JP6361749B2 - Human resource information inquiry device and program - Google Patents

Description

The present invention relates to a human resource information inquiry apparatus and program .

  2. Description of the Related Art Conventionally, there is a human resource search technique for searching for a person who meets a search condition by referring to personal information such as personal information such as a person's name and age, acquisition qualification, job history such as affiliation and post. Using this human resource search technology, we search for human resources that are useful for new businesses, or search for human resources that meet the recruitment conditions.

  For example, in Patent Document 1, when a person name or a collective name of persons serving as a reference when searching for human resources is specified, an evaluation item corresponding to each person belonging to the designated person name or collective name of persons A human resource search technique for searching a human resource information database for a score having a score of the searched evaluation item as a candidate for human resources is disclosed.

JP2011-039635A

  However, in the conventional human resource search technology, when evaluating the strengths (strong points) and weaknesses (weak points) of each human resource, the evaluation can only be made based on the score itself of each human resource. For this reason, for example, the strength (strong point) and weakness (weakness) of the target human resource could not be properly evaluated in the same qualified person or a population such as the same department.

An object of the present invention is to enable appropriate evaluation of human resources in a predetermined population .

The human resource information inquiry device according to the present invention is based on a database in which a rating is associated with each person for each of a plurality of evaluation items when a predetermined person is selected as an inquiry target of human resource information. and deriving means for deriving a relative score or relative score rank for the selected person in the mother population at predetermined population for each of the evaluation items, said deriving means from among said plurality of evaluation items relative scores or relative score rank derived by is characterized in that it comprises extraction means for extracting a full evaluation items applies a predetermined search condition for each of the populations.
In addition, in the human resource information inquiry device according to another aspect of the present invention, when a predetermined person is selected as an inquiry target of human resource information, a population to which the person belongs is associated with each person and a plurality of persons are associated. Based on a database in which a score is associated with each evaluation item for each person, a relative score or a relative score rank for the selected person in the population to which the selected person belongs is calculated. Deriving means for deriving for each evaluation item, and extracting means for extracting an evaluation item for which a relative score or a relative score rank derived by the deriving means is applied to a predetermined search condition from the plurality of evaluation items It is characterized by providing .
In addition, the program according to the present invention is based on a database in which, when a predetermined person is selected as a target for human resource information, a score is associated with each of a plurality of evaluation items for each person. Deriving means for deriving, for each evaluation item, a relative score or a relative score rank for the selected person in the population for each predetermined population, and the deriving from among the plurality of evaluation items It is made to function as an extraction means for extracting, for each population, an evaluation item whose relative score or relative score rank derived by the means matches a predetermined search condition.
Further, according to another aspect of the program of the present invention, when a predetermined person is selected as an inquiry target of human resource information, a computer is associated with a population to which the person belongs and is associated with a plurality of persons. Based on a database in which a score is associated with each evaluation item for each person, a relative score or a relative score rank for the selected person in the population to which the selected person belongs is calculated. Deriving means for deriving for each evaluation item, extracting means for extracting an evaluation item for which a relative score or a relative score rank derived by the deriving means meets a predetermined search condition from among the plurality of evaluation items, It is made to function.

According to the present invention , human resources can be appropriately evaluated in a predetermined population .

It is a figure showing the example of whole composition of the personnel information inquiry system concerning a 1st embodiment of the present invention. It is a block diagram which shows the function structure of the server apparatus which concerns on 1st Embodiment of this invention. It is a block diagram which shows the function structure of the client terminal which concerns on 1st Embodiment of this invention. It is a figure which shows the example of a data storage of the personnel information TBL of FIG. It is a flowchart which shows the flow of the personnel information inquiry process performed by a personnel information inquiry system. It is a figure which shows an example of a structure of a personnel inquiry screen. It is a figure which shows an example of the calculation result of the relative score about the selected object person. It is a figure which shows the example of the score distribution in a population, and the relative score with respect to it. It is a figure which shows an example of a structure of a personnel strong point / weak point display screen. It is a block diagram which shows the function structure of the personnel information inquiry apparatus which concerns on 2nd Embodiment of this invention. It is a flowchart which shows the flow of the personnel information inquiry process performed by the personnel information inquiry apparatus which concerns on 2nd Embodiment of this invention.

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

[First embodiment]
FIG. 1 is a diagram showing an example of the overall configuration of a human resource information inquiry system 1 according to the first embodiment of the present invention. The personnel information inquiry system 1 accesses the server device 10 from the client terminal 20 and calculates the strength / weakness of the selected personnel based on the personnel information stored in the personnel information database of the server device 20. It is a system that can display.

  The human resource information inquiry system 1 includes a server device 10 and a client terminal 20. These devices are connected via a communication network N. The communication network N is a communication network N constructed using a dedicated line or an existing general public line, and various line forms such as a LAN (Local Area Network) and a WAN (Wide Area Network) can be applied. Is possible. The communication network N includes, for example, various communication network networks such as a telephone line network, ISDN line network, dedicated line, mobile communication, communication satellite line, CATV line network, IP network, VoIP (Voice over Internet Protocol). Includes gateways, internet service providers, etc.

FIG. 2 is a block diagram showing a functional configuration of the server apparatus 10 according to the first embodiment of the present invention.
FIG. 3 is a block diagram showing a functional configuration of the client terminal 20 according to the first embodiment of the present invention.

  First, the functional configuration of the server device 10 will be described with reference to FIG. As shown in FIG. 2, the server device 10 provides a central processing unit (CPU) 11 that performs overall control of the device, an input unit 12 having a plurality of operation keys, and a working memory space for the CPU 11. A RAM (Random Access Memory) 13, a display unit 14, a storage unit 15 storing a control program and control data executed by the CPU 21, and a communication unit 16 are provided. The CPU 11, the input unit 12, the RAM 13, the display unit 14, the storage unit 15, and the communication unit 16 are connected via a bus 18.

  The CPU 11 reads out the system program stored in the storage unit 15, develops it in the work area of the RAM 13, and controls each unit according to the system program. Further, the CPU 11 reads the server processing program 150a stored in the storage unit 15 and develops it in the work area, and performs various processes including a human resource strong point / weak point calculation process and a human resource strong point / weak point output process described later. By executing, it functions as a calculation means and an extraction means.

  The input unit 12 includes a keyboard having cursor keys, characters, numeric input keys, various function keys, and the like. The input unit 12 accepts pressing input of each key by the operator and outputs the operation information to the CPU 11. The input unit 12 includes a pointing device such as a mouse, receives a position input, and outputs it to the CPU 11 as operation information.

  The RAM 13 is a volatile memory. The RAM 13 has a work area for storing various programs to be executed and data related to these various programs.

  The display unit 14 is configured by an LCD (Liquid Crystal Display) or the like, and performs various displays according to display information input from the CPU 11.

  The storage unit 15 as storage means is configured by an HDD (Hard Disk Drive) having a magnetic recording medium, a nonvolatile semiconductor memory, or the like. As shown in FIG. 2, the storage unit 15 is provided with a program storage unit 150 and a human resource information database 151.

The program storage unit 150 stores a system program executed by the CPU 11, a server processing program 150a, data necessary for executing these programs, and the like. The server processing program 150a includes programs for executing various processes including a human resources strong point / weak point calculation process and a human resources strong point / weak point output process described later.
These programs are stored in the program storage unit 15 in the form of computer readable program codes. The CPU 11 sequentially executes operations according to the program code.

  The storage unit 15 stores a human resource information database 151. As shown in FIG. 2, the human resource information database 151 includes human resource information TBL (Table) 152.

The personnel information TBL 152 is a table in which personnel information is stored for each employee. The human resource information includes information for identifying the employee (person) and the human resource element of the employee (person) ("action power", "control power", "independence", "sociality", "logic", "English" ”,“ Chinese ”,“ French ”, etc.)) for each evaluation item.
FIG. 4 shows a data storage example of the human resource information TBL152. As shown in FIG. 4, the personnel information TBL 152 includes “employee number”, “name”, “age”, “affiliation”, “behavior”, “control power”, “independence”, “sociality”, Items of “logic”, “English”, “Chinese”, “French”, and “job type” are provided, and personnel information for each employee is stored as one record. Each of the evaluation items of “behavior”, “control power”, “independence”, “sociality”, “logic”, “English”, “Chinese”, “French” has a score of 0-100. The value of is stored.

  In addition, about the score of the evaluation item of each employee, for example, it is reviewed at a predetermined timing such as a base date every year. In this embodiment, “employee number” and “name” will be described as information for identifying an employee (person), but other personal identification information may be used. Name). In the present embodiment, the reference date is, for example, the first day of the business year. That is, in each table of the human resource information database 150, scores of employee evaluation items for each business year are stored.

  Returning to FIG. 2, the communication unit 16 as a server-side communication unit includes a modem, a router, a network card, and the like, is connected to the communication network N, and communicates with the client terminal 20 on the communication network N.

  Next, the functional configuration of the client terminal 20 will be described with reference to FIG. As shown in FIG. 3, the client terminal 20 provides a central processing unit (CPU) 21 that performs overall control of the device, an input unit 22 having a plurality of operation keys, and a working memory space for the CPU 21. A RAM (Random Access Memory) 23, a display unit 24, a storage unit 25 storing a control program and control data executed by the CPU 21, and a communication unit 26 are provided. The CPU 21, input unit 22, RAM 23, display unit 24, storage unit 25, and communication unit 26 are connected via a bus 19.

  The CPU 21 reads the system program stored in the storage unit 25, develops it in the work area of the RAM 23, and controls each unit according to the system program. Further, the CPU 21 reads out the terminal processing program 250a stored in the storage unit 25, develops it in the work area, and executes various processes including a human resource selection process and a human resource strength / weakness display process described later. , Function as selection means and output means.

  The input unit 22 includes a keyboard having cursor keys, characters, numeric input keys, various function keys, and the like. The input unit 22 receives pressing input of each key by the operator and outputs the operation information to the CPU 11. The input unit 12 includes a pointing device such as a mouse, receives a position input, and outputs it to the CPU 11 as operation information.

  The RAM 23 is a volatile memory. The RAM 23 has a work area for storing various programs to be executed and data related to these various programs.

  The display unit 14 is configured by an LCD (Liquid Crystal Display) or the like, and performs various displays according to display information input from the CPU 11.

The storage unit 25 includes an HDD (Hard Disk Drive) having a magnetic recording medium, a nonvolatile semiconductor memory, and the like. As shown in FIG. 3, the storage unit 25 is provided with a program storage unit 250.

  The program storage unit 250 stores a system program executed by the CPU 21, a terminal processing program 250a, data necessary for executing these programs, and the like. The terminal processing program 250a includes programs for executing various processes including a human resource selection process and a human resource strong / weak point display process described later. These programs are stored in the program storage unit 15 in the form of computer readable program codes. The CPU 11 sequentially executes operations according to the program code.

  The communication unit 26 serving as a terminal-side communication unit includes a modem, a router, a network card, and the like, and is connected to the communication network N to communicate with the server device 10 on the communication network N.

Next, the operation of the first embodiment will be described.
FIG. 5 shows a flowchart of human resource information inquiry processing executed in the human resource information inquiry system 1. The processing on the client terminal 20 side in the human resource information inquiry processing is executed in cooperation with the CPU 21 and the terminal processing program 250a stored in the storage unit 25. The processing on the server device 10 side in the human resource information inquiry processing is executed in cooperation with the CPU 11 and the server processing program 150a stored in the storage unit 15.

  First, the CPU 21 of the client terminal 20 accesses the server device 10 via the communication unit 26 in response to an input instruction to the input unit 22, and requests the server device 10 to generate a human resource inquiry screen and transmit the screen. (Step S1).

  When the CPU 11 of the server device 10 receives a request for generating a human resource inquiry screen and transmitting the screen from the client terminal 20 from the communication unit 26, the CPU 11 generates a human resource inquiry screen as a human resource inquiry screen generation process, and requests the screen by the communication unit 16. It transmits to the original client terminal 20 (step S2).

When the CPU 21 of the client terminal 20 receives a reply from the server device 10 via the communication unit 26, the CPU 21 displays the human resource inquiry screen 131 on the display unit 13 of the client terminal (step S3).
FIG. 6 shows an example of the configuration of the human resource inquiry screen 141 displayed on the display unit 23 of the client terminal 20. As shown in FIG. 6, the human resource inquiry screen 141 displays a human resource selection input field 141a, a strong point display number input field 141b, a weak point display number input field 141c, and an execution button 141d.
A human resource to be inquired can be selected from the human resource information database 151 by using the human resource selection input field 141a. The number of strong points to be displayed for the selected human resource can be designated by the strong point display number input field 141b. The number of weak points to be displayed can be specified by the weak point display number input field 141c.

  The CPU 21 of the client terminal 20 selects and inputs a target person to be inquired from the personnel selection input field 141a of the personnel inquiry screen 141 via the input unit 22 (step S4), and the strength of the personnel inquiry screen 141 is input via the input unit 22. The number of strong points to be displayed for the target person selected from the point display number input field 141b is specified, and the target person should be displayed from the weak point display number input field 141c of the human resource inquiry screen 141 via the input unit 22. When the number of weak points is specified (step S5) and the execution button 141d is pressed (step S6), the information is transmitted to the server device 10 by the communication unit 26. The above steps S4 to S6 correspond to the personnel selection process.

CPU11 of the server apparatus 10 will calculate the relative score of the selected target person, if the information regarding personnel selection is received from the client terminal 20 from the communication part 26 (step S7). Here, the relative score is a relativized value of a score calculated in a predetermined population.
FIG. 7 is a diagram illustrating an example of the relative score calculation result 143 for the selected target person. In FIG. 7, the human resource elements of the selected human resources (“behavior”, “control power”, “independence”, “sociality”, “logic”, “English”, “Chinese”, “French”, etc. )) For the evaluation item, the company as a whole, and by business unit (first business unit, second business unit, third business unit, fourth business unit (own business unit)), and job type Relative scores for each population (planning, development, design) are calculated.

  FIG. 8 is a diagram showing an example 142 of the score distribution in the population and the relative score with respect thereto. In FIG. 8, relative scores are calculated with 10% from the top of the distribution as A, 20% as B, 40% as C, 20% as D, and 10% as E. Here, A, B, C, and D are defined as grade ranks. For example, the relative score may be calculated with 7% from the top of the distribution as A, 24% as B, 38% as C, 24% as D, and 7% as E. Further, the relative rank may be calculated by determining the rating rank based on other ratios. As described above, the CPU 11 sets a plurality of score ranks based on the score distribution for the evaluation items of each person belonging to the population, and sets the score rank to which the score of the evaluation item of the target person belongs as a relative score.

The relative score refers to the human resource information TBL 152, calculates the relative evaluation of the ABCD in four stages by calculating the corresponding population data, and uses the result as the relative score. Here, the relative score can be calculated by various methods. For example, for each evaluation item, the entire company, and each business division (first business division, second business division, third business division, fourth business division (own business division)), and job classification (planning) (Statistics such as job, development job, design job) are calculated and stored in the storage unit 15 and the statistical values such as the standard deviation are calculated by statistical calculation for the target person when a human resource inquiry is made. A relative score of ~ D can be calculated. In addition, for example, it is calculated each time the score of the selected human resource is located in the population, and the relative score (AD) is calculated from the order obtained by the computation and the number of members of the population. Can also be calculated.
As described above, the CPU 11 compares, for each of a plurality of different populations, the score for the evaluation item of each person belonging to each population with the score for the evaluation item of the target person to be evaluated, and evaluates the evaluation item. The relative score of the target person in each population is calculated.

  Next, based on the relative score of the selected target person, the CPU 11 of the server device 10 selects a predetermined number of evaluation items from the higher relative score in the population to which the person belongs, A predetermined number of evaluation items are extracted as weak points in the population from the lowest relative score in the population (step S8). Specifically, based on the result calculated in step S7, the strong points of the number designated on the human resource inquiry screen 141 are extracted in descending order of evaluation in each population. Similarly, the weaknesses of the number of cases designated on the human resource inquiry screen 141 are extracted in order from the lowest evaluation in each population.

  In this embodiment, an evaluation item having a relatively high score in a predetermined population is extracted as a strong point in the population, and an evaluation item having a relatively low score in the population is extracted as a weak point in the population. However, the extraction need not be for each population. The extraction condition is a strong point (an evaluation item having a high relative score) or a weak point (an evaluation item having a low relative score), but is not limited thereto. For example, the relative score may be B in the population, or the relative score may be population C. As described above, the CPU 11 extracts an evaluation item that matches a predetermined condition (predetermined extraction condition) based on the calculated relative score. When extraction is performed for each population, the CPU 11 extracts an evaluation item that matches a predetermined condition for each of a plurality of different populations.

  Next, the CPU 11 of the server device 10 generates a talent strong / weak point display screen, and transmits information on the screen to the client terminal 20 via the communication unit 16 (step S9).

  When the CPU 21 of the client terminal 20 receives information on the personnel strength / weakness display screen from the communication unit 26, the CPU 21 displays the personnel strength / weakness display screen 144 on the display unit 24 of the client terminal 20 (step S10). Then, this process ends.

  FIG. 9 is a diagram showing an example of the configuration of the talent strong / weak point display screen 144. On the personnel strong / weak points display screen 144, a condition designation column 144a, a result summary column 144b, a detail display column 144c, a re-execute button 144d, and an OK button 144e are displayed.

  In the condition designation field 144a, the name of the selected target person, the number of strong points displayed, and the number of weak points displayed are displayed.

  In the result summary column 144b, strong points / weak points for each population are displayed. In the detail display column 144c, the score of the selected target person and the evaluation items of the selected target person (“action power”, “control power”, “independence”, “sociality”, “logic”, “ For the scores for items such as “English”, “Chinese”, “French”, etc.), the entire company and business units (first business unit, second business unit, third business unit, fourth business unit) (Own Business Division)) and relative grades in each population of job type (planned job, development job, design job) are displayed.

  In the result summary field 144b, in the case where it is a field for displaying the population to which the selected target person belongs, that is, in FIG. 9, when Taro Yamada belongs to the fourth division and the occupation type is the business type The display mode of the column that is the fourth division and the business type is different from the display mode of the other columns. In this way, the population to which the selected target person belongs can be displayed visually and in an easily understandable manner. In FIG. 9, the field corresponding to the strong point, the field corresponding to the weak point, and the background of the other fields are displayed differently. The aspect with which the background color of those columns differs may be sufficient.

  Further, in the result summary column 144b, the column of the population having the highest strength evaluation in the same kind of population, that is, in FIG. 9, in the case of Taro Yamada, the highest evaluation of the strength is in the division. There are two divisions, and the highest strength in the job category is the development job. Therefore, in FIG. 9, the display mode of the column that is the second division and the development job is different from the display mode of the other columns. By doing in this way, it is possible to display a population having a high relative evaluation of strong points in an easily understandable manner. In FIG. 9, the column of the population having the highest strength evaluation in the same type of population and the background of the other columns are displayed differently. The aspect with which the background color of those columns differs may be sufficient.

  In the detail display column 144c, a list of scores and relative scores of the selected target person is displayed. This display content corresponds to the content of FIG. In the detailed display field 144c, when the displayed relative score is a strong point, the display mode of the column when the displayed relative score is a weak point, and the display mode of the column when the displayed relative score is a weak point, and when it is neither a strong point nor a weak point The display mode in the column is displayed in a different mode. In FIG. 9, the field corresponding to the strong point, the field corresponding to the weak point, and the background of the other fields are displayed differently. The aspect with which the background color of those columns differs may be sufficient.

  According to the talent strong / weak point display screen 144 of FIG. 9, in the case of the selected target person, the fourth strong point of the own business division (the population to which it belongs) has the first strong point (strong point 1). Is social, the second strong point (strong point 2) is leadership, the third strong point (strong point 3) is English, and the weak point is French. On the other hand, when changing the population, the company's first strong point (strong point 1) is leadership, the second strong point (strong point 2) is logical, and the third strong point (strong point 3). Is English, and the first weakness (weakness 1) is social.

The display result as shown in FIG. 9 can be used, for example, in the personnel department when examining the personnel rotation of the selected target person.
First, in terms of business unit units, the second business unit was the population against the best 3 points (sociability B / management power B / English B) in the business unit (fourth business unit). The strongest point in the case is (Ability A / Logic A / English A). By moving to the second division, Yamada has the ability (A), logic (A), and English (A). I can guess that she can make better use of her strengths.
Also, when looking at job types, if the development job is the population, the best 3 points of strength (3 in the logical B / independence B / sociality B) By moving to a development position, it becomes possible to make full use of Yamada-san's strengths such as behavior (A), independence (A), and Chinese (A). I can guess that I can.
As a result, in the case of Mr. Yamada shown in Fig. 9, it can be inferred that the transfer plan that changes from the fourth division to the second division and changes the job type from sales to development is the optimal change plan. .

As described above, according to the human resource information inquiry system 1 according to the first embodiment, the human resource including the client terminal 20 and the server device 10 connected to the client terminal 20 via the communication network N so as to be able to transmit and receive data. In the information inquiry system 1,
The CPU 21 in the client terminal 20 includes a communication unit 26 that is a terminal-side communication unit that selects a target person to be inquired and transmits information on the selected target person to the server apparatus 10, and the server apparatus 10 And a storage unit 15 which is a storage means for storing scores for a plurality of evaluation items for each person, and the CPU 11 provides scores for evaluation items of each person belonging to each population and a client for each of a plurality of different populations. The score of the evaluation item of the target person acquired from the storage unit 15 that is the storage means based on the information about the target person transmitted from the terminal 20 is compared, and the relative of the target person in each population for each evaluation item is compared. The CPU 11 calculates an evaluation item that matches a predetermined condition based on the calculated relative score, and the server device 10 And a communication unit 16 that is a server-side communication unit that associates the extracted human resource identification information with the extracted evaluation item and transmits it to the client terminal 20. The CPU 21 of the client terminal 20 relates to the target person transmitted from the server device 10. The human resource identification information and the evaluation items extracted by the extracting means are output to the display unit 24.
This makes it possible to appropriately evaluate target human resources in various populations.

[Second Embodiment]
Next, a human resource information inquiry device 30 according to a second embodiment of the present invention will be described with reference to FIGS.

FIG. 10 is a block diagram showing a functional configuration of the human resource information inquiry device 30 according to the second embodiment of the present invention.
The human resource information inquiry system 1 according to the first embodiment includes the server device 10 and the client terminal 20, but in the second embodiment, the functions of the server device 10 and the client terminal 20 are integrated to provide human resource information. The inquiry device 30 is configured.
The human resource information inquiry device 30 according to the second embodiment corresponds in configuration to the server device 10 and the client terminal 20 according to the first embodiment, and has the same operation. Therefore, the corresponding components are denoted by the corresponding reference numerals, and only the correspondence between the components will be described.

  First, the functional configuration of the human resource information inquiry device 30 will be described with reference to FIG. As shown in FIG. 10, the human resource information inquiry device 30 includes a CPU (Central Processing Unit) 31 that performs overall control of the device, an input unit 32 having a plurality of operation keys, and a working memory space in the CPU 31. A provided RAM (Random Access Memory) 33, a display unit 34, a storage unit 35 storing a control program and control data executed by the CPU 31, and a communication unit 36 are provided. The CPU 31, input unit 32, RAM 33, display unit 34, storage unit 35, and communication unit 36 are connected via a bus 37.

  The CPU 31 reads the system program stored in the storage unit 35, develops it in the work area of the RAM 33, and controls each unit according to the system program. In addition, the CPU 31 reads out the processing program 350a stored in the storage unit 35 and develops it in the work area to select a human resource selection process, a human resource strong point / weak point calculation process, a human resource strong point / weak point output process, a human resource strong point / weak point. By executing various processes including a display process, it functions as a selection unit, a calculation unit, an extraction unit, and an output unit.

The storage unit 35 as a storage unit is configured by an HDD (Hard Disk Drive) having a magnetic recording medium, a nonvolatile semiconductor memory, or the like. As shown in FIG. 10, the storage unit 35 is provided with a program storage unit 350 and a human resource information database 351.

The program storage unit 350 stores a system program executed by the CPU 11, a processing program 350a, data necessary for executing these programs, and the like. The processing program 350a includes programs for executing various processes such as a human resource selection process, a human resource strong point / weak point calculation process, a human resource strong point / weak point output process, and a human resource strong point / weak point display process.
These programs are stored in the program storage unit 35 in the form of computer readable program codes. The CPU 31 sequentially executes operations according to the program code.

  The storage unit 15 stores a human resource information database 351. The human resource information database 351 includes human resource information TBL (Table) 352 as shown in FIG.

Next, the operation of the second embodiment will be described.
FIG. 11 shows a flowchart of human resource information inquiry processing executed in the human resource information inquiry device 30. The human resource information inquiry process is executed in cooperation with the CPU 31 and the processing program 350 a stored in the storage unit 35. The operation of the personnel information inquiry device 30 according to the second embodiment is the same as the operation of the personnel information inquiry system 1 according to the first embodiment, except that there is no operation related to the exchange between the server device 10 and the client terminal 20. To do.

  First, the CPU 31 generates a human resource inquiry screen 131 in response to an input instruction to the input unit 32 of the human resource information inquiry device 30 (step S11), and displays the screen on the display unit 33 (step S12).

The CPU 31 selects and inputs a target person to be inquired from the personnel selection input field 141a of the personnel inquiry screen 141 via the input unit 32 (step S13), and inputs the number of strong point display items on the personnel inquiry screen 141 via the input unit 32. The number of strong points to be displayed for the target person selected from the column 141b is designated, and the number of strong points to be displayed for the target person from the weakness display number input column 141c of the personnel inquiry screen 141 via the input unit 32. Are designated (step S14), and the execution button 141d is pressed (step S15).
Here, steps S13 to S15 correspond to the human resource selection process.

Next, the CPU 31 calculates a relative evaluation of the selected target person (step S16).
Here, for each of a plurality of different populations, the CPU 31 compares the score for the evaluation item of each person belonging to each population with the score for the evaluation item of the target person to be evaluated. The relative score of the target person in each population is calculated.
In addition, the CPU 31 sets a plurality of score ranks based on the score distribution for the evaluation items of each person belonging to the population, and sets the score rank to which the score of the selected evaluation item belongs to the relative score.

  Next, based on the relative score of the selected target person, the CPU 31 assigns a predetermined number of evaluation items from the higher relative score in the population to which the person belongs to the strong points in the population and the population. A predetermined number of evaluation items are extracted as weak points in the population from the lower relative score (step S17).

  Also in the second embodiment, as in the first embodiment, an evaluation item having a relatively high score in a predetermined population is a strong point in the population, and an evaluation item having a relatively low score in the population is the mother. Although extraction is performed as a weak point in the group, the extraction may not be performed for each population. The extraction condition is a strong point (an evaluation item having a high relative score) or a weak point (an evaluation item having a low relative score), but is not limited thereto. For example, the relative score may be B or C in the population as the extraction condition. As described above, the CPU 31 may extract an evaluation item that matches a predetermined condition (predetermined extraction condition) based on the calculated relative score. When extraction is performed for each population, the CPU 31 extracts evaluation items that match a predetermined condition for each of a plurality of different populations.

  Next, the CPU 31 generates a talent strong / weak point display screen and displays the talent strong / weak point display screen 144 on the display unit 34 (step S19). Then, this process ends.

1
As described above, according to the human resource information inquiry device 30 according to the second embodiment, the storage unit 35 that is a storage unit that stores scores for a plurality of evaluation items for each person is provided, and the CPU 31 includes a plurality of different populations. For each evaluation item, the scores for the evaluation items of each person belonging to each population are compared with the evaluations for the evaluation items of the target person, and the relative score of the target person in each population for each evaluation item is calculated. Based on the calculated relative score, an evaluation item that matches a predetermined condition is extracted. This makes it possible to appropriately evaluate target human resources in various populations.

  Further, the human resource information inquiry device 30 outputs the human resource identification information related to the target person and the extracted evaluation item in association with each other to the display unit 34. Thereby, such a result can be confirmed on the display unit 34.

  Further, the CPU 31 extracts an evaluation item that matches a predetermined condition for each of a plurality of different populations. Thereby, it is possible to extract evaluation items that match predetermined conditions exemplified by strong points / weak points in a plurality of populations.

  Further, the CPU 31 sets a plurality of score ranks based on the score distribution for the evaluation items of each person belonging to the population, and sets the score rank to which the score of the evaluation item of the target person belongs as a relative score. Thereby, a relative score can be calculated and extracted reliably.

  Further, the CPU 31 extracts a predetermined number of evaluation items from the higher calculated relative score. Thereby, extraction of a strong point can be calculated and extracted reliably.

The present invention is not limited to the above-described embodiment, and various modifications can be made.
For example, in FIG. 8, the relative score is calculated for the company, the division to which the company belongs, and the occupation type as a population, but this may be a job class, job title, gender, age group, employee hired in the same period, or the like. Moreover, it is good also as lecturer evaluation in the self-evaluation of a target person, supervisor evaluation, training, etc. In addition, a certain number of strong points are extracted for each population. For example, language skills (English, Chinese, French) are extracted by evaluation with occupation as the population, and other evaluation items are the affiliated businesses. It may be possible to set each part individually, for example, by extracting the part as a population.
Further, although one target person is designated on the human resource inquiry screen 131, a plurality of designations may be made.

Although the embodiment of the present invention has been described, the scope of the present invention is not limited to the above-described embodiment, and is included in the invention described in the claims and the equivalent scope thereof. Hereinafter, the invention described in the scope of claims of the present application will be appended.
[Appendix]
<Claim 1>
Storage means for storing scores for a plurality of evaluation items for each person;
For each of a plurality of different populations, the scores for the evaluation items of each person belonging to each population are compared with the scores for the evaluation items of the target person acquired from the storage means. Calculating means for calculating a relative score of the target person in a group;
Based on the relative score calculated by the calculating means, extracting means for extracting an evaluation item that meets a predetermined condition;
A human resource information inquiry device comprising:
<Claim 2>
The human resource information inquiry apparatus according to claim 1, further comprising: an output unit that outputs the human resource identification information related to the target person in association with the evaluation item extracted by the extraction unit.
<Claim 3> The human resource information inquiry apparatus according to claim 1 or 2, wherein the extraction unit extracts an evaluation item that matches a predetermined condition for each of a plurality of different populations.
<Claim 4>
The calculating means sets a plurality of score ranks based on the score distribution for the evaluation items of each person belonging to the population, and sets the score rank to which the score of the evaluation item of the target person belongs as the relative score. The human resource information inquiry device according to any one of claims 1 to 3.
<Claim 5>
The human resource information inquiry apparatus according to any one of claims 1 to 4, wherein the extraction unit extracts a predetermined number of evaluation items from a higher relative score calculated by the calculation unit.
<Claim 6>
In a human resource information inquiry system comprising a client terminal and a server device connected to the client terminal so as to be able to transmit and receive data via a communication network,
The client terminal is
A selection means for selecting a target person to be inquired;
Terminal-side communication means for transmitting information related to the target person selected by the selection means to the server device,
The server device
Storage means for storing scores for a plurality of evaluation items for each person;
For each of a plurality of different populations, a score for each person's evaluation item belonging to each population, and a target person's evaluation item acquired from the storage means based on information about the target person transmitted from the client terminal A calculation means for comparing the score and calculating the relative score of the target person in each population for each evaluation item;
Based on the relative score calculated by the calculating means, extracting means for extracting an evaluation item that meets a predetermined condition;
Server-side communication means for associating human resource identification information related to the target person and the evaluation items extracted by the extraction means, and transmitting them to the client terminal,
The client terminal is
Output means for outputting personnel identification information relating to the target person transmitted from the server device and the evaluation items extracted by the extraction means;
A human resource information inquiry system characterized by comprising:
<Claim 7>
A computer of a human resource information inquiry device provided with storage means for storing scores for a plurality of evaluation items for each person,
For each of a plurality of different populations, the scores for the evaluation items of each person belonging to each population are compared with the scores for the evaluation items of the target person acquired from the storage means. Calculating means for calculating a relative score of the target person in a group;
Extraction means for extracting an evaluation item that matches a predetermined condition based on the relative score calculated by the calculation means;
Program to function as.

DESCRIPTION OF SYMBOLS 1 Personnel information inquiry system 10 Server apparatus 11 CPU (calculation means, extraction means)
12 Input unit 13 RAM
14 Display unit 15 Storage unit (storage unit)
150 Program storage unit 150a Server processing program 151 Human resource information database 152 Human resource information TBL
16 Communication part (server side communication means)
17 Bus 20 Client terminal 21 CPU (selection means, output means)
22 Input unit 23 RAM
24 display unit 25 storage unit (storage unit)
250 Program storage unit 250a Terminal processing program 26 Communication unit (terminal side communication means)
27 Bus 30 Human resource information inquiry device 31 CPU (calculation means, extraction means, output means)
32 Input unit 33 RAM
34 Display section (output means)
35 storage unit (storage means)
350 Program storage unit 350a Processing program 36 Communication unit 37 Bus

Claims (9)

When a predetermined person is selected as an inquiry target of human resource information, a predetermined population is included in each population based on a database in which a score is associated with each person for each of a plurality of evaluation items. Deriving means for deriving a relative score or a relative score rank for the selected person at each evaluation item;
An extraction unit that extracts, for each population, an evaluation item in which a relative score or a relative score rank derived by the deriving unit from among the plurality of evaluation items matches a predetermined search condition ;
Personnel information inquiry device, characterized in that it comprises a. Display control means for displaying the evaluation items extracted for each population by the extraction means ,
2. The human resource information inquiry apparatus according to claim 1, wherein the display control means displays the population to which the person selected as the inquiry target belongs so as to be distinguishable from other populations. Display control means for displaying the evaluation items extracted for each population by the extraction means ,
The display control means displays a relative score or a relative score rank in the evaluation item extracted by the extraction means with a display mode different from a relative score or a relative score rank in another evaluation item. The personnel information inquiry device according to claim 1, wherein: When a predetermined person is selected as an inquiry target for personnel information, a population to which the person belongs is associated with each person, and a score is associated with each of the plurality of evaluation items for each person. Deriving means for deriving a relative score or a relative score rank for the selected person in the population to which the selected person belongs for each of the evaluation items,
An extraction means for extracting an evaluation item in which a relative score or a relative score rank derived by the derivation means meets a predetermined search condition from the plurality of evaluation items;
Personnel information inquiry device, characterized in that it comprises a. When it is determined that the person targeted for the human resource information belongs to a plurality of populations based on the database, the extraction means includes each population to which the person targeted for the human resource information belongs. The human resource information inquiry device according to claim 4, wherein an evaluation item that matches the predetermined search condition is extracted. When the evaluation items extracted by the extraction unit are displayed, the display device includes first display control means for displaying a list of the extracted evaluation items for each population to which a person who is a target of the human resource information belongs. The personnel information inquiry device according to claim 5. 7. The human resource information inquiry device according to claim 4, further comprising a first display control unit configured to distinguish and display the evaluation item extracted by the extraction unit from other evaluation items. Computer
When a predetermined person is selected as an inquiry target of human resource information, a predetermined population is included in each population based on a database in which a score is associated with each person for each of a plurality of evaluation items. Deriving means for deriving a relative score or a relative score rank for the selected person at each evaluation item;
An extracting unit that extracts, for each population, an evaluation item in which a relative score or a relative score rank derived by the deriving unit from among the plurality of evaluation items matches a predetermined search condition;
A program characterized by functioning as Computer
When a predetermined person is selected as an inquiry target for personnel information, a population to which the person belongs is associated with each person, and a score is associated with each of the plurality of evaluation items for each person. Deriving means for deriving a relative score or a relative score rank for the selected person in the population to which the selected person belongs for each of the evaluation items,
An extracting means for extracting an evaluation item in which a relative score or a relative score rank derived by the deriving means meets a predetermined search condition from the plurality of evaluation items;
A program characterized by functioning as

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