JP4108033B2 - Human resource development support system - Google Patents

Description

  The present invention relates to a human resource development support system that can grasp the current skills of employees and set future development goals.

  The skills required of company employees are wide and deep, so it is difficult to acquire everything. For this reason, employees need to select and combine necessary skills according to their job types and specialized fields. Therefore, in the conventional human resource development support system, the degree of skill held by the employee, that is, the skill level is diagnosed according to the answer result by answering the question assigned according to the job type and the specialized field. In addition, it was common to compare the judgment results with the target skill level determined for each job type and specialized field, provide training with teaching materials to compensate for the lack of skills, and manage the progress by the system. (For example, refer to Patent Document 1, Patent Document 2, and Patent Document 3).

  However, in recent years, job types and specialized fields have been subdivided to improve operational speed and complexity of technology, products, and services, and the skills required for each have become complex and diverse. For this reason, it has become difficult to identify questions for grasping skill levels according to job types and specialized fields.

  Furthermore, with the conventional method, it is difficult to reflect the direction of the company and the human resource development strategy in the individual employee training program. For this reason, it is difficult for an individual to grasp what skills are required by a company, and it is unclear for a company how to develop the necessary human resources. As a result, it is difficult to develop effective human resources who share the same direction, and in some cases, the competitiveness of companies may be impaired. This tendency is particularly prominent in the information service industry where technology is changing rapidly.

In recent years, it has become common for multiple companies to form a corporate alliance, and in order to increase competitiveness as an alliance, human resources are used not only by one company but by multiple companies. It is needed. However, since the conventional human resource development support system does not support the use by employees of multiple companies, there is a problem that it takes much time and labor to select and develop human resources within the alliance. Furthermore, since multiple companies conduct separate training to acquire equivalent skills, and the evaluation of training by participants is not aggregated and analyzed across multiple companies, there is variation in the quality of training. There is also the problem of being big.
JP 2003-162216 A JP-A-8-77246 JP 2002-258736 A

  The present invention has been proposed in order to solve these conventional problems, and the object of the present invention is to cope with the complexity and diversification of work and reflect the company's training policy. It is to provide a human resource development support system that enables judgment, skill acquisition target setting, and further provision and evaluation of training.

In order to achieve the above object, the invention of claim 1 is a human resource development support system for determining a skill level and insufficient skills of a user, and includes a server and one or more client terminals via a communication network. In the system connected to the server, the server
Skill level storage means for storing a plurality of skill levels;
Skill level certification condition storage means for storing skill level certification conditions that the user must satisfy in order to be certified to reach each of the skill levels;
Skill information storage means for storing skill information relating to skills held by the user;
A result of determining which of the plurality of skill levels the user has reached by comparing the skill information of the user with the skill level certification condition stored on the server. Skill level determination means for outputting;
With
In the skill level certification condition registration means, the skill level certification conditions are registered for a skill level judgment standard applicable to the entire industry and a skill level judgment standard that can be created independently by a company. In the skill level judgment means, The human resource development support system is characterized in that the skill level of the user is determined based on a plurality of skill level determination criteria.

The invention of claim 2 is the human resource development support system according to claim 1, wherein the server further includes:
The result of determining the skill that the user lacks by comparing the skill level of the user determined by the skill level determination means with the skill level required for the career targeted by the user And providing a human resource development support system characterized in that the insufficient skill determination means determines the insufficient skill of the user based on the plurality of skill level determination criteria. .

  The invention of claim 3 is the human resource development support system according to claim 2, wherein the insufficient skill determination means can determine the user's insufficient skill for a plurality of the carriers. Provide support system.

The invention of claim 4 is the human resource development support system according to any one of claims 1 to 3, wherein the server further includes:
Training information storage means for storing training information;
Training information search means for searching for training information necessary to acquire the user's insufficient skills determined by the insufficient skill determination means;
Training application means for accepting a training application by the user for a desired training selected from the training information searched in the training information search means;
A human resource development support system is provided.

  The invention of claim 5 is the human resource development support system according to claim 4, wherein the server further includes a training approval means that allows another user to approve a training application by the user. Provide a training support system.

  A sixth aspect of the present invention is the human resource development support system according to any one of the fourth to fifth aspects, wherein the server stores training evaluation information for storing training evaluation information by the user who took the training. And a human resource development support system in which the training evaluation information is included in the training information displayed as a result of the training search means.

The invention of claim 7 is the human resource development support system according to any one of claims 1 to 6, wherein the skill level certification condition storage means is the skill level certification condition,
A lower level condition that requires the user to reach another skill level of the plurality of skill levels; and
A level requirement for the user to acquire multiple skills;
A compound condition that requires that all of the plurality of level conditions are satisfied, or that any one of the plurality of level conditions is satisfied, and
A human resource development support system having means for storing

  The invention of claim 8 is the human resource development support system according to any one of claims 1 to 7, wherein the server further reaches a specific skill level by the skill level determination means. A human resource development support system having skill level distribution analysis means for outputting the list of users determined to be and the total number of users is provided.

Hereinafter, the human resource development support system according to the present invention will be specifically described with reference to some embodiments.
First Embodiment FIG. 1 is a diagram schematically showing a configuration of one embodiment of a human resource development support system according to the present invention. In FIG. 1, the human resource development support system is configured by mutually connecting a plurality of client terminals 12 </ b> A to 12 </ b> N and a human resource development support server 13 via a communication network 11. With such a system, the user can use any one of the client terminals 12A to 12N to access the human resource development support server 13 via the network 11, and input skill information, view skill determination results, and the like. it can.

The communication network 11 may be any network including the Internet, a private line network, a public telephone network, or a LAN.
The client terminals 12A to 12N are commonly used computer systems such as desktop or laptop personal computers, personal digital assistants (PDAs), mobile phones, etc. installed in the company or in the homes of employees. It may be. Regardless of which computer system is used, the client terminals 12A to 12N include a CPU 21, a storage device 22, an input / output device 23, and a communication device 24 as shown in FIG. The storage device 22 includes an operating system 25 such as Windows (registered trademark) and a browser 26 for browsing web pages via the communication network 11. The input / output device 23 includes a keyboard 27, a display 28, and a mouse 29, but is not limited thereto. The communication device 24 connects the client terminals 12A to 12N to the communication network 11.

  The human resource development support server 13 of FIG. 1 includes an input / output device 14 such as a mouse, a keyboard, and a display, one or more CPUs 15, a storage device 16, and a communication device 17. In FIG. 1, the human resource development support server 13 is physically shown as one server machine. However, in implementing the present invention, the same processing is distributed using a plurality of server machines. May be executed. The storage device 16 includes a random access memory (RAM), a read only memory (ROM), a fixed disk, and the like. The storage device 16 is illustrated as a storage device that is built in or connected to the human resource development support server 13 by bus, but in practice, other storage devices that are accessible from the human resource development support server 13 through the network 11 are used. Alternatively, a plurality of storage devices may be physically used. As shown in FIG. 3, the storage device 16 includes a program 31 and a database 32. The human resource development support server 13 is configured such that, when the CPU 15 operates the program 31 of the storage device 16, data included in the database 32 is searched / updated and desired processing is realized.

  The program 31 includes a module 33 for managers related to execution of skill level certification condition registration by personnel in charge of personnel training, a module 34 for general users related to execution of skill level determination and insufficient skill determination by employees, and employee skills. A manager module 35 related to execution of level distribution analysis and the like is included. The program 31 may be realized by a single program or may be realized by a set of a plurality of programs. The program 31 includes, for example, a general communication program that enables a computer to communicate using a protocol such as TCP / IP, a general web server program, a general mail server program, and the like. A known program such as a general database management system may be included.

  The database 32 (hereinafter simply referred to as “DB”) includes a user information DB 36, a user / skill information DB 37, a business skill DB 38, an industry skill DB 39, an in-house skill DB 40, an in-house skill level certification condition DB 41, an in-company A skill level certification condition DB 42 is included.

  Specifically, in the user information DB 36, as shown in FIG. 4, the user ID, the name of the company to which the user belongs, the employee number, the user name, the password, the login authority, the e-mail address, the department to which the user belongs, the job title, and the job title , Supervisor employee number, work history, project history including the work contents of the project to which the user has belonged so far, attendance history of training attended so far, training planned for attendance, and training for the attendance plan Contains information such as the status of completed.

  In the business skill DB 38, the industry skill DB 39, and the in-company skill DB 40, information that defines skill items used for processing such as skill level determination and the skill level corresponding to each skill item in the human resource development support system according to the present invention. Is stored.

  Here, the skill level determination of the human resource development support system according to the present invention will be outlined. In this system, “business skills” indicating individual skills subdivided into business contents and technical fields are defined as the minimum unit of skills handled by this system. The user self-determines the skill level that the user has reached for each business skill and registers it in the system. Based on the registered business skill level, an industry skill level and an in-company skill level indicating the overall skill level of the user as an employee are determined. The industry skill level is a skill level judgment standard defined for each job type and specialty field, targeting general skills common to the entire industry, and the usefulness of employee skills not only in the company to which they belong but also in the industry as a whole. It is for judging. The skill level in the company is a skill level judgment standard created by the company for the skills required by the company to which the employee belongs, and determines the usefulness of the skill of the employee in the company. Is to do. The industry skill level and the in-company skill level are defined as a set of the aforementioned business skill levels. In other words, it is required that a plurality of predetermined business skill levels have been reached as a condition for determining that a specific industry skill level or in-company skill level has been reached. In the following description, only one criterion is used as an in-company skill level criterion. However, two or more criteria can be set as an in-company skill level criterion. In this case, a corresponding business skill level is defined for each in-company skill level determination criterion.

  In the human resource development support system according to the present embodiment, two skill level determination criteria are used: “IT skill standard” as an industry skill level and “product skill” as an in-company skill level. The IT skill standard is an index that clarifies and systematizes the abilities required to provide various IT-related services by job category and specialized field, and is set by the Ministry of Economy, Trade and Industry. Job types include marketing, project management, IT specialists, etc., and each job type is further subdivided into specialized fields. For example, the occupation category “IT Specialist” includes “platform”, “system management”, “database”, and the like as specialized fields. In each specialized field, seven skill levels from level 1 to level 7 are defined. On the other hand, the product skill is a skill level determination standard uniquely defined by a company regarding the design, construction, management, etc. of a system using a product handled by the company using the human resource development support system. Product skills can also be classified by creating hierarchical categories, just as IT skills and standards are classified hierarchically by job type and field of expertise. It is possible to prescribe.

  Next, each DB for storing the skill information will be specifically described. The business skill DB 38 stores information on business skill contents and skill level definitions. Specifically, in the business skill DB 38, a unique business skill ID assigned to each business skill, a business skill detail that is an explanation of the business skill, a business skill classification indicating a category to which the business skill belongs, the business skill This includes information such as business skill level definitions indicating the skill level definitions provided in. Business skill classification is a category for classifying and managing a large number of business skills into several groups. In the human resource development support system of this embodiment, "elemental technology", "execution ability", "qualification acquisition" Business skill classification such as “industry knowledge” is used. For example, the business skill classification of “elemental technology” includes business skills such as “UNIX (registered trademark) operating system” and “SQL language”. The business skill level definition is a standard for determining the skill level of an employee for each business skill. For example, in the above-mentioned business skill “UNIX (registered trademark) operating system”, for example, “Level 3: Advanced knowledge. Level 2: Sufficient technology. Level 1: Basic Business skill level definition of “level 0: no knowledge” is registered.

  In the industry skill DB 39, for example, a unique industry skill level ID assigned to each industry skill such as “job type: IT specialist, specialized field: database”, an industry skill level, a job type, which is one of level 1 to level 7, Information about the specialized field, a level indicator that is an explanation of the industry skill level, and information about a career path that includes the industry skill level. The career path is, for example, a standard route for acquiring necessary skills determined for each professional occupation, ie, career, required by combining occupations specified in IT skill standards and specialized fields. That is. In the human resource development support system of the present embodiment, the career path is defined as a set of a plurality of industry skill levels or in-company skill levels.

  The in-company skill DB 40 includes a unique in-company skill level ID assigned to each in-company skill, an in-company skill level, an in-company skill classification indicating a category of the in-company skill, and a level index that describes the in-company skill level. And information on career paths including the in-company skill level.

  In addition, the user skill information DB 37 includes the business skill level input as the skill level possessed by the user, the industry skill level determined to be reached by the skill level determination process described later, and the company skill level. Information on skill level is stored. Specifically, in the user skill information DB 37, the user ID of the user who registered the business skill, the business skill ID of the business skill held by the user, the business skill level indicating the level of the business skill reached by the user, Information such as the acquisition date of the business skill, the industry skill level ID of the industry skill level determined that the user has reached, and the in-company skill level ID of the in-company skill level determined that the user has reached included.

  As shown in FIG. 4, the user / skill information DB 37 and the user information DB 36 are linked using the user ID as a key. Similarly, the user skill information DB 37 and the business skill DB 38 are linked using the business skill ID as a key, and the user skill information DB 37 and the industry skill DB 39 are linked using the industry skill level ID as a key, and the user skill information DB 37 The company skill DB 40 is linked with the company skill level ID as a key. Further, the business skill DB 38, the industry skill DB 39, and the in-company skill DB 40 are linked with the business skill ID as a key.

  The industry skill level certification condition DB 41 and the in-company skill level certification condition DB 42 store condition information for certification to a specific industry skill level and in-company skill level, respectively.

  Here, the skill level certification conditions of the human resource development support system according to the present invention will be outlined. In this system, in order to cope with the complexity and diversification of work, skill level certification conditions for certifying whether employees have reached individual industry skill levels and in-company skill levels are flexible and detailed. Can be set. Specifically, as a condition for certifying that a certain industry skill level or in-company skill level has been reached, it is required to have reached any other related industry skill level or in-company skill level. “Low-level conditions”, “Level conditions” that require that relevant business skills meet a predetermined level, and “Composite” that sets multiple conditions by combining multiple level conditions with AND or OR Three types of certification condition setting methods of “condition” are used.

  For example, as a condition for certifying that the industry skill level of “job type: IT specialist, specialized field: database, level: 2” has been reached, “job type: IT specialist, specialized field: system management, level: 1” It is possible to set a lower level condition that requires that the industry skill level is reached. At the same time, for example, regarding the business skill “database design”, the level condition that requires having the business skill level defined as “having basic knowledge” and the business skill “database tuning” It is possible to set a level condition that requires having a business skill level defined as “Available with support”. Furthermore, it is possible to set a composite condition such as “satisfy all level conditions” for the above two level conditions.

  Therefore, in the present embodiment, the industry skill level certification condition DB 41 has a unique industry skill level certification condition ID assigned for each industry skill level certification condition, an industry skill level ID of the industry skill level to which the certification condition is applied, and a level. It includes information on business skill IDs and business skill levels of business skills set as conditions, industry skill level IDs of industry skill levels set as lower level conditions, and compound conditions. Similarly, the in-company skill level certification condition DB 42 includes a unique in-company skill level certification condition ID assigned for each in-company skill level certification condition, an in-company skill level ID of the in-company skill level to which the certification condition is applied, and a level. It includes information on business skill IDs and business skill levels of business skills set as conditions, company skill level IDs of company skill levels set as lower level conditions, and compound conditions.

  As shown in FIG. 4, the industry skill level certification condition DB 41 and the in-company skill level certification condition DB 42 are linked to the business skill DB 38 using the business skill ID as a key. The industry skill level certification condition DB 41 and the industry skill DB 39 are linked by using the industry skill level ID as a key, and the in-company skill level certification condition DB 42 and the in-company skill DB 40 are used by using the in-company skill level ID as a key. Linked.

The data arrangement in the database 32 described above is an example of the embodiment of the present invention, and the same data can be arranged by various other methods.
Further, in the database 32 of the human resource development support system according to the present invention, a different access right is set for each area of the database 32, and control is performed so that the user can access only the area for which the user has the access right. For example, the access right may be set at the row level of data included in the database 32.

  FIG. 5 is a block diagram showing various processing contents that can be performed using the human resource development support system according to the present invention. First, (1) the person in charge of human resource development accesses the manager module 33 of the human resource development support server 13 using any one of the client terminals 12A to 12N, for example, the client terminal 12A, Register skill level certification conditions. Next, (2) the employee accesses the general user module 34 of the human resource development support server 13 using any one of the client terminals 12A to 12N, for example, the client terminal 12B, and inputs the personal history. Next, (3) the employee inputs his / her business skill level, determines the current industry skill level and in-company skill level, sets the desired career path, and is lacking in himself / herself Determine skills. Also, (4) the manager can access the human resource development support system at any time using any of the client terminals 12A to 12N, for example, the client terminal 12C, and analyze the distribution of the skill level of the employee from various viewpoints. It may be.

  Of the above work, for (1) skill level certification condition registration, (2) personal history registration, and (3) skill level determination, initial registration is performed at the start of use of the system, and thereafter, from time to time, Registration items can be viewed, added, edited or deleted. Also, (4) skill distribution analysis can be performed at any time.

  The outline of the human resource development support system has been described above. Next, the operation of the human resource development support system will be specifically described with respect to skill level certification condition registration processing, personal history registration processing, skill level determination processing, and skill distribution analysis processing executed by the human resource development support server 13.

A. Skill Level Certification Condition Registration Process FIG. 6 is a flowchart showing the contents and procedure of the skill level certification condition registration process. In this process, a person who has authority to register the certification conditions for the industry skill level and the in-company skill level, for example, a person in charge of human resource development, connects to the manager module 33 of the human resource development management server 13 to recognize the skill level. Activated when a menu related to condition registration is selected. That is, this process is started when the human resource development support server 13 receives a signal requesting registration of skill level certification conditions from the client terminal 12A used by the human resource development staff, for example, via the network 11. .

  In addition, not only a person in charge of human resource development, but also when a user accesses the human resource development management server 13, login authentication is executed. When the input user ID and password match the user ID and password registered in advance in the user information DB 36 for the user, access to the system is permitted, and the user is stored in the user information DB 36. It is possible to execute processing within the login authority.

  When the skill level certification condition registration process is started, first, an IT skill standard level or product skill level for which certification conditions are to be registered or edited is selected. For example, a list of skill levels included in the two skill criteria, IT skill standard and product skill, is displayed on the screen (step 61), and the person in charge of human resource development clicks one of the skill levels Then, the human resource development support server 13 may receive the selection signal transmitted from the client terminal 12A (step 62). When the skill level selection signal is received, the human resource development support server 13 extracts the skill level certification condition corresponding to the selected skill level from the industry skill level certification condition DB 41 or the in-company skill level certification condition DB 42 (step 63). And displayed on the screen of the client terminal 12A (step 64). FIG. 7 shows an IT skill standard level certification condition of “job type: IT specialist, specialized field: database, level: 2” as an example of a skill level certification condition screen. As shown in FIG. 7, the IT skill standard level accreditation condition screen includes an IT skill standard job category, a specialized field, a level and a level index to which the accreditation condition is applied, A lower level condition column 72, a level condition column 73, a composite condition column 74, and a recertification button 75 set to the standard level are displayed. The user can start adding, editing, or deleting the condition by clicking any one of the three types of condition columns 72 to 74 on the authorization condition screen. When the human resource development support server 13 receives a signal from the client terminal 12A indicating that the authorized condition to be edited has been selected (step 65), the personnel training support server 13 displays an authorized condition editing screen corresponding to the client terminal 12A and inputs an edit item. (Step 66). When the person in charge of human resource development performs a desired edit on the certification condition edit screen and finishes the editing work, the human resource development management server 13 receives an editing instruction (step 67), and receives the received editing information as the industry skill level certification condition DB 41 or This is reflected in the in-company skill level certification condition DB 42 (step 68).

  If the skill level certification conditions are changed as described above, the industry skill level and / or in-company skill level certified for users who have already completed the skill level judgment process described below will be added. It is necessary to perform a re-certification process according to the skill level certification conditions. This is because it is necessary to eliminate the inconsistency between the registered skill level certification conditions and the industry skill level and / or in-company skill level certified by the user. The human resource development support server 13 reflects the change in the skill level certification condition in the industry skill level certification condition DB 41 or the in-company skill level certification condition DB 42 and then the industry skill level and / or in-company that has already been certified for the user. Display a message prompting you to recertify your skill level. When the person in charge of personnel training presses the re-authorization button 75 on the skill level authorization condition screen in FIG. 7 and executes the instruction for re-authorization, the personnel training support server 13 receives the instruction for re-authorization (step 69). In accordance with the industry skill level certification condition or the in-company skill level certification condition set in (2), information on the user's industry skill level or in-company skill level registered in the user / skill information DB 37 is updated (step 70).

  The registration of the above skill level certification conditions is performed by previously creating certification conditions associated with the industry skill level or the in-company skill level in a file such as CSV format and importing the file into the system. May be.

B. Personal History Registration Process FIG. 8 is a flowchart showing the contents and procedure of the personal history registration process. This process is started when, for example, an employee having personal history registration authority connects to the general user module 34 of the human resource development management server 13 and selects a menu relating to entry of personal history on the initial menu screen. The That is, this process is started when the human resource development support server 13 receives a signal requesting personal history registration from the client terminal 12B used by a general user via the network 11, for example. FIG. 9 is an example of an initial menu screen displayed when a general user logs in. In the menu list on the left side of the screen, there are a user name 91, a password change menu 92, a personal profile menu 93, a menu group 94 for entering a career / history, a menu group 95 for various skills, an IT skill standard level and a product skill A skill display menu group 96 relating to the display of the level determination result is displayed.

  The personal history information in this system includes personal profile information such as employee number, name, department, etc., work history information, project history information, and training attendance history information. May be registered in the user information DB 36, and only other information may be input to the general user. In this case, as shown in the screen example of FIG. 9, only the menus indicating the work history, the project history, and the training attendance history are displayed in the menu group 94 relating to the entry of the career / history. When a general user selects any menu in the menu group 94 related to career / history entry, the human resource development management server 13 receives a signal requesting input / editing of personal history information from the client terminal 12B (step 81). The personal history information currently registered for the designated menu is extracted from the user information DB 36 (step 82) and displayed on the screen of the client terminal 12B (step 82). The general user inputs or edits the displayed personal history information and presses a button for instructing registration of the input information. The human resource development support server 13 receives the input personal history information (step 84) and reflects the personal history information in the user information DB 36 (step 85).

C. Skill Level Determination Processing FIG. 10 is a flowchart showing the contents and procedure of skill level determination processing. In this process, a general user who has authority to request skill level determination processing, for example, an employee, connects to the general user module 34 of the human resource development management server 13 and selects a menu related to various skills on the initial menu screen. When it is launched. That is, this process is activated when the human resource development support server 13 receives a signal requesting skill level determination from the client terminal 12B used by a general user via the network 11, for example.

  When the skill level determination process is started, first, a process (steps 101 to 105) for inputting / editing the business skill held by the user is executed. In the example of the initial menu screen of FIG. 9, in the menu group 95 relating to various skills, acquisition qualification, business knowledge, industry knowledge, elemental technology, and execution ability are displayed as business skill categories. When a general user clicks and selects a business skill category that the user wants to input / edit in the menu group 95 related to various skills, the human resource development management server 13 transmits the skill via the network 11 from the client terminal 12B. A signal requesting input / editing is received (step 101), the registered business skill information of the user belonging to the selected category is extracted from the user / skill information DB 37 (step 102), and the business skill information is obtained. It is displayed on the screen of the client terminal 12B (step 103). Therefore, the general user inputs or edits business skill information and presses a button for instructing registration of the changed business skill information. The human resource development support server 13 receives the input or edited business skill (step 104), and reflects the information in the user skill information DB 37 (step 105).

  When steps 101 to 105 of the skill input process are completed, a process (steps 106 to 110) for displaying the IT skill standard level and / or product skill level achieved by the user is executed. In the example of FIG. 9, a menu button for displaying the skill level reached by the user is installed in the skill display menu group 96 based on two skill level judgment criteria of IT skill standard and product skill. ing. When a general user requests to display the IT skill, standard level, or product skill level reached by the user by clicking and selecting one of the menus in the skill display menu group 96, human resource development The support server 13 receives the skill level display request from the user (step 106), extracts information on the business skill level reached by the user from the user / skill information DB 37, and further obtains the industry skill level certification condition DB 41. Alternatively, data relating to skill level certification conditions is taken out from the in-company skill level certification condition DB 42 (step 107). Next, the user's work skill level and the industry skill level certification condition or the in-company skill level certification condition are matched (step 108), and the industry skill level or the in-company skill level reached by the user is determined from the matching result. . Thereafter, the user skill information DB 37 is updated by using the industry skill level or the in-company skill level as the determination result (step 109), and the determination result of the industry skill level or the in-company skill level for the user is displayed on the screen of the client terminal 12B. Is displayed (step 110).

  FIG. 11 shows, as an example of the skill level determination result screen, the skill level achievement status of general users based on the skill determination criteria of IT skill standard. In the skill level display column 117 of FIG. 11, the occupation type set in the IT skill standard is displayed in the first column from the left, and the specialized field set in the IT skill standard is displayed in the second column. . In the column on the right side of the specialized field, how skill levels corresponding to each specialized field are set is displayed. In the skill level display column 117 of FIG. 11, the range where the skill level is set is displayed in white, and the range where the skill level is not set is displayed with a slanting line to the left. Further, the range indicating the skill level reached by the user who requested the skill level determination within the range where the skill level is set is displayed by, for example, shading. For example, in the skill level display column 117 of FIG. 11, for the column 118 indicating the specialized field “software development” of the job type “project management”, the range indicating levels 3 to 6 is displayed in white or shaded. It can be seen that levels 3 to 6 are set as skill levels. In addition, since the range 119 indicating level 4 in the column 118 is shaded, the user who requested the skill level determination is currently “job type: project management, specialized field: software development, level: 4”. It can be understood that the IT skill standard level is reached.

  After the skill level display process (steps 106 to 110) is executed for the industry skill and / or the in-company skill level, a carrier path display process (steps 111 to 113) is further executed. A career path is a necessary profession that is determined for each professional occupation, that is, a career required by combining job types and specialized fields defined in the IT skill standards, for example, as described in the explanation of the industry skill DB 39. It is a standard route to acquire the necessary skills. In the human resource development support system of the present embodiment, the career path is defined as a set of a plurality of industry skill levels or in-company skill levels. Therefore, by comparing the industry skill level or in-company skill level achieved by general users aiming at a specific career with the career path targeted by the user, it is currently lacking for general users. Skill items that must be done can be determined.

  Specifically, for example, on the skill level determination result screen based on the IT skill standard shown in FIG. 11, the general user uses the drop-down list in the career path display column 120 to select a desired career path, for example, “IT Architect Data”. When the “service” is selected and the GO button 122 is pressed, the human resource development support server 13 receives information indicating the selected career path (step 111), and receives the career path “IT architect data specified from the industry skill DB 39”. Information on the industry skill level required for “service” is retrieved (step 112). Next, the human resource development support server 13 displays the information related to the industry skill level extracted in step 112 on the skill level determination result screen on which the current industry skill level of the user is displayed (step 113).

  FIG. 12 is an example of a skill level determination result screen on which a career path is displayed. In the skill level display field 123, the industry skill level required for the selected career path is indicated by a flag such as a flag of different colors such as blue and yellow as indicated by the flag mark 124. Is displayed. The flag mark means that it is desirable to sequentially acquire the skill level indicated by the flag mark in order to develop human resources suitable for the designated career path. In the example of FIG. 12, the industry skill level in the job category “IT Specialist” and the specialized field “Database” is improved from level 1 to level 5, and the industry skill level in the job category “IT Architect” and the specialized field “Data Service”. It can be seen that improving IT from level 5 to level 7 is a desirable route for human resource development in the career path of “IT Architect Data Service”.

  The industry skill level required for the desired career path is displayed as a route using a flag or the like, and at the same time, the industry skill level set as the lower level condition in the certification condition of those industry skill levels As shown by the vertical line mark 125, it is displayed as an elongated vertical line mark of the same color as the flag mark displayed at the corresponding industry skill level. In the example of FIG. 12, for example, a flag mark 124 is displayed in yellow-green, for example, in a range representing an industry skill level of “job type: IT architect, specialized field: data service, level: 5”. The same yellow-green long vertical line mark 125 is displayed in the range representing the industry skill level of “job type: IT architect, specialized field: system development / application development / system integration, level: 3”. This is because the industry skill level of “Occupation: IT Architect, Specialty: System Development / Application Development / System Integration, Level: 3” is “Occupation: IT Architect, Specialty: Data Service, Level: 5” It is a low-level condition for being certified as an industry skill level, and the user is required to have an industry skill level of “Occupation: IT Architect, Specialized Field: Data Service, Level: 5” required in the career path. In order to reach it, it can be understood that an industry skill level of “job type: IT architect, specialized field: system development / application development / system integration, level: 3” must first be reached.

  In the career path display, if the user has not yet reached the skill level where the flag mark or the long vertical line mark is displayed, the skill level is the skill that the user should be the target to reach in the future. I can understand that it is a level. On the other hand, as shown in the range 126, when a range indicating a certain skill level is displayed by shading and a flag mark or a long vertical line mark is displayed in the range, the user can select a desired level. You can see that you already have one of the skill levels required for your career path.

  In the above, the career path display was explained using the IT skill standard screen that is the industry skill level judgment standard as an example, but the same career path display is also possible on the product skill screen that is the in-company skill level judgment standard .

  Further, similarly to the career path display, it is possible to execute processing (steps 114 to 116) for displaying skill items corresponding to a desired in-company skill level on the industry skill level determination result display screen. Specifically, for example, on the skill level determination result screen based on the IT skill standard shown in FIG. 11, the general user uses the drop-down list in the product skill display field 121 to select a desired product skill, for example, “system product / database”. When “management work” is selected and the GO button 122 is pressed, the human resource development support server 13 receives information indicating the selected product skill (step 114). Therefore, the human resource development support server 13 takes out information on one or a plurality of business skills required for the product skill “system product / database management work” designated from the in-company skill level certification condition DB 42, Information on the industry skill level certified by satisfying the one or more business skills is extracted from the skill level certification condition DB 41 (step 115). Next, the human resource development support server 13 displays the information on the industry skill level extracted in step 115 in an overlapping manner on the skill level determination result screen on which the user's current industry skill level is displayed (step 116).

    FIG. 13 is an example of a skill level determination result screen on which product skills are displayed. Adjacent to the drop-down list in the product skill display field 131, a list 132 of product skill levels set for the product skill selected in step 114 is displayed. In the product skill level list 132, individual skill levels are displayed in association with elongated vertical line marks 133, 134, 135 of different colors such as blue and yellow, for example. At the same time, in the skill level display field 136, an elongated product having the same color as the vertical line mark displayed in association with the product skill level in the product skill level list 132 within a range indicating the industry skill level corresponding to each product skill level. A vertical line mark is displayed. In the example of FIG. 13, vertical line marks 137, 138, and 139 are displayed in the range indicating levels 3, 2, and 1 of the occupation “IT Specialist” and the specialized field “Database”, respectively. 133, the vertical line mark 138 is the same color as the vertical line mark 134, and the vertical line mark 139 is the same color as the vertical line mark 135. Therefore, the industry skill level 3, 2, It can be seen that 1 corresponds to the product skill levels 3, 2, and 1 of “DB management work”.

  The above product skill display shows the skills of employees against general industry skill level judgment standards common to the entire industry and in-company skill level judgment standards uniquely defined by the company to which the employee belongs. It is a function to compare at the same time. With this function, it is possible to set a comprehensive evaluation and skill acquisition target for employees, taking into consideration both skills that are accepted throughout the industry and skills that are required within the company.

  In addition to the skill determination processing procedure described above, if necessary, before the skill level input processing by a general user, the manager uses any one of the client terminals 12A to 12N, for example, the client terminal 12C, and the human resource development support server 13 The manager module 35 may be accessed, and a skill level temporary setting process for temporarily setting an industry skill level and / or an in-company skill level considered to be reached by the general user may be added. In this process, it is difficult for self-determination of the skill level that the user has reached according to the skill level definition of the business skill because, for example, a general user has never performed skill determination using this human resource development support system. In this case, it is effective for accurate skill level determination in that the manager can provide an indication of the achieved skill level.

D. Skill Distribution Analysis Processing FIG. 14 is a flowchart showing the contents and procedure of skill distribution analysis processing. The skill distribution analysis process is started when the manager accesses the manager module 35 of the human resource development support server 13 and selects a skill distribution analysis menu. That is, this processing is started when the human resource development support server 13 receives a signal requesting analysis of skill distribution from the client terminal 12C used by the manager via the network 11, for example.

  When a signal requesting analysis of skill distribution is received from the client terminal 12C used by the manager (step 141), the human resource development support server 13 displays a skill distribution analysis condition designation screen (step 142). In the human resource development support system according to the present embodiment, the employee information such as the company or department to which the employee belongs, the history of the project to which the employee has belonged, the level of business skill that the employee has, the industry skill level that the employee has reached In addition, by specifying analysis conditions of five categories of in-company skill levels, a list of the total number of employees and user names can be obtained.

  When the manager designates one or more of the above five categories of analysis conditions as skill distribution analysis conditions on the skill distribution analysis condition designation screen, the human resource development support server 13 receives the data of the skill distribution analysis conditions In step 143, user information that matches the condition specified in the skill distribution analysis condition is extracted from the user information DB 36 and / or the user skill information DB 37 (step 144). Next, the human resource development support server 13 displays the analysis result of the skill distribution on the screen of the client terminal 12C used by the manager (step 145).

  Regarding the designation of the analysis conditions of the five categories, for example, in the case of employee information, one or a plurality of companies, departments, employee types, positions, etc. to which the employee belongs can be designated as the analysis conditions. When a plurality of conditions are specified, it is possible to extract users who satisfy one or more conditions or extract users who satisfy all the conditions. Similarly, for the project history, one or more conditions such as the role experienced by the user in the project and the contents of the project can be designated. One or more skill levels can be designated as analysis conditions for business skills, industry skills, or in-company skills, and the acquisition date of the designated skills can also be used as analysis conditions. It is possible to specify only one or five of the analysis conditions of the five categories. When analysis conditions of a plurality of categories are specified, one or more conditions are satisfied. It is possible to extract users or users who satisfy all the conditions.

  By making it possible to specify various analysis conditions as described above, in the human resource development support system according to the present invention, the skills possessed by employees can be assigned to, for example, companies, departments, job types, job titles, project histories, and industry skill levels. Analyzes from various viewpoints such as specialized fields set as categories and specific products set as categories of in-company skill level, skills items that lack the holder in the whole alliance, the entire company or a specific department, etc. Or, conversely, skill items with many holders can be determined. In addition, for example, by extracting employees who have designated business skills, industry skills, and in-company skills and have designated project histories, it is possible to find human resources necessary for a specific business. The result of the skill distribution analysis process can be useful information in the planning of a company's business strategy and human resource development strategy and utilization of human resources.

  As a result of the skill distribution analysis process, a list of the total number of employees and user names corresponding to the conditions is obtained in step 145. Furthermore, the analysis results are temporarily stored in the storage device 16 of the human resource development support server 13. A plurality of analysis results may be simultaneously displayed in the form of a table or a graph. This allows, for example, comparing the number of employees with a specific skill level across multiple departments, or comparing the number of skill learners in a specific period with the number of skill learners in another period. is there.

  In particular, the analysis result of the number of acquired people for each industry skill level or in-company skill level that can be executed most frequently as skill distribution analysis processing can be displayed in the same format as the result display screen of skill level determination processing by general users It is also good. FIG. 15 is an example of a result screen of a skill distribution analysis process based on the industry skill level or the in-company skill level. In the skill level display column 151 of FIG. 15, as in the skill level display column 117 of FIG. 11, the job type set in the IT skill standard in the first column from the left, and the IT skill standard in the second column Each special field set in is displayed. In the column on the right side of the specialized field, the range where the skill level is set is displayed in white, and the range where the skill level is not set is displayed as a slanting line with a lower left. Furthermore, the skill level in which one or more users who have reached the skill level within the range in which the skill level is set is displayed by, for example, black or shaded or slanted right-down lines. It is also possible to display a plurality of skill levels in different ways according to the skill acquisition number. For example, as shown in the example of FIG. 15, when there are 5 or more skill holders, it is set to be displayed in black, if it is 3 or more, it is shaded, and if it is 1 or 2 people, it is displayed as a slanting line at the lower right. Thus, an administrator or the like who is performing skill distribution analysis processing can grasp the distribution status of skill holders at a glance. Clicking on the range corresponding to each skill level displays a list of employees who have reached that skill level, and the total number of skill holders is displayed at the right end of the skill level display column 151 for each category such as a specialized field. It may be displayed in the total column 152 or the like. Furthermore, the target of skill distribution analysis by industry skill level or in-company skill level can be narrowed down to all employees with registered skills by company, department, occupation, job title, etc. to which the employee belongs. May be.

  Further, the analysis result is temporarily accumulated in the storage device 16 of the human resource development support server 13 and the result of comparison with the information on the management of the company stored in the storage device 16 in advance is displayed on the screen of the client terminal. May be. For example, for each product set as an in-house skill category, after executing the skill distribution analysis process that extracts employees with skills multiple times, information on the number of skill holders for each product that is the result of the analysis process It is possible to determine a product with a high sales target amount and a small number of skill holders by displaying the result of comparing the information on the sales target amount of each product stored in advance with a graph.

Second Embodiment As described above, one embodiment of the human resource development support system according to the present invention has been described. However, the other embodiment of the human resource development support system has the following It provides information on training to make up for the skills that are lacking in the system, and allows the application and progress management of the training to be executed on this system.

  In the second embodiment, in the configuration of the first embodiment described with reference to FIG. 1, the database 32 of the human resource development support server 13 further includes a training information DB 161 as shown in FIG. . The training information DB 161 is a DB that stores training information provided in the human resource development support system of the present embodiment. Specifically, as shown in FIG. 17, the training information DB 161 includes a training ID, a training name, an industry skill level ID or an in-company skill level that indicates an industry skill level or an in-company skill level that can be reached by taking the training. It includes information on skill level ID, training content, schedule, cost, training evaluation by employees who took the training. As shown in FIG. 17, the training information DB 161 and the industry skill DB 39 are linked with the industry skill level ID as a key, and the training information DB 161 and the in-company skill DB 40 are linked with the in-company skill level ID as a key. ing.

  FIG. 18 is a block diagram showing the processing contents that can be performed in the second embodiment of the human resource development support system according to the present invention. First, (1) the person in charge of human resource development accesses the manager module 33 of the human resource development support server 13 using any one of the client terminals 12A to 12N, for example, the client terminal 12A, Register skill level certification conditions. Next, (2) the person in charge of training accesses the manager module 33 of the human resource development support server 13 using any one of the client terminals 12A to 12N, for example, the client terminal 12D, and registers the training. Thereafter, (3) the employee accesses the general user module 34 of the human resource development support server 13 using any one of the client terminals 12A to 12N, for example, the client terminal 12B, and inputs the personal history. Furthermore, (4) the employee inputs his / her business skill level, determines the current industry skill level and / or in-company skill level, sets the target career path, and lacks himself / herself. Determine business skills. Next, (5) the employee searches for a training necessary for acquiring the lacking business skills and applies for the desired training. Subsequently, (6) the manager accesses the manager module 35 of the human resource development support server 13 using any one of the client terminals 12A to 12N, for example, the client terminal 12C, and approves the training application that the general user has applied for. . (7) After attending the training, the employee accesses the human resource development support server 13 again, and registers evaluation information of the training that he attended. Further, (8) the manager may access the human resource development support system from time to time and analyze the skill level distribution of employees from various perspectives.

  Of the above operations, (1) Skill level certification condition registration, (2) Training registration, (3) Personal history registration, and (4) Skill level determination are performed when initial registration is performed at the start of use of the system. From then on, registration items can be viewed, added, edited or deleted at any time. In addition, (5) Application for training, (6) Training approval, (7) Training evaluation registration, and (8) Skill distribution analysis are performed at any time after the initial registration work (1) to (4) is completed. Is possible.

  The outline of the processing that can be performed in the second embodiment of the human resource development support system has been described above. Next, the operation of the second embodiment of the human resource development support system will be specifically described for each process to be executed. However, the skill level certification condition registration process, the personal history registration process, the skill level determination process, and the skill distribution analysis process corresponding to the operations (1), (3), (4), and (8), respectively, Since the contents are the same as the corresponding processes in the embodiment, repeated description is omitted. Therefore, here, the training registration process corresponding to the work (2), the training application process corresponding to the work (5) and (6), and the training evaluation registration process corresponding to the work (7), respectively. This will be specifically described.

E. Training Registration Process FIG. 19 is a flowchart showing the contents and procedure of the training registration process. In this process, for example, a training administrator who is a user who has the authority to register a training uses the client terminal 12A to 12N, for example, the client terminal 12D, the manager module 33 of the human resource development support server 13 using the client terminal 12D. It is activated when you access and select the training registration menu. That is, the human resource development support server 13 is activated when a signal for requesting training registration is received via the network 11 from, for example, the client terminal 12D used by the training manager.

  Upon receiving the training registration request signal from the client terminal 12D (step 191), the human resource development support server 13 displays the training registration screen on the screen of the client terminal 12D (step 192). On this screen, the training manager inputs the contents of the planned training, information on the industry skill level or the skill level in the company that is assumed to be reachable by taking the training. Upon receiving the training information input by the training manager (step 193), the human resource development management server 13 obtains information on the industry skill level or the in-company skill level input by the training person from the industry skill DB 39 or the in-company skill DB 40. Take out (step 194). Next, using the industry skill level ID or the in-company skill level ID included in the information extracted in step 194, the industry skill input by the training manager from the industry skill level certification condition DB 41 or the in-company skill level certification condition DB 42 The skill level certification condition for the level or the skill level in the company is taken out (step 195). Further, information on the business skill level required as the certification condition for the industry skill level or the in-company skill level input by the training manager is extracted from the business skill DB 38 (step 196). The human resource development support server 13 displays the business skill level list extracted in step 196 on the screen of the client terminal 12D (step 197).

  The training manager views the displayed list of business skill levels, and inputs whether or not an employee who has attended the planned training can acquire each business skill. When the human resource development support server 13 receives information on whether or not the work skill level is reachable from the client terminal 12D (step 198), the input data and the skills extracted from the industry skill level certification condition DB 41 or the in-company skill level certification condition DB 42 Matching with the data of the level certification conditions, an industry skill level or an in-company skill level that can be reached by an employee who has attended the training is determined (step 199). Thereafter, the human resource development management server updates the training information DB 161 using the information on the industry skill level or the in-company skill level determined in step 199, and the business skill level corresponding to the training and the industry skill level or company The skill level mapping is completed (step 200).

F. Training Application Processing FIG. 20 is a flowchart showing the contents and procedure of the training application processing. In this process, a general user who has training application authority, for example, an employee, connects to the general user module 34 of the human resource development management server 13 and executes the above-described skill level determination process. Fired when selected. That is, this processing is started when the human resource development support server 13 receives a signal requesting a training application from the client terminal 12B used by a general user via the network 11, for example.

  When the training application process is started, first, a training search process (steps 201 to 203) that can search for a training for supplementing skills that are lacking in the user is executed. As mentioned above, in the training registration process, training information is registered in association with the work skill level, industry skill level and / or in-company skill level of this system, so the lack found as a result of the skill level determination process It is possible to easily determine which training should be taken to acquire skills.

  For example, in the skill level determination result screen shown in FIG. 12 of the first embodiment, a range indicating a skill level to be achieved from the skills that are insufficient for the target career path, for example, When an industry skill level of “Occupation: IT Specialist, Specialized Field: Database, Level: 5” is selected and clicked, a screen showing certification conditions for the industry skill level as shown in FIG. 21 is displayed. This certification condition screen includes a certification condition 214 for the skill level to be achieved, a check box 215 displayed for conditions that the user has not yet satisfied among the certification conditions, a training list 216, a training attendance check box 217, A planned training date column 218 and a training application button 219 are displayed. The user selects a condition he / she wants to achieve from certification conditions he / she does not yet meet, and checks the check box 215 corresponding to the condition to search for training information necessary to acquire the selected skill. You may be made to do.

  When a general user requests a training search by selecting a skill that the user wants to acquire using the check box 215, a specific job skill is sent from the client terminal 12 </ b> B used by the general user to the human resource development support server 13 via the network 11. A signal requesting a search for training corresponding to the level is transmitted. When the human resource development support server 13 receives this request signal (step 201), it searches the training information DB 161 and takes out information representing the contents of the training corresponding to the designated job skill level (step 202). Next, the human resource development support server 13 displays the training information as a search result in a list format on the training list 216 of the screen 20 of the client terminal 12B (step 203). The training list 216 includes information such as the name of the training extracted from the training information DB 161, the industry skill level and / or in-company skill level that can satisfy a part or all of the certification conditions by attending the training. . The user can select a plurality of skills that the user wants to acquire using the check box 215, and corresponding trainings are displayed in the training list 216 for all skill levels selected by the user. In addition to this, the training list 216 includes information such as training contents, schedules, and expenses included in the training information DB 161 and training evaluation information that a user who has already taken the training inputs in the training evaluation registration process described later. , May be displayed together.

  When the training search process is completed, a training application process (steps 204 to 207) is started next. The user selects a desired training by referring to the information in the training list 216 and checks a corresponding training attendance check box 217 to select a desired training. Thereafter, when the user presses the training application button 219, a signal requesting an application for training is transmitted from the client terminal 12B used by a general user to the human resource development support server 13 via the network 11. When the human resource development support server 13 receives this request signal (step 204), it stores information on the training for which the user applied for attendance in the user information DB 36 (step 205). Next, the human resource development support server 13 extracts the supervisor employee number registered for the user from the user information DB 36, and further extracts the email address of the supervisor who has the employee number (step 206). Thereafter, the human resource development support server 13 includes the user name of the user who applied for the training, the date when the user applied for the training, the career path selected by the user in step 111 of the skill level determination process, and the step of the training search process performed by the user. A training application e-mail including the skill level to be achieved selected in 201 and the information of the training that the user applied for in step 204 is created and transmitted to the e-mail address of the user's supervisor (step 207).

  When the training application process is completed, a training approval process (steps 208 to 213) in which the manager approves the training application is started. In addition to the above-mentioned method of notifying the manager by e-mail, the manager's initial menu screen displays that there is a training application waiting for approval. Etc. may be used. In the training approval process, after a general user executes a training application, a manager who knows that there is a training application waiting for approval by any method is used to connect one of the client terminals 12A to 12N, for example, the client terminal 12C. It is started by accessing the manager module 35 of the human resource development support server 13 and inputting the employee number or user name of a general user who requests approval of the training application and pressing the training approval menu. That is, the training approval process is started when the human resource development support server 13 receives a training approval request signal sent from the client terminal 12C via the network 11.

  Upon receiving the training approval request (step 208), the human resource development support server 13 retrieves the training application information registered for the user designated by the manager in step 208 from the user information DB 36 (step 209). Information is displayed on the screen of the client terminal 12C used by the manager (step 210). When the manager depresses a button indicating that the user approves the training information on the screen on which the training application information is displayed, the human resource development support server 13 receives a signal for approving the training application (step 211) and has been approved. The state of the training is stored in the user information DB 36 (step 212), and at the same time, an e-mail including information that the training is approved is created and transmitted to the user who applied for the training (step 213).

  When the manager presses the button indicating that the training application is rejected on the screen displaying the training application information, the human resource development support server 13 does not receive a signal for approving the training application (step 211), and the application rejection The information is stored in the user information DB 36 (step 212-2), and an e-mail including information that the training is rejected is created and transmitted to the user who applied for the training (step 213-2). In this case, the user again connects to the general user module 34 of the human resource development support server 13 using the client terminal 12B, executes the above-described skill level determination process, selects a menu relating to the training application, and starts from step 201. The series of training application process is executed again.

  When determining whether to approve a training application, the manager views the business skill level, industry skill level and / or in-company skill level of the user who has applied for training in the manager module 35 of the human resource development support server 13. You may be able to do it. Further, in the manager module 35 of the human resource development support server 13, the manager may make an inquiry about training attendance by creating an e-mail or the like for the user who applied for the training.

G. Training Evaluation Registration Process FIG. 22 is a flowchart showing the contents and procedure of the training evaluation registration process. This process is activated when a general user who has training evaluation registration authority, for example, an employee, connects to the general user module 34 of the human resource development management server 13 and selects a menu related to training evaluation registration. That is, this process is started when the human resource development support server 13 receives a signal for requesting training evaluation registration from the client terminal 12B used by a general user via the network 11, for example.

  Upon receiving a training evaluation registration request from the client terminal 12B (step 221), the human resource development support server 13 extracts the training name of the training whose implementation date has passed from the training information DB 161 (step 222), and has been implemented in the client terminal 12B. The training list is displayed (step 223). When the user selects a training name for which an evaluation is to be input from the training list, the human resource development support server 13 receives a training evaluation input request from the client terminal 12B (step 224), and displays a training evaluation input screen on the client terminal 12B ( Step 225). When the user finishes inputting the evaluation information of the training on the training evaluation input screen, the human resource development support server 13 receives the input of the training evaluation from the client terminal 12B (step 226) and stores the evaluation information in the training information DB 161. (Step 227). Finally, the human resource development support server 13 adds training information for which the user has finished training evaluation registration to the training attendance history of the user stored in the user information DB 36 (step 228).

  The evaluation of the training may be done by allowing the user to input free comments in text format, or a predetermined question such as “Have you mastered the skill that was the goal of this training?” On the other hand, for example, an evaluation according to a quantitative scale such as 5 levels may be input. In addition, the information may be displayed in the training list in step 203 as described above so that the user can refer to the training that he / she wants to attend, or the evaluation of the training provider and future training. In order to assist in the formulation of a holding plan, it may be subject to analysis by a person in charge of human resource development.

  As mentioned above, although embodiment of the personnel training support system concerning this invention was described, this invention is not limited to said embodiment. For example, each of the above-described embodiments has been described as a human resource development support system used by employees in the company. However, the human resource development support system according to the present invention is disclosed outside the company and personal skills on the Internet are disclosed. A skill evaluation service for making the determination may be provided.

As can be understood from the detailed description of the two embodiments, the present invention
(1) Skills possessed by company employees are determined based on two skill level criteria: industry skill levels and in-company skill levels, as well as general skill indicators in specialized fields. Can evaluate and nurture human resources with indicators that take into account corporate business strategies.
(2) By clearly displaying the skills necessary to realize the career that the company seeks and the development path for acquiring that skill, the company and individuals develop human resources with a common direction. be able to,
(3) The possibility of human resource development can be expanded by enabling the setting of multiple career paths.
(4) From the individual skill level determination, the determination of insufficient skills and the application for training to compensate for the insufficient skills can be executed consistently within one system.
(5) Everything from application for training attendance by employees to approval of training attendance by managers can be executed online.
(6) By accumulating training evaluation information by employees who have attended the training, employees who have not yet attended the training should refer to the evaluation information and select a training to receive a higher quality training. Training managers or training providers can improve training to a higher quality,
(7) Use lower level conditions that require a certain skill level in related fields, level conditions that require achievement of various business skills, and complex conditions that connect multiple level conditions with AND and OR. Allows you to set flexible skill level certification conditions corresponding to the complexity of work,
(8) By making it possible to quantitatively analyze the distribution of skill levels of employees, it is possible to clarify the focus of skills excess and deficiency and human resource development, which can be used for corporate human resource development strategies.
(9) Employees from multiple companies can analyze and utilize human resources across multiple companies by executing skill level determination using one system.
(10) Since a standard protocol of the World Wide Web such as http, https, etc. is used and no special software other than the operating system and browser is required on the client terminal, many outside the company via the Internet Can provide services to other users,
There are exceptional effects such as.

It is a figure which shows the outline | summary of a structure of the human resource development assistance system which concerns on this invention. It is a figure which shows roughly the structure of the client terminal which comprises the human resource development assistance system which concerns on this invention. It is a figure which shows roughly the structure of the memory | storage device of the personnel training support server which comprises the personnel training support system in 1st embodiment of this invention. It is a figure which shows the outline | summary of a structure of the database of the personnel training support server which comprises the personnel training support system in 1st embodiment of this invention. It is a block diagram which shows the processing content of the human resource development assistance system in 1st embodiment of this invention. It is a flowchart which shows the flow of the skill level recognition condition registration process of the human resource development assistance system which concerns on this invention. It is an image figure of the skill level certification | authentication condition screen of the human resource development assistance system which concerns on this invention. It is a flowchart which shows the flow of the personal history registration process of the human resource development assistance system which concerns on this invention. It is an image figure of the initial menu screen with respect to the general user of the human resource development assistance system which concerns on this invention. It is a flowchart which shows the flow of the skill level determination process of the human resource development assistance system which concerns on this invention. It is an image figure of the skill level determination result screen of the human resource development support system which concerns on this invention. It is an image figure of the skill level determination result screen of the human resource development support system which concerns on this invention. It is an image figure of the skill level determination result screen of the human resource development support system which concerns on this invention. It is a flowchart which shows the flow of the skill distribution analysis process of the human resource development assistance system which concerns on this invention. It is an image figure of the skill level distribution analysis result screen of the personnel training support system concerning the present invention. It is a figure which shows roughly the structure of the memory | storage device of the human resource development assistance server which comprises the human resource development assistance system in 2nd embodiment of this invention. It is a figure which shows the outline | summary of a structure of the database of the personnel training support server which comprises the personnel training support system in 2nd embodiment of this invention. It is a block diagram which shows the processing content of the human resource development assistance system in 2nd embodiment of this invention. It is a flowchart which shows the flow of the training registration process of the human resource development assistance system which concerns on this invention. It is a flowchart which shows the flow of the training application process of the human resource development assistance system which concerns on this invention. It is an image figure of the skill level certification | authentication condition screen of the human resource development assistance system which concerns on this invention. It is a flowchart which shows the flow of the training evaluation registration process of the human resource development assistance system which concerns on this invention.

Explanation of symbols

11 network, 12A to 12N client terminal, 13 human resource development support server, 14 input / output device, 15 CPU, 16 storage device, 17 communication device, 21 CPU,
22 storage devices, 23 input / output devices, 24 communication devices, 25 operating systems, 26 browsers, 27 keyboards, 28 displays, 29 mice, 31 programs, 32 databases, 33 modules for administrators, 34 modules for general users, 35 for managers Module, 36 User information DB, 37 User skill information DB, 38 Business skill DB, 39 Industry skill DB, 40 Company skill DB, 41 Industry skill level certification condition DB, 42 Company skill level certification condition DB,

Claims (8)

A human resource development support system for determining a skill level of a user and a lacking skill, wherein the server is connected to one or more client terminals via a communication network.
To store a plurality of skill items provided separately for industry skill levels applicable to the entire industry and in-company skills that can be created independently by the company, and a plurality of skill level definitions corresponding to the skill items Skill level storage means,
User skill information storage means for storing skill information on a plurality of skills held by the user, wherein user skill information storage means for storing the user's work skill level corresponding to work skills;
Stores skill level qualification conditions corresponding to each skill level of the industry skill or the in-company skill that the user must satisfy in order to be recognized as reaching each of the plurality of skill levels Skill level certification condition storage means, wherein the skill level certification condition is a lower level condition that requires that another skill level of the plurality of skill levels stored in the skill level storage means is reached And a level condition for requesting that the business skill level corresponding to the business skill is satisfied, and that all of the plurality of level conditions are satisfied or one of the plurality of level conditions is satisfied. Skill level certification condition storage means including the required complex conditions ;
Using the skill level qualification corresponding to the skill level of the stored business skill level and the skill level qualification storing means corresponding to the operational skills of the user stored in said user skill information storing means Skill level determination means for determining whether the skill level is satisfied and outputting the determined result;
Human resource development support system which is characterized and Turkey with a. The human resource development support system according to claim 1, wherein the server further includes:
By comparing the skill level of the user determined by the skill level determination means with the skill level required for the career targeted by the user selected from the plurality of skill items , Insufficient skill determination means for outputting a result of determining an insufficient skill, wherein the insufficient skill determination means determines the insufficient skill of the user based on the plurality of skill level determination criteria. Human resource development support system.   3. The human resource development support system according to claim 2, wherein the deficient skill determination unit is capable of determining the deficiency skill of the user for a plurality of the carriers. The human resource development support system according to any one of claims 1 to 3, wherein the server further includes:
Training information storage means for storing training information;
Training information search means for searching for training information necessary to acquire the user's insufficient skills determined by the insufficient skill determination means;
Training application means for accepting a training application by the user for a desired training selected from the training information searched in the training information search means;
Human resource development support system with   The human resource development support system according to claim 4, further comprising a training approval unit that allows the user to approve a training attendance application by the user.   6. The human resource development support system according to claim 4, wherein the server further includes training evaluation information storage means for storing training evaluation information by the user who has undergone training, and the training search. A human resource development support system in which the training evaluation information is included in the training information displayed as a result of means.   The human resource development support system according to any one of claims 1 to 6, wherein the server is further determined by the skill level determination unit to determine that the user has reached a specific skill level. A human resource development support system having a skill level distribution analysis means for outputting a list and the total number of people.   The human resource development support system according to any one of claims 1 to 7, further comprising means for displaying a message prompting re-determination of the skill level when the skill level certification condition is changed. system.

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