etc.

In particular, the information stored in the information storage unit 121 includes the personal identification code by character data, the evaluation information of the registrant, the first consent information, and the second consent information as the registrant information. These accounts are associated with and stored in the registrant account.

The viewer information includes the evaluation information of the viewer and the fourth consent information. This information is stored in association with the viewer account.

The recruiter information includes a third consent information. This information is stored in association with the recruiter account.

The personal identification code is a code capable of identifying a specific individual, and the personal identification code based on character data is, for example, a name, date of birth, address, telephone number, work history, or a combination thereof. Regarding these handling, it is necessary to comply with the Act on the Protection of Personal Information. Therefore, it is preferable to use a personal identification code with the lowest possible degree of consideration, and for example, a name can be used.

The first consent information is that the registrant has agreed to disclose the information disclosed in his / her registrant account to the viewer account used by the viewer and to accept the evaluation. Information that indicates a record. If the viewer cannot identify the registrant, the evaluation itself cannot be performed, so it is necessary to acquire the personal identification information of the registrant. On the other hand, according to the Employment Security Law, when collecting personal information of a registrant, a employment agency, etc. collects it directly from the person, or collects it from a person other than the person with the consent of the person. It must be done by lawful and fair means. Therefore, consent must be obtained in advance for the creation of evaluation information, which may obtain the personal information of the registrant from a viewer other than the registrant himself / herself.

The second consent information shows a record that the registrant has consented to the disclosure of the evaluation information created by the viewer account to the recruiter account. This is because the evaluation created by the viewer must not be published without the consent of the registrant and detract from the registrant's honor, and in the evaluation, the person's race, creed, and social status. , Careful personal information such as medical history, or information that can be a clue to it must not be included. Therefore, the registrant's evaluation information is to be disclosed to the recruiter with the consent of the registrant in advance.

The registrant's evaluation information is information regarding the evaluation given to the registrant by the viewer. Evaluation information is realized in various formats. For example, it is possible to set an item for the function and express it numerically and quantitatively, or it can be evaluated by free-form entry. It is also possible to set a large number of items and express them like a radar chart. It is also possible to collect statistics from a large number of viewers and express them by the number of stars, score, etc. like a word-of-mouth site. When expressing the evaluation numerically and quantitatively, it is possible to express the evaluation so that the recruiter can recognize the high and low of the evaluation.

The viewer's evaluation information may have the same content as the registrant's evaluation information. The viewer is also in a position to be evaluated by other viewers, and as a viewer, the evaluation information is associated with the viewer account and stored. The registrant account may also serve as the viewer account. Since the skill as an employee and the skill for evaluating others are different, the items of the evaluation information for evaluating the registrant and the evaluation information for evaluating the viewer do not have to be the same.

The evaluation information may have a hierarchy. FIG. 3 is a schematic diagram showing evaluation information having a hierarchy. For example, the structure is such that the hierarchy becomes deeper from the first-tier information to the fourth-tier information in order, and each deeper the hierarchy requires higher viewing authority. For example, the first-level information includes awards, achievements, etc., which can be known by a third party. Even such information can include information that requires investigation, such as conference presentation history and patent applications, unless the person himself / herself declares himself / herself. The second level information includes evaluation by description for registrants, quantified skill evaluation, etc., especially when the viewer is an outsider or a person who does not work in the same workplace as the registrant makes an evaluation. It may be there. Evaluations by friends and acquaintances outside the organization may be the surface of the registrant's abilities, and such evaluations can be positioned as second-tier information. The third level information includes evaluation by description for the registrant, skill evaluation that is also quantified, etc., especially when the viewer is an internal person and a person who has worked in the same workplace as the registrant makes the evaluation. It is an evaluation such as. Since it is possible that the evaluation of such a viewer appropriately represents the ability of the person who cannot be grasped from the outside, it can be positioned as third-level information. The fourth level information is, for example, a work evaluation, which is an evaluation of a person who is in a position to directly evaluate personnel such as a registrant's boss. The evaluation ability of the boss is not necessarily high, but the evaluation of the person who was in a position to evaluate the grades of the upper and lower business by comparing with other subordinates has a certain creditworthiness, so it is used as the fourth level information. Can be positioned. As a matter of course, these evaluations are carried out in compliance with various laws and regulations.

The fourth consent information associated with the viewer is for disclosing the information disclosed in one viewer account including the personal identification code by character data to another viewer account and accepting the evaluation. It records that one viewer has agreed. Even when one viewer is evaluated, the other viewer cannot be evaluated unless he / she can identify one viewer. Therefore, one viewer uses a personal identification code to identify himself / herself. I agree in advance to publish it to.

The third consent information associated with the recruiter records that the recruiter has agreed to use the registrant account and viewing of the assessment information for recruitment purposes.

The account creation unit 111 has a function of creating an account by a registrant, a viewer, a recruiter, or the like using the information input by using the input unit 211 of the terminal 201.

The consent confirmation unit 112 has a function of confirming the first consent, the second consent, the third consent, the fourth consent, and the like described above with each account and storing them. At the time of confirmation, a document explaining the content to be disclosed and its purpose is displayed in advance at the time of login, and when the consent button etc. is displayed and pressed, it is considered that consent has been obtained and the record is stored as information. Store in unit 121.

The evaluation creation unit 113 has a function of creating evaluation information associated with a registrant or another viewer based on the information input by the viewer using the input unit 211 of the terminal 201. The evaluation information may be output as it is from the information described by the viewer, or may be processed information based on the information input by the viewer.

Further, the evaluation creation unit 113 may have a function of setting the evaluation of the recruiter account by one viewer account according to the evaluation contents by the other viewer account for the one viewer account. ..

Further, the evaluation creation unit 113 may have a function of setting the evaluation of the recruiter account by one viewer account according to the number of evaluations by the other viewer account for the one viewer account. ..

FIG. 4 is a diagram showing a viewer network for explaining that the evaluation creation unit 113 refers to the evaluation weighting of the viewer. For example, when there are evaluations of the viewer B and the viewer C for the registrant A, it is a case of deciding which evaluation is to be emphasized. For the evaluation, either a quantitative evaluation such as a score or a qualitative evaluation such as good / bad, reference / important, or a combination thereof can be adopted.

For example, in this figure, the viewer B receives a low evaluation from the viewer D and the viewer E. On the other hand, the viewer C is highly evaluated by the viewer F, the viewer G, and the viewer H. In this case, the evaluation creation unit 113 can set the weighting so that the evaluation by the viewer C who receives a high evaluation becomes a higher evaluation than the evaluation by the viewer B who receives a low evaluation. ..

Further, the viewer B is evaluated by two people, the viewer D and the viewer E. On the other hand, the viewer C is evaluated by the viewer F, the viewer G, and the viewer H. In this case, the evaluation creation unit 113 estimates the evaluation by the viewer C, who is evaluated by a larger number of people, with a high credit rating and browses even if the evaluations of the viewer B and the viewer C are the same. The weighting can be set so that the evaluation is higher than the evaluation by the person B.

Further, the viewer B gives a low evaluation to the registrant A, but also gives a low evaluation to the registrant K and the registrant I. In this case, the evaluation creation unit 113 can correct the evaluation of the registrant as the viewer B who tends to give a low evaluation. More specifically, for example, the average can be taken within the evaluation of the registrant evaluated by the viewer B and corrected by the standard deviation. Similarly, the viewer C gives a low rating to the registrant J and the registrant L, but gives a high rating to the registrant A. In this case, the evaluation creation unit 113 can set the weighting so that the high evaluation is higher when the viewer who has a high tendency to give a low evaluation has a high evaluation.

The incentive giving unit 114 has a function of giving an incentive to the viewer account that created the evaluation information.

Incentives can be realized in various forms. In addition to cash, points, crypto assets, etc., it may be realized by directly or indirectly obtaining monetary value such as gifting of goods or provision of services, or money such as awards and medals within the platform. It may be an untargeted consideration.

In addition, the incentive giving unit 114 has a function of giving an incentive to the viewer account that created the evaluation information associated with the registrant account when the recruiter account notifies the registrant account of the scout information. May be. Since the ultimate goal is to hire human resources, the scouts to registrants that always occur in the process are added to the viewer account that created the registrant's evaluation, assuming that the evaluation information contributed. Incentives can be given. An incentive may be given to all the viewer accounts that created the evaluation, but for example, the incentive may be given only to the viewers who have been checked as "reference evaluation".

In addition, when an incentive is given to one viewer account, it has a function to give a secondary incentive to another viewer account that created evaluation information in one viewer account according to the evaluation content. May be. For example, if one viewer creates a rating and receives an incentive, another viewer who appreciates one viewer who received the incentive contributes to one viewer receiving an incentive. A secondary incentive can be given as if it had been done.

The viewing permission unit 115 has a function of enabling the information of the registrant account for which the second consent confirmation has been made to be viewed from the recruiter account for which the third consent confirmation has been made.

Further, the viewing permission unit 115 sets the viewing authority for each layer of the evaluation information stored in the information storage unit 121, and receives the viewing permission notification from the registrant account, the registrant account, and the management / operation account. Only the evaluation information of may have a function to allow the recruiter account to view. Further, considering the added value for the information in the deeper hierarchy, the consideration for the viewing permission notification may be set to be higher as the hierarchy becomes deeper. The evaluation information set for each layer as described above becomes information that needs consideration for the registrant who is evaluated as the depth goes deeper. Therefore, the registrant account and the management / operation account set the hierarchy of evaluation information that can be viewed by others in advance, and the viewing permission unit 115 discloses it to the viewers and recruiters based on the settings for registration. Personal information can be protected to the extent desired by the person.

FIG. 5 shows a sequence diagram for explaining the processing flow of the human resources evaluation system and the human resources evaluation method according to the present embodiment. In this figure, the flow of processing by registrants, management / operation, viewers, and recruiters using a predetermined terminal and their respective accounts is shown in chronological order moving downward in the figure.

First, in step S101, a registrant account creation step is performed in which the registrant uses the registrant terminal to input identification information including a personal identification code based on character data to create a registrant account. At this point, the registrant inputs his or her information and accumulates the information disclosed by the registrant account.

Next, in step S102, a first consent confirmation step is performed in which the registrant agrees to disclose the information disclosed to the registrant account using the registrant terminal and to accept the evaluation. With this consent, the registrant's personal identification code, such as the name, can be searched from the viewer's or recruiter's account, and the viewer can enter the registrant's evaluation.

Next, in step S103, an evaluation creation step is performed in which the viewer inputs the evaluation information by the viewer account using the viewer terminal for the registrant account identified by the identification information.

Next, in step S104, an incentive granting step is performed in which an incentive is given to the viewer account in which the evaluation information is input.

Next, in step S105, a second consent intention input step of inputting the consent intention for the registrant to publish the evaluation information to the recruiter account using the registrant terminal is performed.

Next, in step S106, the third step is to input the intention of consent for the recruiter to use the information disclosed in the registrant account for the purpose of recruitment by the recruiter account using the recruiter terminal. Perform the consent input step.

Next, in step S107, a viewing permission step that makes the information of the registrant account in which the second consent input step is executed can be viewed from the recruiter account in which the third consent input step is executed. I do.

Next, in step S108, the registrant account is browsed from the authorized recruiter account, and when the recruiter wants to hire the registrant, a positive action such as a scout notification is performed. If the registrant responds to this and finally agrees with each other, it will be adopted.

FIG. 6 is an example of a screen showing evaluation information published to the registrant account, which can be viewed by the recruiter. The screen is displayed on the display unit 212 of the terminal 201, for example.

On this screen, an individual identification code such as the name of the registrant is displayed in the upper left area of the screen so that the individual can be identified for the recruiter. It should be noted that the personal identification code itself does not necessarily have to be displayed to the recruiter at the initial stage of hiring, as long as the viewer can identify the registrant.

In the area on the right side of the screen, the viewer's evaluation of the registrant is lined up. Since the personal identification code of the viewer is reference information for the recruiter, it may or may not be disclosed. In the column of the evaluation of the viewer, the evaluation of the target registrant by the viewer and, for example, the viewer rank indicating the evaluation of the viewer itself are shown. Recruiters can consider the evaluation of registrants by referring to this viewer rank.

In the lower left area of the screen, a comprehensive evaluation that summarizes the evaluations by multiple viewers is displayed. The comprehensive evaluation may be calculated by statistically processing a plurality of evaluations. Recruiters can refer to the registrant's ability in a short time by referring to the comprehensive evaluation even when there are many registrants to see.

As described above, when the human resources evaluation system, the human resources evaluation method, and the human resources evaluation program according to the present embodiment are used, the human resources evaluation system 1 agrees to disclose the information disclosed in the registrant account A01 to the viewer account A02. Confirm the first consent confirmation, confirm the consent to publish the evaluation information to the recruiter account A04, the second consent confirmation, confirm the consent to use the viewing of the evaluation information only for the purpose of recruitment. An incentive is given to the consent confirmation unit 112 that performs the third consent confirmation, the evaluation creation unit 113 that creates evaluation information based on the information input from the viewer account A02, and the viewer account A02. By providing an incentive granting unit 114 and a viewing permission unit 115 that makes it possible to view the information of the registrant account A01 from the recruiter account A04, the registrant is given to the viewer under a platform designed with an appropriate incentive. By having the registrant perform the evaluation, the recruiter can know the evaluation that is not self-reported by the registrant, and it is possible to support more appropriate recruitment of human resources.

In addition, the consent confirmation unit 112 agrees to disclose the information disclosed in one viewer account including the personal identification code by character data to another viewer account and to accept the evaluation. After confirming the fourth consent to be confirmed from the viewer account, the evaluation creation unit 113 evaluates the registrant account by one viewer account according to the evaluation contents by the other viewer accounts for one viewer account. By setting, it is possible to set the weighting so that the evaluation by the viewer who receives a high evaluation becomes a higher evaluation than the evaluation by the viewer who receives a low evaluation, and the evaluation can be made more appropriately. It is thought that it can be done.

In addition, the consent confirmation unit 112 agrees to disclose the information disclosed in one viewer account including the personal identification code by character data to another viewer account and to accept the evaluation. After confirming the fourth consent from the viewer account, the evaluation creation unit 113 evaluates the registrant account by one viewer account according to the number of evaluations by the other viewer accounts for one viewer account. By setting it, it is considered that the evaluation by the viewers who are evaluated by a larger number of people can be highly evaluated and evaluated more appropriately.

The viewing permission unit 115 sets the viewing authority for each layer of the evaluation information stored in the information storage unit 121, and only the evaluation information of the layer for which the viewing permission notification is received from the registrant account can be viewed in the recruiter account. By permitting, personal information can be protected to the extent desired by the registrant.

When the recruiter account notifies the registrant account of the scout information, the incentive granting unit 114 gives an incentive to the viewer account that created the evaluation information associated with the registrant account, thereby recruiting. Incentives can be set appropriately according to contributions.

When an incentive is given to one viewer account, the incentive giving unit 114 gives a secondary incentive to another viewer account that created evaluation information in one viewer account according to the evaluation content. As a result, one viewer has an incentive for other viewers who have contributed to the incentive, and the incentive can be set more appropriately.

Although the description of the embodiment of the present invention is completed above, the aspect of the present invention is not limited to this embodiment.

1 Human resources evaluation system 101 Human resources information management server 111 Account creation department 112 Consent confirmation department 113 Evaluation creation department 114 Incentive granting department 115 Viewing permission department 121 Information storage department 140 Selection unit 150 Screen unit 201 Terminal 202 Terminal 203 Terminal 204 Terminal 205 Terminal 211 Input part 212 Display part A01 Registrant account A02 Viewer account A03 Viewer account A04 Recruiter account

Claims (8)

It is a human resources evaluation system
The first consent confirmation, which confirms the consent from the registrant account to disclose the information disclosed to the registrant account including the personal identification code by character data to the viewer account and to accept the evaluation.
The second consent confirmation, which confirms the consent to publish the evaluation information to the recruiter account from the registrant account.
A consent confirmation unit that performs a third consent confirmation, which confirms the consent from the recruiter account to use the registrant account and the viewing of the evaluation information by the recruiter account for the purpose of recruitment.
An evaluation creation unit that creates the evaluation information based on the information input from the viewer account for the registrant account, and
An information storage unit that stores the evaluation information in association with the registrant account,
An incentive giving unit that gives an incentive to the viewer account that created the evaluation information,
A human resources evaluation system including a viewing permission unit that allows information on the registrant account for which the second consent confirmation has been made to be viewed from the recruiter account for which the third consent confirmation has been performed. The consent confirmation unit obtains consent to disclose the information disclosed in one viewer account, including a personal identification code based on character data, to another viewer account, and to accept the evaluation. Confirm the fourth consent from the person's account
The evaluation creation unit sets the evaluation of the registrant account by the one viewer account according to the evaluation contents of the other viewer account for the one viewer account.
The human resources evaluation system according to claim 1. The consent confirmation unit obtains consent to disclose the information disclosed in one viewer account, including a personal identification code based on character data, to another viewer account, and to accept the evaluation. Confirm the fourth consent from the person's account
The evaluation creation unit sets the evaluation of the registrant account by the one viewer account according to the number of evaluations by the other viewer account for the one viewer account.
The human resources evaluation system according to claim 1. The viewing permission unit sets viewing authority for each layer of the evaluation information stored in the information storage unit.
The human resources evaluation system according to any one of claims 1 to 3, which permits viewing to the recruiter account only for the evaluation information of the hierarchy that has received the viewing permission notification from the registrant account. The incentive granting unit is
When a positive action is taken from the recruiter account to the registrant account,
The human resources evaluation system according to any one of claims 1 to 4, which gives an incentive to the viewer account that created the evaluation information associated with the registrant account. The incentive granting unit is
Claim 2 that when an incentive is given to the one viewer account, a secondary incentive is given to another viewer account that created evaluation information in the one viewer account according to the evaluation content. The human resources evaluation system described in any one of 5 to 5. It ’s a human resources evaluation method.
A registrant account creation step in which a registrant creates a registrant account by inputting identification information including a personal identification code based on character data using a registrant terminal.
The first consent confirmation step in which the registrant agrees to disclose the information disclosed to the registrant account using the registrant terminal and to accept the evaluation.
The evaluation creation step in which the viewer inputs the evaluation information by the viewer account using the viewer terminal for the registrant account identified by the identification information.
An incentive granting step that grants an incentive to the viewer account for which the evaluation information has been entered, and
A second consent input step in which the registrant inputs an intention to consent to the disclosure of the evaluation information to the recruiter account using the registrant terminal.
A third consent input step for the recruiter to input the consent intention to use the information disclosed in the registrant account for the purpose of recruitment by the recruiter account using the recruiter terminal. When,
Includes a viewing permission step that makes the information of the registrant account in which the second consent input step is executed can be viewed from the recruiter account in which the third consent input step is executed. Human resources evaluation method. It ’s a human resources evaluation program.
A registrant account creation step in which a registrant creates a registrant account by inputting identification information including a personal identification code based on character data using a registrant terminal.
The first consent confirmation step in which the registrant agrees to disclose the information disclosed to the registrant account using the registrant terminal and to accept the evaluation.
An evaluation creation step in which the viewer inputs evaluation information by the viewer account using the viewer terminal for the registrant account identified by the identification information.
An incentive granting step that grants an incentive to the viewer account for which the evaluation information has been entered, and
A second consent input step for the registrant to input the consent intention to publish the evaluation information to the recruiter account using the registrant terminal.
A third consent input step for the recruiter to input the consent intention to use the information disclosed in the registrant account for the purpose of recruitment by the recruiter account using the recruiter terminal. When,
A computer with a viewing permission step that enables the information of the registrant account in which the second consent input step is executed to be viewed from the recruiter account in which the third consent input step is executed. A human resources evaluation program to be executed by.

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