JP2022110642A - Information processing apparatus, information processing method, and program - Google Patents

Abstract

To provide an information processing apparatus configured to properly distribute personnel to an organization, such as a company.SOLUTION: In a server 10 which is a kind of an information processing apparatus, a test unit 121 is configured to evaluate business basic skills of an employee candidate of a company, with four categories each including five items, for example, and to acquire evaluation values by evaluating the business basic skills with the total score of the four categories and scores of the items in each of the categories. A balance determination unit 131 determines whether each of the acquired evaluation values of the categories falls within a predetermined range set in advance. When the evaluation values of the categories are determined to fall within the predetermined range, in the case that the evaluation values of at least three of the five items of at least three categories clear the condition and the evaluation values of the items of the other categories fall within a range of minus 1 point from a lower limit set for each of the items, an item determination unit 132 determines that the candidate has an aptitude as a member of the organization.SELECTED DRAWING: Figure 3

Description

The present invention relates to an information processing device, an information processing method, and a program.

Conventionally, there is a human resource development support system that diagnoses a user's skill (skill) and supports human resource development based on the diagnosis result (see Patent Document 1, for example).

JP-A-2004-246507

However, although the diagnosis result of the user's skill by such a conventional human resource development support system is useful for further improvement of the individual user's skill, the current situation is that it is not utilized for other purposes.

SUMMARY OF THE INVENTION The present invention has been made in view of such circumstances, and it is an object of the present invention to utilize the diagnosis result of a user's skill as a support application of personnel allocation to an organization to which the user belongs or may belong. do.

In order to achieve the above object, an information processing apparatus according to an embodiment of the present invention includes:
Evaluate the basic business skills of candidates for organization members by dividing them into N categories (N is an integer value of 2 or more independent of M), each containing M items (M is an integer value of 2 or more) acquisition means for acquiring an evaluation value obtained by evaluating the business fundamental ability in the first unit for the N categories and the second unit for each item in each category;
a first determination means for determining whether or not the evaluation value of each category of the basic business ability acquired by the acquisition means is within a predetermined range set in advance;
When the first determination means determines that it is within the predetermined range, at least the evaluation value of the category of P (P is an arbitrary integer value of N-1 or less) satisfies the first criterion, and the remaining a second determination means for determining that the candidate has basic aptitude as a member of the organization when the evaluation value of each item in the category satisfies a second standard;
Prepare.
In this way, based on the evaluation result evaluated by the unified standard of basic business ability which is divided into a plurality of categories in advance by the service provider, first, the evaluation values of, for example, three or more categories are obtained by the first determination means. is within a predetermined range, i.e., those whose categories are well balanced are judged to have basic aptitude, and then, by the second judging means, those whose evaluation value of each item in the category satisfies a certain condition or more. , for example, those satisfying the condition that 3/5 items are within the range of the threshold value are determined to have basic aptitude. By selecting candidates step by step from different perspectives in this way, it becomes possible to appropriately allocate human resources to the organization, including recruitment and transfers.
An information processing method and a program corresponding to the information processing apparatus of one aspect of the present invention are also provided as an information processing method and program of one aspect of the present invention.

According to the present invention, the user's skill diagnosis result can be used to support personnel allocation to an organization to which the user belongs or may belong.

1 shows the overall configuration of an information processing apparatus according to an embodiment of the present invention; 2 is a block diagram showing a hardware configuration of a server in the information processing system of FIG. 1; FIG. 2 is a functional block diagram showing a functional configuration of a server in the information processing system of FIG. 1; FIG. FIG. 10 is a diagram showing an example in which scores of a predetermined student and score values of a predetermined population including the predetermined students are plotted in a circular area and superimposed on each other as a line graph (later chart). 4 is a diagram showing an example of an aptitude balance threshold table (for intermediate use) for determining the range of reference values (upper limit, lower limit) for each category in the server of FIG. 3; FIG. 4 is a diagram showing an example of an aptitude balance threshold table (for new graduates) for determining the range of reference values (upper limit, lower limit) for each category in the server of FIG. 3; FIG. FIG. 4 is a flow chart showing a determination operation of employment or transfer in the server of FIG. 3; FIG. FIG. 10 is a diagram showing an example of determining a candidate who satisfies more criteria among a plurality of candidates with basic aptitude as having high aptitude; FIG. 10 is a diagram showing an example of determining a candidate with a high overall score from among a plurality of candidates with basic aptitude as having high aptitude; FIG. 10 is a diagram showing an example of determining, from among a plurality of candidates with basic aptitude, a candidate with a high priority among industries, occupations, and companies as having high aptitude. FIG. 8 is a diagram showing a comparative example of step S12 (category balance evaluation) in FIG. 7 when candidates are applied to the criteria of the IT industry that employs engineers in a company size of 100 or less. FIG. 8 is a diagram showing a comparative example of step S13 (item evaluation) in FIG. 7 when candidates are applied to the criteria of the IT industry that employs engineers in a company size of 100 or less. FIG. 8 is a diagram showing a comparative example of step S12 (category balance evaluation) in FIG. 7 when candidates are applied to the criteria of a predetermined company that employs technical positions; It is a figure which shows the category aptitude determination result of a candidate's industry, occupation, and company. FIG. 10 is a diagram showing a comparative example when determining a candidate's assignment destination from among three business divisions; FIG. 10 is a diagram showing a case where criteria of industry, occupation, and company are satisfied, but special requirements for the occupation are included in the determination. FIG. 10 is a diagram showing an example of hiring a leader candidate among candidates; FIG. 10 is a diagram showing an example of selecting candidates who satisfy certain criteria from among new graduate applicants and narrowing down the number of candidates who proceed to the second selection to a certain number. FIG. 10 is a diagram showing an example of narrowing down candidates with category aptitude from among employees of the same occupation and other departments assigned to the sales department; FIG. 20 is a diagram showing an example of narrowing down human resources suitable for the sales department from among the candidates determined to have category aptitude in the example of FIG. 19; FIG. 10 is a diagram showing an example of selecting a person who is suitable for a technical department based on compatibility with the superior of the department; FIG. 10 is a diagram showing an example of comparing the category characteristics of the planning department and the score of each category of a candidate group in order to select employees who belong to the sales department and have category aptitude for the planning department.

BEST MODE FOR CARRYING OUT THE INVENTION Hereinafter, embodiments of the present invention will be described with reference to the drawings.
FIG. 1 shows the overall configuration of an information processing system according to one embodiment of the present invention.
The information processing system shown in FIG. 1 includes a server 10 and u candidate terminals 20-1 to 20-u (where u is an arbitrary integer value equal to or greater than 1) via a predetermined network N such as the Internet. It is configured by being interconnected.
Candidate terminal 20-1 is operated by candidate A. Candidate terminal 20-2 is operated by candidate B. Candidate terminal 20-u is operated by candidate U.
Candidates A to U are persons who already belong to an organization such as a company and may be transferred to another department (personnel change targets), or persons who may belong to a company in the future (job seekers), and at least A person who has experience of taking a basic business ability diagnostic test (hereinafter referred to as "test") provided by a service provider.
In addition, hereinafter, the candidate terminals 20-1 to 20-u will be collectively referred to as "candidate terminals 20" when there is no need to distinguish them individually.
The candidate terminal 20 is an information processing device managed by each of the candidates A to U, and is composed of, for example, a tablet terminal, a smartphone, or the like.

The server 10 is managed by a service provider. The server 10 executes various processes while controlling operations of each of the candidate terminals 20-1 to 20-u.

The service provider is, for example, a human resource training company or the like, and in response to an application from the company, the employee participates in a course as a student or conducts online training. Individuals other than companies may also participate in the course. In addition, the service provider will test the student in order to check the degree of understanding and mastery of the contents of the course and online training that the student has taken, evaluate the test results, and provide future advice to
Depending on the company, job seekers who wish to work for this company individually participate in a course and take a test, and the evaluation results are used as a reference for hiring.
In addition, the service provider will support the recruitment and transfer of human resources to the company or department based on the results of each test of multiple employees (students) belonging to the company or department within the company. At the same time, we will present the optimal solution for personnel placement when recruiting and relocating personnel in the future, so that we can contribute to the development of society.

Specifically, in this embodiment, the server 10 operates in cooperation with the candidate terminal 20 as follows.
That is, the server 10 first transmits to the candidate terminal 20 a test consisting of one or more of a plurality of questions pre-stored in the server 10 or the like, and the student inputs each of these one or more questions. receive the answer

Testing is performed by service providers. The questions in the test are for evaluating the student's basic business skills (basic business skills), and one or more business evaluation categories and one or more in each category Questions are asked for each item. Basic business skills refer to skills or abilities useful for working as a member of society.

Explain the relationship between categories and items for evaluating basic business skills.
Categories are defined as N (N is an arbitrary integer value of 2 or more), and each of the 2 or more categories has M items (M is an arbitrary integer value of 2 or more independent of N) items. defined.
In the test, questions with content related to each item are set for each item.

Candidate terminal 20 receives the test sent by server 10 . Then, the student operates the candidate terminal 20 and inputs answers for each of the plurality of questions that constitute the test.
The candidate terminal 20 transmits to the server 10 the test answers (aggregate of answers to each question) input by the student.

The server 10 sequentially acquires and grades the answers to the test each time the candidate terminals 20-1 to 20-u send the answers. Further, the server 10 normalizes the scoring results for each of the above items, and stores and manages this as a score for each student.

The server 10 sets and stores extraction conditions for extracting scores of a predetermined population from the scores managed for each student.
The predetermined population is not particularly limited. A wide variety of groups can be employed, such as a group of As a premise, the server 10 manages each student in association with a score indicating the marking result and various attribute information of the student.
In this case, as extraction conditions for extracting the score of a predetermined population, for example, the same age, same occupation, same industry, same position, same year of employment, past score values and ranges, etc. can be adopted. can.

The server 10 extracts the score of a predetermined student and the score of a predetermined population including the predetermined student, and compares both scores.
Specifically, for example, the score of the predetermined student can be compared with the average value, maximum value, or minimum value of the scores of a predetermined population including the predetermined student.

In addition, the server 10 causes the screen of the candidate terminal 20 of the predetermined student to display a graph obtained by plotting the score of the predetermined student and the score of a predetermined population including the predetermined student. .

As a result, the student can see the student's own score value for each item in each category in the graph displayed on the screen of the candidate terminal 20, and the score of the predetermined population that includes the student. From the distribution of the value of , it is possible to easily visually recognize the degree of growth in comparison between the student's current skill and past skill, and the educational effect of the company.
Information about the organization or group (company or department within the company) to which the trainee (employee, employee, etc.) belongs (details of the decision to hire or transfer) is provided to the person who manages the organization or group (the president or the head of the department) ) can be seen.

FIG. 2 is a block diagram showing the hardware configuration of a server in the information processing system 1 of FIG. 1. As shown in FIG.

The server 10 includes a CPU (Central Processing Unit) 101, a ROM (Read Only Memory) 102, a RAM (Random Access Memory) 103, a bus 104, an input/output interface 105, an output section 106, and an input section 107. , a storage unit 108 , a communication unit 109 and a drive 110 .

The CPU 101 executes various processes according to programs recorded in the ROM 102 or programs loaded from the storage unit 108 to the RAM 103 .
The RAM 103 also stores data necessary for the CPU 101 to execute various kinds of processing.

The CPU 101 , ROM 102 and RAM 103 are interconnected via a bus 104 . An input/output interface 105 is also connected to this bus 104 . An output unit 106 , an input unit 107 , a storage unit 108 , a communication unit 109 and a drive 110 are connected to the input/output interface 105 .

The output unit 106 includes a display, a speaker, and the like, and outputs various information as images and sounds.
An input unit 107 is composed of a keyboard, a mouse, etc., and inputs various information.

The storage unit 108 is configured by a hard disk, a DRAM (Dynamic Random Access Memory), or the like, and stores various data.
The communication unit 109 communicates with another device (candidate terminal 20 in the example of FIG. 1) via a network N including the Internet.

A removable medium 111 such as a magnetic disk, an optical disk, a magneto-optical disk, or a semiconductor memory is mounted in the drive 110 as appropriate. A program read from the removable medium 111 by the drive 110 is installed in the storage unit 108 as necessary.
The removable medium 111 can also store various data stored in the storage unit 108 in the same manner as the storage unit 108 .

FIG. 3 is a functional block diagram showing a functional configuration of a server in the information processing system of FIG. 1;
As shown in FIG. 3, in one area of the storage unit 108 (FIG. 2) of the server 10, a student DB 151, an examination DB 152, and a company DB 153 are provided.
Information about the students is stored in the student DB 151 .
Information on participants includes, for example, information for employees of companies and job seekers who wish to work at companies to attend courses and training held by service providers in order to improve their own skills, and information on courses and training. It is the information including the information of the history of taking the training etc.

Specifically, the trainee DB 151 contains the names, ages, departments (departments, etc.) of employees who take courses and training, job titles, and information on courses and training to be taken (course names, course numbers, training name, training number, date of attendance, history of attendance, etc.) are stored in association with information (student ID, student number, etc.) that identifies the individual student.

A plurality of courses are stored as, for example, courses among the courses and trainings that the students take. A course is, for example, a training session, a training session, or the like that implements a training program, and a plurality of students can participate in a plurality of courses. The same is true for training.
The course information is information in which one or more evaluation factors correspond to each of a plurality of courses.
Although the one or more evaluation factors are not particularly limited, the following description assumes that items or subitems are employed. That is, in the following example, one course is associated with one or more (mainly one) items or sub-items.
The item is a subject naming each business skill element, and is associated with the course name. A sub-item is a sub-item included in an item, and a course consisting only of a sub-item is also set. The same is true for training.

Categories for evaluating basic business skills are, for example, as shown in the graph shown in FIG. ” (Communication). The item is one of the evaluation elements of each category. A course including two or more items is set in each category.

For example, items that measure basic business skills in the category of "business knowledge" include current affairs, legal/personnel/labor affairs, finance/accounting, marketing, and management.

Items that measure basic business skills in the "Planning & Control" category include objectives and targets, planning, business management, review/evaluation, and improvement. Although not shown, the item "goals and goals" includes a sub-item "purposeful thinking".

In the "Thinking" category, items aimed at basic business skills include numerical processing, use of thinking methods, information gathering, problem setting, and solution planning.

Items that measure basic business skills in the "communication" category include negotiation, document communication, oral communication, listening, and business etiquette.

Here, we will explain how to classify the categories for evaluating business skills.
The categories are roughly divided into four by systematizing the skills necessary for growth in human resource development.
In order for people to produce results, planning and execution skills (planning and control) are necessary. In order to improve this ability to plan and execute, it is necessary at the same time to have "thinking," a way of thinking such as intention and judgment, "communication," the ability to communicate to build human relationships, and "business knowledge," which is the prerequisite knowledge.
By diagnosing the basic business skills by dividing them into four categories in this way, it becomes easier to see the characteristics of the skills possessed by the person to be diagnosed.

The basic business skills are defined in units of individual items or in units of courses set for a plurality of items, and the students can improve their business skills by attending the courses and trainings.
Before, during, and after the lectures and training, the trainees are given a basic business ability diagnosis test.

The test DB 152 stores information about tests conducted by service providers. Information related to the test, for example, pairs of test questions and answers, individual student's test results (scores for each item) and evaluation results (normalized scores, overall evaluation, comments, etc.) are linked to student IDs. are stored. Here, the trainees include company employees and their candidates (job seekers, persons subject to personnel changes, etc.).
The score is a numerical value (“1” to “5”) obtained by evaluating the score for each item of the test, for example, on a scale of 5, etc., and also stores the total numerical value for each category. When there are five items in one category, one category has a maximum score of 25 points. In this case, the total score of each item indicates the evaluation of each category of the student.

The company DB 153 stores company information (company size (number of employees), organizational structure (hierarchy, etc.), department, division arrangement, etc.). In addition, the company DB 153 stores information on each employee in the company (e.g., employee's name, age, date of employment, years of employment, organizational department, job title, title, employee number, etc.). ) are stored in association with the student ID.

In addition, in order to improve the accuracy, the number of years of employment, retiree data, managerial data, aging data of scores, etc. are used.
Tenure can be used to find high matches with companies, departments, and occupations. Retiree data can be used to find mismatches between companies, departments and occupations. Executive data can be used to spot trends among high performers in scores. Score data over time is test history data recorded each time a test is taken at regular intervals, and it is possible to see whether scores have increased over time or have remained flat.

In addition, the company DB 153 stores not only information on one company but also information on the evaluation results of companies that have taken courses and trainings provided by service providers and undergo tests so that they can be compared with other companies in the same industry. .

In the CPU 101 (see FIG. 2) of the server 10, a test section 121, an aptitude determination section 122, and a display control section 123 function when executing processing.
The test unit 121 determines the basic business ability of the candidate for the employee of the company, M (M is an integer value of 2 or more: "5" in the specification) N (N is an independent Integer value of 2 or more: Evaluation is divided into categories of "4" in the specification.
That is, the test unit 121 evaluates the basic business skills of candidates for corporate employees, such as job seekers and transfer candidates, by classifying them into four categories each including five items, for example.
Specifically, the test unit 121 selects questions for the student to operate the candidate terminal 20 to answer from questions for evaluating the skill of the student, which are stored in advance in the examination DB 152. , create each item for each item. A set of questions and answers for each item of each category created in this manner is a test.

The test section 121 presents the test to the student by displaying the test on the candidate terminal 20 via the communication section 109 .
By operating the candidate terminal 20, the student inputs an answer (an answer for each question) to the test given by the test section 121. FIG. The answer input by the student is transmitted from the candidate terminal 20 to the server 10 .

The test unit 121 acquires, via the communication unit 109, the test answers (aggregate of answers for each question) transmitted from the candidate terminals 20. FIG.
The test section 121 scores the acquired test answers for each question based on a predetermined scoring standard.
The test unit 121 normalizes (scores) the results of grading for each question for each item in each category, associates the score with the item name of each item as an evaluation result, and stores it in the DB 152 for taking the test. managed by each person.

The test unit 121 selects the score of a predetermined student from among the scores of one or more students managed in the examination DB 152 in response to an evaluation presentation request (instruction to create a table) from the candidate terminal 20, , and the score of a predetermined population including the students are acquired and output to the display control unit 123 . Note that the predetermined student may be called the first student.

In addition, the said predetermined population is extracted by the predetermined extraction conditions previously memorize|stored in taking DB152. Specifically, for example, as described above, any number (including 1) of the same age, same job type, same industry, same position, same year of employment, or past score of a predetermined student It is possible to extract a population using a combination of the above as a predetermined extraction condition.

The test unit 121 evaluates the basic business skills of the selected candidate student with the first unit (total score) for the four categories and the second unit (score) for each item in each category. get. Note that, hereinafter, the student who is a candidate for selection may be referred to as a candidate.
Specifically, the test unit 121 accesses the examination DB 152 and acquires from the examination DB 152 the score included in the evaluation result linked to the student ID of the student designated as a selection candidate. In addition, when selecting candidates for personnel transfers, etc., the scores of other employees (students) to be compared are also acquired.
Scores are calculated by summing the total score obtained by normalizing and totaling the scores for each of the four categories and the score for each item in each category. It is a normalized numerical value or the like. Each numerical value is a value from "1" to "5".

The aptitude determination unit 122 compares the evaluation values (scores) of candidates and existing students acquired by the test unit 121 with preset thresholds (range of upper and lower limits for each category) and criteria (first criteria). , 2nd criteria, etc.) to select suitable candidates for employment or transfer.
The first criterion is, for example, the condition that 3/5 or more items in 3 out of 4 categories are within a predetermined range.
The second criterion is a condition that the evaluation value of each item in the remaining one category is within the lower limit set for each item minus one point.

The aptitude determination unit 122 includes a balance determination unit 131, an item determination unit 132, a characteristic determination unit 133, and the like.

The balance determination unit 131 determines in advance the score of each category of the selected candidate student (candidate) acquired by the test unit 121 (how many points out of a total score of 25 for each category). 11 (for example, between the upper limit value of 19.5 and the lower limit value of 11.5 for the category of business knowledge in the example of FIG. 11). That is, the balance determination unit 131 determines whether or not the candidate is suitable for the category.

As the predetermined range, a threshold is set for each hiring, for example, using the aptitude balance threshold table 60 for mid-career hiring shown in FIG. 5 or the aptitude balance threshold table 61 for new graduate hiring shown in FIG.
The upper limit of each of the aptitude balance threshold tables 60 and 61 is a numerical value derived from the score of the group of high performers in the attribute (what kind of organization) of the side that selects the candidate. Multiply the category mean by the respective coefficient.

In addition, the lower limit value is the numerical value of the lower performer group (Lo performer) derived from the average (Ave) score of all people selected by the attributes of the candidate selection side, and each coefficient is added to the category average value. It shall be taken.
For the upper and lower limits, the scores of all the students who took the same test as that of the candidate students were used. The example of the table shown here is just an example, and the upper limit value and lower limit value may be set by other methods.

The coefficients for deriving the upper limit value determined for each category are derived from the score distribution of the group of superiors, the tendency of managers, the score tendency of those with long tenure, and the like.
A coefficient for deriving the lower limit value determined for each category is derived from the relationship between the score distribution of the lower rank group and the average score. The top 10% of total scores in the attribute (what kind of group the top group is) are the top 10%. The bottom group is the bottom 10% of total scores for that attribute.
The category average value of the top group and the category average value of all attributes differ depending on the attributes such as the industry, occupation, company, department, position, etc. on the side of selecting candidates, but the coefficients for deriving the upper and lower limits are all attributes shall be used in common with

It should be noted that the score, which is the evaluation result of the test, differs between a job changer who has already worked at a company and a new graduate such as a university graduate. New graduates tend to score lower than candidates with working experience, so it is necessary to allow some latitude in the lower limit. Therefore, in addition to the aptitude balance threshold table 60 for mid-career employment, a separate aptitude balance threshold table 61 for new graduate employment is provided.
The aptitude balance threshold table 60 shown in FIG. value minus 5% (for example, if the lower limit is 10 points, the value is reduced by 5% to 9.5 points).
In the aptitude balance threshold table 61 shown in FIG. 6, the upper limit score of each of the four categories plus 10% (for example, if the upper limit score of a certain category is 20 points, up to 22 points, which is an increase of 10%), the lower limit value minus 10% (for example, if the lower limit is 10 points, the value is reduced by 10% to 9 points). For new graduates, since their scores tend to deviate downward, a leeway is given to the lower limit.

By the balance determination unit 131 determining the category balance in this way, it becomes possible to find candidates who tend to be similar to the category balance required from attributes such as the corporate experience and employment conditions of each candidate. .
It should be noted that a similarity tendency is preferable to a mutually complementary relationship for the category balance. Since the category balance tends to be similar, there is a tendency for learning, experience, what you have learned, thoughts, etc. to be similar. If the category balance is in a complementary relationship, mutual effects can be expected. It is preferable to

If the balance determination unit 131 determines that the score of the candidate student is within the predetermined range, the item determination unit 132 determines at least M (M is an arbitrary integer value of N−1 or less: in this embodiment The evaluation value of the category of 3) satisfies the first criterion (3/5 or more items cleared in the embodiment), and the evaluation value of each item of the remaining categories meets the second criterion (lower limit value of item - 1 point or less). If the criteria are met, the candidate is judged to have basic aptitude as an employee of a company or as an employee of a company (member of an organization). Possessing basic aptitude means having the ability to exceed the pass line for the evaluation of having basic business skills.

The item determination section 132 has a superiority determination section 141 and a basic determination section 142 .
The superiority determination unit 141 determines that when all the scores in the four categories satisfy the first standard (the condition that 3/5 items or more are cleared), the student (candidate) of the selection candidate Judged as having aptitude.
Specifically, the superiority determination unit 141 determines the score of each item included in each of the four categories of business knowledge, planning & control, communication, and thinking in the score of the student read from the examination DB 152. is within the range of the threshold for 3/5 items or more (cleared), the candidate is determined to have basic aptitude.

If the superiority determination unit 141 does not determine that the person has the basic aptitude, the basic determination unit 142 satisfies the first criterion that the scores of at least three categories are cleared, for example, 3/5 or more items, and the remaining If the score of each item in one category satisfies the second criterion of within the lower limit value of the item minus 1 point, the candidate is determined to have basic aptitude.
Specifically, the basic determination unit 142 sets the condition that the score of the student read from the examination DB 152 is 3/5 items or more in the three categories and is within the range of the threshold value (cleared). and the score of five items in the remaining one category is within the lower limit of the item minus (minus) 1 point, the candidate is considered to have basic aptitude. judge.

The characteristic determination unit 133 determines that the score trends of the four categories among the candidates determined by the item determination unit 132 to have basic aptitude are similar to the score trends of the existing employees of the company in the four categories. Candidates with the characteristics (radar chart) to The aptitude in an organization is, for example, the aptitude to adapt to a company's job type, title, department, boss or subordinate.

The display control unit 123 displays a line graph obtained by plotting the scores of one or more employees obtained by the test unit 121 in a circular display area (see, for example, FIG. 4), and the score of the population including the employee. is superimposed on a line graph plotted in a circular display area and displayed on the screen of the candidate terminal 20 via the communication unit 109 .

The display control unit 123 displays, as a graph, the evaluation values of the results of the basic business ability diagnosis obtained by plotting the scores output from the test unit 121 .
Specifically, the display control unit 123 makes a graph (see FIG. 4) of the score of the predetermined student output from the test unit 121 and the score of the predetermined population including the predetermined student. , control to display on the screen of the candidate terminal 20 via the communication unit 109 .

The display control unit 123 executes control to display the selection results determined to be suitable by the aptitude determination unit 122 . As the selection result, the names of one or more selected candidates may be displayed, or the selection results of all the selection candidates may be displayed.

FIG. 4 is an example in which the score value of a predetermined student and the score value of a predetermined population including the predetermined student are plotted in a circular area, and are superimposed as a line graph (radar chart). It is a figure which shows.
As shown in FIG. 4, in this embodiment, indices for evaluating the basic business skills of students are defined by dividing them into four categories so as to evaluate people in terms of, for example, business practical ability. is set with five item names.
Specifically, there are, for example, business knowledge, planning & control, communication and thinking as four categories defined for evaluating basic business ability.

In addition, five items are set for each of the four categories. As for the five items, for example, in the category of business knowledge, items are set under the item names of current affairs, legal/personnel/labor affairs, finance/accounting, marketing, and management.
In the category of planning & control, items are set under the item names of purpose and target, plan, business management, review/evaluation, and improvement.
In the category of communication, items are set with the item names of negotiation, written communication, oral communication, listening, and business etiquette.
In the category of thinking, items are set under the item names of numerical processing, thinking method utilization, information gathering, problem setting, and solution planning.

Then, the test section 121 of the server 10 subjects the student to an individual test for each item set for each category, acquires the result of the test, and obtains a predetermined test for each item set for each category. After grading based on the grading criteria, the grading result is normalized (scored), acquired as a score, and a graph obtained by plotting the score in a predetermined display area is displayed on the candidate terminal 20.例文帳に追加

Specifically, in a concentric display area (referred to as a circle area or a pie chart) shown in FIG. are placed at equal intervals on the outer circumference of the circular area so that the relationship with the category can be seen, and the lowest score value "0" (zero) obtained by normalization is assigned to the center of the concentric circle, and the direction away from the center , numerical values (“1” to “5”) are arranged at regular intervals. The highest score "5" is placed on the outer circumference of the circular area. Also, concentric circles are arranged at each of the possible values (“1” to “5”) of the score.

Then, from the score managed for each student, the server 10 selects the score of a predetermined student and a predetermined population including the predetermined student, who are the same age, same occupation, same industry, The candidate terminal 20 displays a graph in which one or more combinations of the same position, the same year of employment, or the individual's past results with the score of the population are plotted in the display area.
That is, in the display area of FIG. 4, three scores of the student's individual score, the previous score, and the score before the previous one are drawn in a radar chart with different line types. The charts are superimposed and displayed in the same area so that items (skills) that have changed can be compared at a glance.
At the position of the item name of each category, the score obtained by the student with respect to the total score of that category is presented. The category name outside the radar chart, for example, the position of the frame of the category name "business knowledge" indicates the score (points) obtained by the student in that category. In this example, the obtained score (19 points) with respect to the total score (out of 25 points) for the category is presented in a display format such as 19/25.

In this way, the distribution state of the scores of the five items in each of the four categories of the predetermined student, and the predetermined population containing the predetermined student (the same age and the same occupation as the predetermined student) By visualizing and superimposing the average score distribution of the group of students), the predetermined student can see the degree of growth compared to the current skills and past skills, and the educational effect of the company can be easily visually recognized. In addition, it is possible to easily visually recognize differences in skills compared to the average skills of students of the same age and occupation.

In this way, trainees can easily see the level of their own business skills, as well as the business skills of trainees of the same age as the trainee, and of trainees of the same occupation and age as the trainee. Since the level of the students can be visually recognized, it is possible to relatively grasp the level of the skill in the business of the student himself/herself.
Therefore, the student can easily grasp the skill that should be developed as the student's own strength and the skill that should be followed up as the weakness of the student.

Next, the determination operation of the employment or transfer of the server 10 in this information processing system will be described with reference to FIGS. 7 to 10. FIG.
FIG. 7 is a flow chart showing the determination operation of the server 10 for employment or transfer.
FIG. 8 is a diagram showing an example of determining a candidate who satisfies a greater number of criteria among a plurality of candidates with basic aptitude as having high aptitude.
FIG. 9 is a diagram showing an example of judging a candidate with a high overall score from among a plurality of candidates with basic aptitude as having high aptitude.
FIG. 10 is a diagram showing an example of judging high-priority candidates among a plurality of candidates with basic aptitude among industries, occupations, and companies as having high aptitude.

In the server 10 , the test section 121 provides screens for testing and aptitude determination to the candidate terminal 20 and the company terminal 30 .
For example, on the screen displayed on the company terminal 30, when the person in charge of the company inputs an instruction for judging the aptitude of the candidate to be hired or transferred, the test unit 121 selects candidates for hiring or transfer. A screen (not shown) for executing processing is displayed.

On this screen, information on one or more candidates, including candidates for corporate employees or candidates for transfer to other workplaces or departments among employees, and the purpose of selection (employment of new graduates, employment of , personnel changes, etc.) are input, the test unit 121, in step S11 of FIG. Acquire a score such as a score (second unit) for each item in the category.

Specifically, the test unit 121 refers to the student DB 151, the examination DB 152, and the company DB 153, and collects information about each candidate (student ID, name, department to which employees belong, etc.) for each candidate category. Obtain the total score, score for each item, and information about the company (information on the department to which you are assigned and the employees (bosses and colleagues) to which you are assigned, etc.).

Next, in the aptitude determination unit 122, in step S12, the balance determination unit 131 determines that the total score of the scores of the categories acquired by the test unit 121 is calculated from the aptitude balance threshold tables 60 and 61 of FIG. It is determined whether or not it is within the range of the upper limit value and the lower limit value of each category.

As a result of the determination, if the number of categories whose total score is within the range of the upper limit and the lower limit is four, that is, if the total score is within the range of the upper limit and the lower limit in all categories, then the item determination section 132 determines whether the scores for each item in the category meet preset criteria.

As a result of the determination, if the criteria are met, the item determination unit 132 determines that there is basic aptitude, and if the criteria are not met, the item determination unit 132 determines that there is no basic aptitude.
The item determination unit 132 determines whether or not the candidate has basic aptitude through the following two determination steps (first determination step S13 and second determination step S14). This makes it possible to narrow down candidates in a wider range while prioritizing candidates with basic aptitude.

In the first determination step S13, if the balance determination unit 131 determines that the balance is within the range of the upper limit value and the lower limit value, the superiority determination unit 141 determines that the total score of all the scores of the four categories is the first criterion ( 3/5 items or more) are satisfied, it is determined that the candidate has basic aptitude as an employee of the company or an employee of the department to which the candidate is assigned.

In the first determination step S14, if the balance determination unit 131 determines that the scores are within the range of the upper limit and the lower limit, the basic determination unit 142 determines that the scores of at least three categories out of the four categories are the first criteria ( In this example, 3/5 or more items are cleared), and the scores for each item in the remaining categories meet the second criterion (lower limit of items - within 1 point), the candidate is an employee of the company or assigned It is determined that the person has basic aptitude as an employee in the previous department.

In the item determination unit 132, in the determination processing of steps S13 and S14, when it is determined that all of the plurality of candidates have basic aptitude, the candidates are selected from the following superiority (priority) points. narrowed down.

For example, as in a table 63 shown in FIG. 8, there are multiple candidates A and B, and candidate A was determined to have basic aptitude by satisfying the criteria in the determinations of steps S11 and S12.
Candidate B satisfies the criteria in the judgment of step S11, but does not meet the criteria in the judgment of step S12, but satisfies the criteria in the judgment of step S13, so it is judged that he has basic aptitude. do.

When candidates A and B both have basic aptitude in this way, the item determination unit 132 determines that the candidate who satisfies both the criteria of steps S12 and S13 has higher aptitude.
In this example, Candidate A satisfies the criteria in the determinations of steps S11 and S12, and Candidate B satisfies the criteria in the determinations of steps S11 and S13, but does not satisfy the criteria in the determination of step S12. Therefore, Candidate A, who satisfies the higher criteria, is selected as a candidate for employment or transfer. As a result, one person can be selected from the plurality of candidates A and B.

In the next step S15, the characteristic determination unit 133 selects personnel suitable for the assignment destination based on the characteristics of the candidates from among the candidates determined by the item determination unit 132 to have basic aptitude.
In this case, the characteristic determination unit 133 determines that the score trends of the four categories among the candidates determined by the item determination unit 132 to have the basic aptitude are the scores of the existing employees of the company in the four categories. Candidates with traits (radar charts) that are similar to trends are judged to be suitable for the organization. Aptitude in an organization is the ability to adapt to its characteristics (type of job, position, department, etc.) if the organization is, for example, a company.

As a result, it is possible to select a human resource who is realistically more adaptable as one of the employees of the assignment destination from among the candidates determined to have the basic aptitude in terms of the score.
For example, in an organization called a company, it is possible to select human resources who are more suitable for the characteristics of the company (type of job, position, department, etc.). Also, if the organization is a department within a company, for example, it is possible to select personnel who are more suitable for the characteristics of the department (sales department, development department, etc.).

In the characteristic determining unit 133, when it is determined in the determination process of step S15 that all of the plurality of candidates have aptitude, the candidates are narrowed down based on the following superiority (priority).

For example, as in the table 64 shown in FIG. 9, there are multiple candidates A and B, and both candidates A and B were determined to have basic aptitude (○) in each attribute such as industry, occupation, company, etc. In this case, the characteristic determination unit 133 determines that the one with the higher overall score is more suitable. In this example, candidate A has a total score of 70 points and candidate B has a total score of 65 points, so candidate A with the highest total score is selected as a candidate for employment or transfer. be.

In addition, as shown in FIG. 10, for example, there are a plurality of candidates A and B, and both candidates A and B have the same total score. Candidate A was judged to have no basic aptitude because he did not meet the criteria for the industry category, and he met the criteria for the occupation and company and was judged to have basic aptitude. Candidate B was judged to have basic aptitude because he met the standards for industry and occupational attribute judgment, and was judged to have no basic aptitude for corporate attribute judgment because he did not meet the criteria.

If the candidates A and B satisfy the criteria in two different attribute determinations out of the three attribute determinations, the priority order of the attribute determinations is set as occupation>company>industry.
In this case, according to the order of priority, the characteristic determination unit 133 determines that the candidate A, who does not meet the standards of the industry but meets the standards of the company, is more suitable as a candidate for employment or transfer. . As a result, one person can be selected from the plurality of candidates A and B.

Hereinafter, some examples of determination of employment or transfer by a company based on the results (statistical figures) of attendance and examination conducted by the service provider will be described with reference to the drawings.
First, with reference to FIGS. 11 to 13, an example of matching between a candidate and a company at the time of mid-career hiring of an employee will be described.
FIG. 11 is a diagram showing a comparative example of step S12 (category balance evaluation) in FIG. 7 when candidates are applied to the criteria of the IT industry that employs engineers in companies with a scale of 100 or less.
FIG. 12 is a diagram showing a comparative example of step S13 (item evaluation) in FIG. 7 when candidates are applied to the criteria of the IT industry that employs engineers in companies with a scale of 100 or less.
FIG. 13 is a diagram showing a comparative example of step S12 (category balance evaluation) in FIG. 7 when candidates are applied to the standards of companies that employ engineers.

In this example, candidates who meet the standards set according to the industry and job type (determined as having basic aptitude in category balance and item judgment) are asked whether they meet company-specific characteristics. This is a case of judging whether or not a candidate can belong to a company as a mid-career hire.
As a premise, the industry of the company that employs mid-career personnel is the IT industry, and is called company Z, for example.
Company Z has less than 100 employees, and the occupation of mid-career hires is technical.
Two candidates, Candidate A and Candidate B, will be recruited mid-career.

A table 66 shown in FIG. 11 has category upper limits and lower limits set according to IT industry standards, and the scores of candidate A and candidate B are inserted in respective columns.
The balance determination unit 131 executes the determination process of step S12 in FIG. 7 based on the table 66 in FIG. , is determined to have the basic aptitude required for the IT industry.

A table 67 shown in FIG. 12 is obtained by comparing the scores of candidates A and B with the ideal values (see FIG. 17) for each item in each category by the basic determination unit 142, The number of items judged to have satisfied the conditions (the score exceeds the ideal value) among the items is inserted in the column of each category. Note that FIG. 17 refers to the correspondence between the items, the ideal values, and the scores of the candidates A and B, and since this case is a different case, the numerical values are not the object of reference.
The basic determination unit 142 executes the determination process of step S14 in FIG. 7 based on the table 67 in FIG. and is determined to have basic aptitude.

According to the determination results of steps S12 and S13, candidates A and B have the basic aptitude required for the IT industry. Although not clearly shown in Tables 66 and 67, both of them also have basic aptitudes required for technical jobs.
Then, since both of them met the criteria for determining the attributes of the industry and occupation, the criteria of the company will be used for determination.

In the table 68 shown in FIG. 13, the upper limit and the lower limit of the category are set according to the corporate standard, that is, the standard of Company Z, and the scores of Candidate A and Candidate B are inserted in columns corresponding to each category. It is what I did.
The balance determination unit 131 determines that candidate A is more suitable for company Z as a result of executing the determination process in step S12 of FIG. 7 based on the table 68 of FIG.

Candidate B's score met the standards for the industry and occupation, but in the table 68 of company Z's criteria in FIG. 13, it failed to meet the criteria for the communication category.
Employees of Company Z are characterized by having a higher communication score than the standard of the IT industry, and it can be seen that Candidate B has basic aptitude for the industry and type of business, but does not have basic aptitude for Company Z.

On the other hand, Candidate A satisfies Company Z's criteria in all four categories, and also has a high score in the communication category, which is Company Z's characteristic.
Based on these results, the balance determination unit 131 determines that candidate A is more suitable for Z company.

Next, an example of matching between a candidate and a department at the time of mid-career hiring of an employee in a company will be described with reference to FIGS. 14 and 15. FIG.
FIG. 14 is a diagram showing the determination result of category aptitude of the candidate's industry, occupation, and company.
FIG. 15 is a diagram showing a comparative example when determining a candidate's assignment destination from among three sales departments.

In this case, Candidate A, who satisfies the criteria set according to the industry, occupation, and company (determined to have basic aptitude in category balance and item judgment), is suitable as a post-employment assignment. This is an example of selecting an appropriate department.
As a premise, it is assumed that candidates for mid-career recruitment have already been narrowed down to candidate A. The type of business of a company that employs mid-career personnel is the retail industry, and is called Company Y, for example. The type of job that Company Y seeks for mid-career hires is a sales position, and candidates are assigned to one of the three sales departments (1st business division, 2nd business division, and 3rd business division). shall be

Table 69 shown in FIG. 14 indicates that Candidate A has been adopted because the overall score of Candidate A is 70 points and the standards for the industry, occupation, and company are met. .
Company Y hired Candidate A for a sales position, but Company Y has three sales departments. For this reason, we will select a more suitable department for Candidate A to be assigned to.

In this case, the balance determination unit 131 executes the determination process of step S12 in FIG. 7 based on the balance threshold table 70 shown in FIG.
In the balance threshold table 70, an upper limit value and a lower limit value are set for each category for each of the three divisions, and candidate A's score is inserted in the column corresponding to each category.
As a result, Candidate A's score is within the range of the upper and lower limits of each category in the three divisions, and it is determined that he has the basic aptitude required for retail business.

When the scores of the balance threshold table 70 are developed into the radar chart of FIG. 4, characteristics of candidate A and the three divisions appear.
Candidate A has characteristics with high scores in the Planning & Control and Thinking categories.

On the other hand, the first division has a characteristic that the lower limit value of the communication category is higher than other skills. In addition, the 2nd business division has a wide range of upper limit values and lower limit values in all categories, and is characterized by a large skill difference. The 3rd Division has a characteristic that the lower limits of the categories of Planning & Control and Thinking are higher than those of other skills.

The characteristic determination unit 133 determines the department having characteristics most similar to those of the candidate A based on the characteristics of the candidates and the departments.
As a result of this determination, the department having characteristics most similar to those of candidate A is the third business division, and the third business division is selected as the most suitable division for candidate A's assignment.

In this way, in determining the candidate's assignment destination from multiple departments, even if multiple candidate departments to which Candidate A is assigned are in the same sales department, the scores of existing employees in each department , they often have different departmental characteristics, and it is possible to select a sales department suitable for candidate A's characteristics from among a plurality of sales departments.

Next, an example of matching between a candidate and a department at the time of mid-career hiring of an employee in a company will be described with reference to FIGS. 16 and 17. FIG.
FIG. 16 is a diagram showing a case where the standards of the industry, occupation, and company are satisfied, but the special requirements of the occupation are included in the determination.
FIG. 17 is a diagram showing an example of hiring a leader candidate among candidates.

In this case, candidates A and B, who meet the standards set according to the industry, job type, and company (determined to have basic aptitude in the category balance and item judgment), were hired as leaders. This is an example of selecting human resources (leader candidates) who can play the role of
As a premise, it is assumed that candidates for mid-career recruitment have already been narrowed down to candidates A and B. The type of business of a company that employs mid-career personnel is the manufacturing industry, and is called company X, for example. Company X seeks mid-career recruits who are technical workers and who can assume the role of a leader (leader candidates).

In the table 71 shown in FIG. 16, multiple candidates A and B are both determined to have basic aptitude (o) in each attribute such as industry, occupation, and company. Since the total score of Candidate A is 70 points and the total score of Candidate B is 65 points, in the case of FIG. should be selected.

In this case, we are planning to hire a leader candidate, and high communication skills are required in addition to the above items.
Therefore, the determination process of step S15 in FIG. 7 is executed as follows.
That is, the characteristic determination unit 133 prepares a table 72 in which the ideal values of the five items of the communication category and the scores of the candidates A and B corresponding to the respective items are inserted. A leader candidate is selected by comparing the scores of persons A and B.
The five items in the communication category are business etiquette, listening, oral communication, written communication, and negotiation.

For each item, the ideal value is the average of the scores (scores) that are the evaluation results of employees of company X who are leaders or candidates for leaders (hereinafter referred to as the leader group).
The group of leaders of company X has scores higher than usual in all five skills, and it can be seen that people with high communication skills are suitable for the group of leaders in this company. For this reason, candidates A and B are required to have a score equal to or higher than the ideal value for each item in the communication category.

Candidate A and Candidate B have the same communication total score and satisfy the ideal category total score.
However, when looking at each item, Candidate A did not meet the ideal value condition (more than ideal) in two of the five items, oral communication and negotiation. On the other hand, Candidate B satisfies the conditions of ideal values (more than ideal) in all items.
Based on these results, the characteristic determining unit 133 determines that candidate B is more suitable as a leader candidate for company X.

In this way, when recruiting leader candidates, the candidate with the highest total score of the five items included in the communication category of candidates A and B is first selected. A candidate who satisfies more of the conditions is judged to have high aptitude as a leader candidate. As a result, it is possible to select candidate B from among multiple candidates A and B as a person to be employed.

Next, an example of new hiring in a company will be explained.
First, an example of matching between a candidate and a company will be described with reference to FIG.
FIG. 18 is a diagram showing an example in which candidates who satisfy certain criteria are screened out of new graduate applicants who have applied to companies, and the number of candidates who proceed to the second selection is narrowed down to a certain number.

In this case, there are a large number of applicants compared to the number of recruits, so candidates are screened based on a certain standard.
As a premise, candidates for mid-career recruitment are multiple new graduate applicants. The industry of companies that newly hire human resources is the manufacturing industry.
Here, the candidates are screened according to whether or not the candidates satisfy certain criteria, and the number of candidates to proceed to the secondary selection is narrowed down to a certain number.

In the table 73 shown in FIG. 18, the scores of existing new graduates who have already been hired by companies in their first to third years are read from the DB 152, and numerical values derived from the upper and lower limits of each of the four categories are inserted. It is what I did.
Normally, when determining the presence or absence of basic aptitude, as described above, the process proceeds in the order of steps S12, S13, and S14 in FIG. 7, and the process proceeds to step S15 as necessary.

In the case of the hiring decision for new graduates as in this example, the purpose is to screen candidates for employment rather than to decide hiring based on scores. Narrow down the candidates by doing.

In this case, the balance determination unit 131 determines whether or not the scores of all the candidates are within the ranges of the upper and lower limits of the four categories of the table 73 shown in FIG.
As a result of this judgment, if nearly half of all candidates, for example 43%, score within the relevant range in all four categories, then nearly half of the candidates will be deemed to have basic aptitude. We will judge that it is and proceed to the second selection.

In this way, when narrowing down many new graduate applicants who have applied for new graduate recruitment, the upper and lower limits for each category derived from the scores of existing new graduates who have already joined the company in their first to third years By setting a selection line as , and judging the score of new graduate applicants based on that range, almost half of new graduate applicants (about 43% of all candidates) can be advanced to the second selection.

Next, an example of personnel changes in a company will be explained.
First, with reference to FIGS. 19 and 20, an example of matching between a candidate for personnel change and a department in a company will be described.
FIG. 19 is a diagram showing an example of narrowing down candidates with category aptitude from employees of the same occupation and other departments assigned to the sales department.
FIG. 20 is a diagram showing an example of narrowing down candidates suitable for the sales department from among the candidates determined to have category aptitude in the example of FIG.

This example is a case of selecting personnel who are suitable for a specific department from among employees of the same occupation and other departments.
As a premise, candidates for personnel changes are employees of existing sales departments. The type of industry of the companies that will undergo personnel transfers is the manufacturing industry.

Here, one of the sales departments has a vacancy, and in order to supplement personnel from other sales departments, an employee who is suitable for that department is selected.
From among multiple candidates who have already been selected as employees with attributes such as year and position, we will select employees who are more suitable for the sales department. For this reason, the characteristics of employees in an existing sales department, for example, the first sales department to which personnel changes are to be transferred, are compared with the characteristics obtained from the scores of the candidate group.

The table 74 shown in FIG. 19 derives the upper and lower limits of each of the four categories from the score of the employee in the first sales department to whom the personnel change is made, and defines the range of the upper and lower limits. The scores of candidates A, B, and C are inserted in columns corresponding to each category.
Regarding the method of deriving the upper limit value and the lower limit value, it may be derived by multiplying the average score of each category of employees in the department by a coefficient. can be adopted as is. Alternatively, a method other than this may be used.

One of the characteristics of the first sales department is that they have particularly high communication skills compared to other departments.
In the table 74, candidate C, for example, has the highest total score, but the total score of the communication category does not meet the category balance range criteria.

Candidate C has a low communication score compared to other categories, and it can be said that there is a high possibility that problems will arise in building relationships with other members and progressing work from the viewpoint of communication in the department.
In this case, the balance determination unit 131 executes determination processing in step S12 of FIG. 7 based on the table 74 shown in FIG.

As a result of the determination in step S12 of FIG. 7, based on the above-mentioned content, candidate C was determined to have no category aptitude and was eliminated from the candidates, and candidate A and candidate B were determined to have category aptitude. to the determination of step S13.

A table 75 shown in FIG. 20 is obtained by comparing the scores of candidates A and B with the ideal values (see FIG. 17) for each item in each category by the basic determination unit 142, The number of items judged to have satisfied the conditions (the score exceeds the ideal value) among the items is inserted in the column of each category.
7 based on the table 75 of FIG. 20 in the item determination unit 132. As a result, Candidate A has more than 3/5 items, and the total number of items that have cleared the conditions is 4 categories. It is judged to have basic aptitude (predominant).

On the other hand, Candidate B has 3 categories or more and the total number of items that have cleared the conditions is 3 categories. Since the criterion was not satisfied in this judgment process, it is assumed that the applicant is judged to have no basic aptitude.
From the results of these determination processes, candidate A is selected as having the highest aptitude for the first sales department.

In this way, when personnel are transferred from a sales department to another sales department in a company, a table 74 for determining category aptitude is created from the scores of employees in the first sales department of the transfer destination, and the table 74 is used. Candidates A and B are selected by determining the scores of candidates A to C, respectively, and the selected candidates A and B are further selected by item determination for each category, making candidate A the most business first. Can be selected as highly aptitude for the department.

Next, with reference to FIG. 21, an example of matching between a candidate for personnel change and a boss of a department in a company will be described.
FIG. 21 is a diagram showing an example of selecting personnel who are suitable for a technical department based on compatibility with the superior of the department.

This example is a case of selecting personnel who are suitable for a specific department from among employees of the same occupation and other departments.
Specifically, for example, when there is a vacancy in the engineering department, it is a case of selecting an employee with aptitude to supplement personnel from other departments. We would like to select not only department aptitude but also aptitude with the department head.

Therefore, in this case, multiple employees were selected as candidates for the personnel transfer, based on the employee attributes (year, position, etc.) and departmental characteristics. To make a selection, we also compare the score of the head of department.
As a premise, the type of industry of the company that undergoes personnel transfers is the manufacturing industry. The transfer destination of the candidate for personnel transfer is the engineering department.

The table 76 shown in FIG. 21 derives the upper and lower limits of each of the four categories from the score of the employee in the engineering department to whom the personnel change is to be transferred, and sets the range of the upper and lower limits. , and the scores of the department head and candidates A, B, and C are inserted in the columns corresponding to each of the categories.

In this table 76, the transfer destination engineering department is characterized by high scores in planning & control and thinking among the four categories. In addition, as a feature of department heads, high scores in planning & control and thinking can be mentioned, just like the department characteristics.

All candidates A, B, and C have the same total score, but each category has its own characteristic score.
Candidate A has high scores in Planning & Control and Thinking, and Candidate B has high scores in Communication. Furthermore, Candidate C has a high score for business knowledge.

Compared to the combination of candidates B and C and the department head, the department head and candidate A both have high scores in planning & control and thinking, and their characteristics are similar when the scores are developed on a radar chart. It can be seen that the thoughts (characteristics) in carrying out the work are similar.

In this case, the balance determination unit 131 executes the determination process of step S12 in FIG. 7 based on the table 76 shown in FIG.
Then, as a result of the determination, it is determined that candidate A has the highest aptitude for the technical department and the department head based on the above-mentioned contents.

In this way, at the time of a personnel transfer from another department to a technical department in a company, a table 76 for determining category aptitude is created from the scores of employees and department managers in the technical department of the transfer destination, and the table 76 is used to determine candidates. By judging the scores of each of the persons A to C and selecting candidates, it is possible to select candidate A as having the highest aptitude for the technical department and department head. Candidate A can be expected to play an active role in the technical department while taking on the role of assistant to the department head.

Next, an example of matching between a candidate for personnel change and a job type in a company will be described with reference to FIGS. 22 and 12. FIG.
FIG. 22 is a diagram showing an example of comparing the category characteristics of the planning department and the score of each category of candidates in order to select employees who are suitable for the planning department from the employees belonging to the sales department. be.

This example is a case of selecting personnel who are suitable for a specific department from employees of different occupations.
As a premise, the candidate for personnel change is an employee who belongs to the existing sales department. The type of industry of the companies that will undergo personnel transfers is the manufacturing industry. Personnel changes are made to the planning department, which has a different occupation from the sales department.

Here, in order to select employees who are suitable for the planning department from among the employees who belong to the sales department, the characteristics of the planning department are compared with the score of the candidate group.

The table 77 shown in FIG. 22 derives the upper and lower limits of each of the four categories from the score of the employee in the planning department who is the destination of the personnel change, and sets the range of the upper and lower limits. , and the scores of candidates A, B, and C are inserted in columns corresponding to each of the categories.
Regarding the method of deriving the upper limit value and the lower limit value, it may be derived by multiplying the average score of each category of employees in the department by a coefficient. can be adopted as is. Alternatively, a method other than this may be used.

In table 77, the planning department is characterized by particularly high scores in planning & control and thinking. Candidate A and Candidate B meet criteria for the aptitude range for total category scores in all categories.

Candidate C, on the other hand, does not meet the criteria for the upper and lower limits of planning & control and communication.
In this case, the balance determination unit 131 executes determination processing in step S12 of FIG. 7 based on the table 77 shown in FIG.
As a result of the determination process in step S12 of FIG. 7, candidate C is determined to have no category aptitude due to the above-mentioned content, and candidate A and candidate B are determined to have category aptitude. proceed to judgment.

A table 67 shown in FIG. 12 is obtained by comparing the scores of candidates A and B with the ideal values (see FIG. 17) for each item in each category by the basic determination unit 142, The number of items judged to have satisfied the conditions (the score exceeds the ideal value) among the items is inserted in the column of each category.
7 based on the table 67 of FIG. 12 in the item determination unit 132. As a result, both candidates A and B cleared the conditions for 3/5 items or more in the four categories. and is determined to have basic aptitude.

However, in this example, referring to the table 77 shown in FIG. 22 described above, candidate A has a total score of 65 points, and candidate B has a total score of 61 points. has a high overall score, it is determined that Candidate A is more apt for a personnel transfer to a planning department with a different occupation in terms of priority determination (in terms of superiority).

In this way, when personnel are transferred from the sales department of a company to the planning department of another occupation, the table 77 for determining category aptitude is created from the score of the employee in the planning department of the transfer destination, and the table 77 is used. By determining the score of each of candidates A to C and selecting candidates, the selected candidates A and B are further selected by combining item determination and priority for each category using table 67 , Candidate A can be selected as having the highest aptitude for the planning department.
As a result, it is possible to utilize the diagnosis result of the skill of a user such as a candidate as a support application for personnel allocation to an organization to which the user belongs or may belong.

Although one embodiment of the present invention has been described above, the present invention is not limited to the above-described embodiment, and modifications, improvements, etc. within the range that can achieve the object of the present invention are included in the present invention. is.

For example, the hardware configuration shown in FIG. 2 is merely an example for achieving the object of the present invention, and is not particularly limited.

Also, the functional block diagram shown in FIG. 3 is merely an example and is not particularly limited. That is, it is sufficient for the information processing apparatus to have a function capable of executing the above-described series of processes as a whole, and what kind of functional blocks and database are used to realize this function are particularly shown in the example of FIG. Not limited.

Also, the locations of the functional blocks and the database are not limited to those shown in FIG. 3, and may be arbitrary.
In addition, one functional block and database may be configured by hardware alone, may be provided in separate hardware, may be configured by software alone, or may be configured by a combination thereof. good.

When the processing of each functional block is to be executed by software, a program that constitutes the software is installed in a computer or the like from a network or recording medium.
The computer may be a computer built into dedicated hardware. Also, the computer may be a computer capable of executing various functions by installing various programs, such as a server, a general-purpose smart phone, or a personal computer.

The recording medium containing such a program is not only composed of a removable medium that is distributed separately from the main body of the device in order to provide the program to each student, but is also preinstalled in the main body of the device before each student can receive the program. It consists of a recording medium, etc. provided to a person.

In this specification, the steps of writing a program recorded on a recording medium are not only processes performed chronologically in that order, but also processes performed in parallel or individually. It also includes the processing to be executed.

Further, in this specification, the term "system" means an overall device composed of a plurality of devices, a plurality of means, or the like.

Also, for example, in the above-described embodiment, the categories for evaluating basic business skills are divided into four categories, such as business knowledge, planning and control, communication, and thinking, but this is merely an example. .
That is, any N (N is an integer value of 2 or more) categories related to business fundamentals can be adopted. In this case, the items provided for each category are not particularly limited to the examples of the above embodiments, and any M items (M is an integer value of 2 or more independent of N) may be adopted. can.

In the above embodiment, for example, business skills are evaluated as information indicating the basic business skills of each candidate, including candidates for employees of a company or candidates for transfer to other workplaces or departments among employees. Although the score obtained by normalizing the score of the basic business ability diagnostic test for each item in one or more categories is obtained, other examples are possible.
For example, in addition to a company, it may be an organization or a community, and an organization will suffice. In addition to employees, for example, employees, office workers, police officers, etc., may be sufficient as long as they are constituent members.
In addition, although the normalized test score for each category or item was obtained as information indicating business fundamentals, it is also possible to obtain, for example, test scores themselves, and information indicating business fundamentals is sufficient. .

In the above embodiment, the number of items is "5", but the number is not limited to this, and may be M (M is an integer value of 2 or more). Also, in the above embodiment, the number of categories is set to "4", but the number is not limited to this, and may be N (N is an integer value of 2 or more independent of M). Furthermore, in the above embodiment, the number of categories that satisfy the first criterion (clear 3/5 items or more in the specification) is 3, but P (P is any integer value of N-1 or less) I wish I had.

In addition, in the above-described embodiment, examples of employment and transfer in companies have been explained, but in addition to this, the present invention can be applied to finding suitable industries, occupations, and companies for job applicants.
The above example was based on the premise that the company owns the data. It becomes possible to implement a service that finds companies.

In addition, in the above-described embodiment, hiring and transfer decisions were made based on the evaluation results of the test that diagnoses basic business skills. It is also possible to diagnose the aptitude of a managerial position and the aptitude of placement by using it, and it can also be used for services such as finding leaders and their candidates.

In the above-described embodiment, by conducting an interview based on scores, it is possible to ask questions that enable the subject and thoughts to be more clearly elicited.
A student accesses the server 10 of this information processing system from his/her own terminal and uses a service that determines suitability for employment or transfer, so that it is possible to know what type of business/industry and job type a student is suitable for. can.

In this embodiment, the service provider that manages the server 10 of FIG. 1 is assumed to be, for example, a personnel training company, but the present invention is not limited to this, and can be widely applied to a personnel introduction company and the like.

In summary, the information processing apparatus to which the present invention is applied only needs to have the following configuration, and can take various embodiments.
That is, an information processing apparatus to which the present invention is applied (for example, the server 10 in FIG. 3, etc.)
M (M is an integer value of 2 or more: 5 in the specification) for the basic business skills of candidates (job seekers, personnel transfer candidates, etc.) of organization members (e.g., company employees, etc.) Evaluate by dividing into categories of N (N is an integer value of 2 or more independent of M: 4 in the specification) including each, and the first unit (total score) for the N categories, and each category Acquisition means (for example, the test in FIG. 3 part 121 etc.) and
The evaluation value of each category of the basic business ability acquired by the acquisition means (for example, the test unit 121 in FIG. 3) (how many points out of a total of 20 points) is within a predetermined range set in advance. (for example, between the upper limit and the lower limit in the four categories in FIG. 11);
When the evaluation value is determined to be within the predetermined range by the first determination means (for example, the balance determination unit 131 of FIG. 3), at least P (P is an arbitrary integer value of N-1 or less: details The evaluation value of the category of "3" in the document) satisfies the first standard (3/5 items or more cleared in the specification), and the evaluation value of each item in the remaining categories is the second standard (the lower limit of the item −1 point) is satisfied, the second determination means (eg, the item determination unit 132 in FIG. 3, etc.) that determines that the candidate has basic aptitude as a member of the organization;
Prepare.
The evaluation value (score) that evaluates the basic business skills of the candidate appears as a score for each specific item, such as what the candidate has learned so far, what he has experienced, and what he has learned. Although it is not possible to measure personality and compatibility with people, it is related to the thoughts and personality of the candidate himself/herself, so it is possible to judge the candidate's suitability for the organization from a perspective other than the candidate's skills. can be done.
In other words, the results of evaluating the basic business skills (skills) of candidates for organization members (e.g., company employees, etc.) are re-evaluated step by step from different perspectives for each category and item, and the members of the organization are evaluated. Since candidates with aptitude as (for example, employees of a company, etc.) are selected, it becomes possible to properly assign human resources to organizations (for example, departments, sections, sections, etc., within a company).
The second determination means (for example, the item determination unit 132 in FIG. 3, etc.)
When all the evaluation values of the categories of N (N is an integer value of 2 or more independent of M: 4 in the specification) meet the first criteria (clear 3/5 items or more in the specification) , 2-1 determination means (for example, the superiority determination unit 141 in FIG. 3, etc.) that determines that the candidate has the basic aptitude;
If the determination by the 2-1 determination means does not determine that the person has the basic aptitude, at least the category of P (P is an arbitrary integer value of N-1 or less: 3 in the specification) The evaluation value satisfies the first criterion (3/5 items or more cleared in the specification), and the evaluation value of each item in the remaining one category is the second criterion (within the lower limit value of the item - 1 point) 2-2 determination means (for example, the basic determination unit 142 in FIG. 3) that determines that the candidate has the basic aptitude when
have
As a result, when all evaluation values in the category of N (N is an integer value of 2 or more independent of M: 4 in the specification) meet the first criteria (clear 3/5 or more items in the specification) , If it is determined that it has basic aptitude, and if it is not determined that it has basic aptitude in this determination, at least P (P is any integer value of N-1 or less: 3 in the specification) The evaluation value of the category satisfies the first criterion (3/5 or more items cleared in the specification), and the evaluation value of each item in the remaining categories satisfies the second criterion (lower limit value of item - 1 point or less) In this case, by determining that the candidate has basic aptitude, it is possible to narrow down a certain number of candidates within a wide range while prioritizing the candidates to be selected.
Among the candidates determined to have the basic aptitude by the second determination means, the score tendency of the category of N (N is an integer value of 2 or more independent of M: 4 in the specification) However, the candidate who has a characteristic (such as the radar chart in FIG. 4) similar to the score tendency of the N category of the existing members of the organization (existing employees in the specification) is aptitude in the organization A third determination means (for example, the characteristic determination unit 133 in FIG. 3) that determines that it has
further has
As a result, it is possible to select human resources who are more adaptable as one of the members of the organization (e.g., company employees, etc.) realistically from among the candidates determined to have basic aptitude.
For example, if the organization is a company, it is possible to select human resources that are more suitable for the characteristics of the company (industry, occupation, department, etc.). Also, if the organization is a department within a company, for example, it is possible to select personnel who are more suitable for the characteristics of the department (sales department, development department, planning department, etc.).

1... Information processing system, 10... Server, 20, 20-1, 20-u... Candidate terminal, 101... CPU, 102... ROM, 103... RAM, 104... Bus 105 Input/output interface 106 Output unit 107 Input unit 108 Storage unit 109 Communication unit 110 Drive 111 Removable media 121 Test unit 122 Suitability determination unit 123 Display control unit 131 Balance determination unit 132 Item determination unit 133 Characteristic determination unit 141 Superiority determination unit 142 Basic determination unit 151 Student DB 152 Examination DB 153 Company DB N Network

Claims (5)

Evaluate the basic business skills of candidates for organization members by dividing them into N categories (N is an integer value of 2 or more independent of M), each containing M items (M is an integer value of 2 or more) acquisition means for acquiring an evaluation value obtained by evaluating the business fundamental ability in the first unit for the N categories and the second unit for each item in each category;
a first determination means for determining whether or not the evaluation value of each category of the basic business ability acquired by the acquisition means is within a predetermined range set in advance;
When the first determination means determines that the evaluation value is within the predetermined range, at least the evaluation value in the category of P (P is an arbitrary integer value equal to or less than N−1) satisfies the first criterion. and a second determination means for determining that the candidate has basic aptitude as a member of the organization when the evaluation value of each item in the remaining categories satisfies the second criteria;
Information processing device. The second determination means is
2-1 determination means for determining that the candidate has the basic aptitude when all the evaluation values of the N categories satisfy the first criterion;
If the determination by the 2-1 determining means does not determine that the person has the basic aptitude, at least the evaluation value of the P category satisfies the first criterion, and each item of the remaining categories 2-2 determination means for determining that the candidate has the basic aptitude when the evaluation value of satisfies the second standard;
having
The information processing apparatus according to claim 1. Among the candidates judged to have the basic aptitude by the second judgment means, the score tendency of the N categories is similar to the score tendency of the existing members of the organization in the N categories. a third determination means for determining that the candidate having the characteristic of
The information processing apparatus according to claim 1 or 2, further comprising: In the information processing method executed by the information processing device,
Evaluate the basic business skills of candidates for organization members by dividing them into N categories (N is an integer value of 2 or more independent of M), each containing M items (M is an integer value of 2 or more) an acquisition step of acquiring an evaluation value obtained by evaluating the business fundamental ability in a first unit for the N categories and a second unit for each item in each category;
a first determination step of determining whether or not the evaluation value of each category of the basic business ability acquired by the acquisition step is within a preset predetermined range;
When the first determination step determines that the evaluation value is within the predetermined range, at least the evaluation value of the P category (P is an arbitrary integer value of N−1 or less) satisfies the first criterion, and a second determination step of determining that the candidate has basic aptitude as a member of the organization when the evaluation value of each item in the remaining categories satisfies the second criteria;
Information processing method including. The computer that controls the information processing device,
Evaluate the basic business skills of candidates for organization members by dividing them into N categories (N is an integer value of 2 or more independent of M), each containing M items (M is an integer value of 2 or more) an acquisition step of acquiring an evaluation value obtained by evaluating the business fundamental ability in a first unit for the N categories and a second unit for each item in each category;
a first determination step of determining whether or not the evaluation value of each category of the basic business ability acquired by the acquisition step is within a preset predetermined range;
When the first determination step determines that the evaluation value is within the predetermined range, at least the evaluation value of the P category (P is an arbitrary integer value of N−1 or less) satisfies the first criterion, and a second determination step of determining that the candidate has basic aptitude as a member of the organization when the evaluation value of each item in the remaining categories satisfies the second criteria;
A program that executes control processing including

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