JP6553935B2 - Human resources risk management system - Google Patents

Description

  The present invention relates to a human resource risk management system and program for managing human resource risk in a workplace organization.

  Examination (stress to grasp the degree of psychological burden by doctors, public health nurses, etc. for workers who are constantly using the “Labor Safety and Health Law” promulgated on June 25, 2014 The operator was obliged to carry out (Check). Under such circumstances, a service system has been proposed for facilitating stress check operations in the workplace. For example, the system according to Non-Patent Document 1 has a function of performing a question type stress check on an employee via a web screen, and feeding back the diagnosis result to the user. Also, in such a system, the result of the stress check can be viewed by the occupational health staff, and the occupational health staff can provide improvement suggestions and guidance to the business operator.

Fujitsu Software Technologies, Ltd., “Easy Occupational Stress Check Service FUJITSU Healthcare Solution e-diagnosis @ Mental Health SaaS”, [online], [Search April 18, 2015], Internet <URL: http: // jp .fujitsu.com / solutions / cloud / saas / application / kokoro / shindanl>

  By the way, at present, it is an age of personnel difficulties, and employee turnover can cause great damage to businesses. Labor risks such as employee long-term leave, occupational accidents, and litigation due to mental disorders can also cause significant damage to businesses. And since such human resource risk is considered to be affected by the degree of stress of the employee, the present inventors evaluate the human resource risk from the result of the stress check in a system like Non-Patent Document 1 I thought about that. This is because if the human resource risk can be appropriately evaluated, very useful information will be provided to the operator. It is also desirable for employees if they can improve their work environment by obtaining such information.

  As described above, the system according to Non-Patent Document 1 is considered to promote stress check in the workplace. However, the present inventors have come to the point that the above-mentioned system can not necessarily perform an accurate stress check, regardless of how excellent the stress check survey table is. That is, in the above system, the web screen on which the employee is checked is provided from the operator side. In this case, for example, the “Simple Occupational Stress Survey Chart” in the Ministry of Health, Labor and Welfare guidelines includes questions about the workplace environment, but employees who are respondents to this type of question must be aware of the workplace environment. Even if you feel dissatisfied, you may not answer honestly. Therefore, there is also a doubt that the human resource risk can be appropriately evaluated only by using the stress check results obtained by the above-described system.

  An object of the present invention is to provide a human resource risk management system and program capable of appropriately evaluating human resource risks such as job leaving risk and labor risk in a workplace organization.

  A human resource risk management system according to a first aspect of the present invention is a human resource risk management system for managing human resource risks including at least one of an employee leaving risk and a labor risk in a workplace organization, and a plurality of the personnel risk management system A first storage unit in which stress check data indicating a result of stress check of an employee is stored, a second storage unit in which attendance data of the plurality of employees is stored, and the plurality of items from the first storage unit A risk evaluation unit that reads the stress check data of the employee and reads the attendance data from the second storage unit and evaluates the personnel risk according to the stress check data and the attendance data; and manages the personnel risk A GUI creation unit that creates an administrator GUI to be presented to the user.

  The human resource risk management system according to a second aspect of the present invention is the human resource risk management system according to the first aspect, wherein the human resource risk includes at least one of a job departure risk and a labor risk in the workplace organization unit. included.

  The human resource risk management system according to a third aspect of the present invention is the human resource risk management system according to the first or second aspect, wherein the human resource risk includes the leaving risk and the labor risk in the unit of the work organization. Risk of at least one of

  The human resources risk management system according to a fourth aspect of the present invention is the human resources risk management system according to any one of the first to third aspects, wherein said human resources risk includes the leaving risk and the labor risk of the individual employee. Risk of at least one of

  A human resource risk management system according to a fifth aspect of the present invention is the human resource risk management system according to any one of the first to fourth aspects, and the human resource risk includes at least the job separation risk.

  The personnel risk management system according to a sixth aspect of the present invention is the personnel risk management system according to any one of the first to fifth aspects, wherein the GUI creation unit is an employee GUI accessible by the employee. And a stress data acquisition unit for acquiring the stress check data by executing the stress check of the employee via the employee GUI.

  A human resource risk management system according to a seventh aspect of the present invention is the human resource risk management system according to any one of the first to sixth aspects, wherein the risk evaluation unit Calculating a first raw score based on the stress check data, and calculating a second raw score based on the employee's attendance data, and the employee according to the first raw score and the second raw score Calculate the risk score of

  The human resources risk management system according to an eighth aspect of the present invention is the human resources risk management system according to the seventh aspect, and is an employee who acquires type information indicating the type of each employee regarding matters to be emphasized for working It further comprises a staff type acquisition unit. The risk evaluation unit weights at least one of the first raw point and the second raw point according to the type information.

  The human resources risk management system according to a ninth aspect of the present invention is the human resources risk management system according to any one of the first to seventh aspects, wherein the type of each of the employees regarding matters to be emphasized for working is An employee type acquisition unit that acquires type information to be shown is further provided. The risk evaluation unit evaluates the human resource risk according to the type information in addition to the stress check data and the attendance data.

  The personnel risk management system according to a tenth aspect of the present invention is the personnel risk management system according to the eighth aspect or the ninth aspect, wherein the employee type acquisition unit is an employee GUI accessible by the employee. Then, a predetermined questionnaire is conducted with respect to the employee, and the type information is determined from the answer to the questionnaire.

  The human resources risk management system according to an eleventh aspect of the present invention is the human resources risk management system according to any one of the first to tenth aspects, wherein a leaving employee is taken off from the time data stored in the second storage unit. A learning unit is further provided for determining and learning the cause of the employee leaving the job based on the stress check data and the attendance data.

  The human resources risk management program according to a twelfth aspect of the present invention is a human resources risk management program for managing human resource risks including at least one of an employee leaving risk and an labor risk in a workplace organization, comprising: Acquiring stress check data indicating a result of stress check of the employees, acquiring attendance data of the plurality of employees, and according to the stress check data of the plurality of employees and the attendance data The computer is caused to execute the steps of evaluating the human resource risk and creating a manager GUI for presenting the human resource risk to a manager.

  The employee's attendance is predicted to be related to the degree of stress of the employee, which in turn is considered to be one of the factors that determine human resource risks such as the risk of leaving work and labor risk. According to the present invention, in addition to the result of the stress check of the employee, the human resource risk is determined based on the time data. That is, in evaluating human resource risk, not only stress check data where it is not always clear whether an employee answers honestly, but also attendance data which is objective data based on facts is taken into consideration. This makes it possible to appropriately evaluate human resource risk in the workplace organization.

BRIEF DESCRIPTION OF THE DRAWINGS The figure which shows the whole structure of the human resources risk management system which concerns on one Embodiment of this invention. The figure which shows the structure of a human resources risk management server. The figure which shows the structure of a management terminal. The figure which shows the structure of an employee terminal. The figure which shows the structure of a diagnostic operator terminal. The figure which shows the flow of personnel risk management processing. The figure which shows a stress check screen. The figure which shows a stress-diagnosis result screen. The figure which shows a risk evaluation screen. Another diagram showing the risk assessment screen. Another diagram showing the risk assessment screen. Another diagram showing the risk assessment screen. Another diagram showing the risk assessment screen.

  Hereinafter, a human resource risk management system and program according to an embodiment of the present invention will be described with reference to the drawings.

<1. Schematic configuration>
The personnel risk management system 1 according to the present embodiment shown in FIG. 1 is a service form called so-called cloud service, ASP (Application Service Provider), SaaS (Software as a Service), etc. It is a system that provides The human resource risk management system 1 includes a human resource risk management server 2 and various information terminals 3 to 5 connected to the human resource risk management server 2 via a network 6 such as the Internet or a local area network (LAN). . The information terminal 3 is a terminal (hereinafter referred to as an “administrator terminal”) used by an administrator who is in a position to evaluate human resource risk such as a business operator, and the information terminal 4 is a terminal (hereinafter referred to as an “terminal” used by an employee belonging to the workplace organization) , Employee terminal). The information terminal 5 is a terminal (hereinafter referred to as a diagnostician terminal) used by a stress check diagnostician such as a doctor or a public health nurse.

  The employee can undergo a stress check by accessing the human resource risk management server 2 via the network 6 using the employee terminal 4. The stress check data indicating the result of the stress check is separately accumulated for each work organization in the database (DB) in the human resource risk management server 2, and the human resource risk management server 2 refers to the information in the DB Evaluate employee's human resource risk. The human resource risk according to the present embodiment includes two types of job separation risk and labor risk. However, only the job separation risk or only the labor risk may be evaluated, or one risk that comprehensively considers both is evaluated. May be Another factor can be evaluated as human resource risk. The employee turnover risk is a risk that a problem of employee turnover occurs, and the labor risk is a risk that a labor-related problem such as a long-term leave of an employee due to a mental disorder, work accident, or a lawsuit occurs.

  On the other hand, the manager can receive provision of the personnel risk management service by accessing the personnel risk management server 2 via the network 6 using the administrator terminal 3. For example, the personnel risk of the above-mentioned employee can be known.

  Further, the diagnostician accesses the human resource risk management server 2 via the network 6 using the diagnostician terminal 5, thereby browsing the result of the stress check of each employee of the work organization in charge of the diagnostician. be able to. Thereby, the diagnostician can diagnose the stress state of each employee, and notifies the troubled employee to that effect. The configuration of each device will be described below.

<2. Details of each device>
<2-1. Human resource risk management server>
The human resource risk management server 2 is a general server computer as hardware. The human resource risk management server 2 is configured by installing a human resource risk management program 2A on this general server computer. The human resource risk management program 2A is a program that causes the human resource risk management server 2 to execute processing to be described later, from a computer-readable recording medium 70 such as a CD-ROM or USB memory, or another device via the network 6. Will be installed from Note that the functions of the human resource risk management server 2 may be distributedly processed by a plurality of server computers, or may be centrally processed by a single server computer. In other words, the hardware configuration of the human resource risk management server 2 according to the present embodiment is not subject to the above restriction that at least one server computer exists.

  As shown in FIG. 2, the human resource risk management server 2 includes a control unit 21, a storage unit 22, a communication unit 23, a display unit 24, and an input unit 25. These units 21 to 25 are connected to each other via the bus line 7 and can communicate with each other. In the present embodiment, the display unit 24 is configured by a liquid crystal display or the like, and displays a screen or the like described later to the user. The input unit 25 includes a mouse, a keyboard, a touch panel, operation buttons, and the like, and accepts an operation from the user for the human resource risk management server 2.

  The storage unit 22 is composed of a non-volatile storage device such as a hard disk or a magnetic tape, and stores a human resource risk management program 2A, an organization management DB 50, an employee management DB 51, a stress check result DB 52, and attendance information. DB53 has been built. Details of the DBs 50 to 53 will be described later.

  The control unit 21 includes a CPU, a ROM, a RAM, and the like. The control unit 21 reads out and executes the human resource risk management program 2A stored in the storage unit 22, thereby virtually forming the manager screen creation unit 21A, the employee screen creation unit 21B, and the diagnostician screen creation unit 21C. It operates as an employee profile acquisition unit 21D, a stress check unit 21E, an attendance data acquisition unit 21F, a risk evaluation unit 21G, a learning unit 21H, and a system manager screen creation unit 21I. Details of the operations of the respective units 21A to 21I will be described later. The communication unit 23 functions as a communication interface that connects the human resource risk management server 2 to the network 6.

2-2. Administrator terminal>
FIG. 3 shows the configuration of the administrator terminal 3. The administrator terminal 3 is a general personal computer, a tablet, a smartphone, a mobile phone, or the like that can be connected to the network 6 as hardware, and by installing a predetermined program 3A in these general devices Configured The program 3A is a program that causes the administrator terminal 3 to execute a process that will be described later, and in the present embodiment, is simply a browser. Therefore, in this embodiment, all processes other than displaying various screens are performed by the human resource risk management server 2 in principle, and the administrator terminal 3 mainly manages the various screens created by the human resource risk management server 2 as human resource risk management. Only the process of receiving and displaying from the server 2 is executed. However, in another embodiment, an arbitrary function implemented in the human resource risk management program 2A may be implemented in the program 3A, and processing performed by the human resource risk management server 2 may be distributed to the information terminals 3. The same applies to programs 4A and 5A described later.

  As shown in FIG. 3, the administrator terminal 3 includes a display unit 31, an input unit 32, a storage unit 33, a control unit 34, and a communication unit 35. These units 31 to 35 are connected to each other via a bus line 8a and can communicate with each other. In the present embodiment, the display unit 31 is configured by a liquid crystal display or the like, and displays a screen or the like described later to the user. Further, the input unit 32 is configured by a mouse, a keyboard, a touch panel, an operation button, and the like, and receives an operation from the user on the manager terminal 3 and, in turn, the human resource risk management server 2 connected thereto.

  The storage unit 33 is composed of a non-volatile storage device such as a hard disk or a flash memory, and stores the program 3A. The control unit 34 includes a CPU, a ROM, a RAM, and the like. The communication unit 35 functions as a communication interface that connects the administrator terminal 3 to the network 6.

<2-3. Employee terminal>
FIG. 4 shows the configuration of the employee terminal 4. The employee terminal 4 has a hardware configuration similar to that of the manager terminal 3. That is, the employee terminal 4 is a general personal computer, a tablet, a smartphone, a mobile phone, or the like that can be connected to the network 6 as hardware, and the predetermined program 4A is installed in these general devices. It consists of The program 4A is a program that causes the employee terminal 4 to execute processing that will be described later, and in the present embodiment, the program 4A is simply a browser. Therefore, in this embodiment, all processes other than displaying various screens are performed by the human resource risk management server 2 in principle, and the employee terminal 4 mainly manages the various screens created by the human resource risk management server 2 as human resource risk management. Only the process of receiving and displaying from the server 2 is executed.

  As shown in FIG. 4, the employee terminal 4 includes a display unit 41, an input unit 42, a storage unit 43, a control unit 44, and a communication unit 45. These units 41 to 45 are connected to each other via a bus line 8b and can communicate with each other. In the present embodiment, the display unit 41 is configured by a liquid crystal display or the like, and displays a screen or the like described later to the user. Further, the input unit 42 is configured by a mouse, a keyboard, a touch panel, an operation button, and the like, and receives an operation from the user on the employee terminal 4 and, in turn, the human resource risk management server 2 connected thereto.

  The storage unit 43 is composed of a non-volatile storage device such as a hard disk or a flash memory, and stores the program 4A. The control unit 44 is configured of a CPU, a ROM, a RAM, and the like. The communication unit 45 functions as a communication interface that connects the employee terminal 4 to the network 6.

<2-4. Diagnostic terminal>
FIG. 5 shows the configuration of the diagnostician terminal 5. The diagnostician terminal 5 also has the same hardware configuration as the administrator terminal 3. That is, the diagnostician terminal 5 is a general personal computer, a tablet, a smartphone, a mobile phone, or the like that can be connected to the network 6 as hardware, and installs a predetermined program 5A in these general devices. It consists of The program 5A is a program that causes the diagnostician terminal 5 to execute processing that will be described later, and in the present embodiment, it is a simple browser. Therefore, in the present embodiment, all processes other than displaying various screens are performed by the human resource risk management server 2 in principle, and the diagnostician terminal 5 mainly uses the human resource risk management server 2 for various screens created by the human resource risk management server 2. Only the process of receiving and displaying from the server 2 is executed.

  As shown in FIG. 5, the diagnostician terminal 5 includes a display unit 51, an input unit 52, a storage unit 53, a control unit 54, and a communication unit 55. These units 51 to 55 are connected to each other via a bus line 8c and can communicate with each other. In the present embodiment, the display unit 51 is configured by a liquid crystal display or the like, and displays a screen or the like described later to the user. The input unit 52 includes a mouse, a keyboard, a touch panel, operation buttons, and the like, and accepts an operation from the user to the diagnostician terminal 5 and eventually the human resource risk management server 2 connected thereto.

  The storage unit 53 is composed of a non-volatile storage device such as a hard disk or a flash memory, and stores the program 5A. The control unit 54 includes a CPU, a ROM, a RAM, and the like. The communication unit 55 functions as a communication interface that connects the diagnostician terminal 5 to the network 6.

<3. Human resource risk management processing>
The personnel risk management service provided by the personnel risk management system 1 will be described below. The human resource risk management service is a service that evaluates human resource risk based on various factors that may affect human resource risk, and feeds this back to relevant parties. In the present embodiment, stress check data, attendance data, and employee profile data (described later) are referred to as information on various factors that can affect human resource risk, and the human resource risk of each individual employee is based on these data. Is evaluated. In addition to the human resource risks of individual employees, human resource risks in workplace organizational units and human resource risks in department units are also evaluated. The human resource risk management process is generally performed along the flow shown in FIG.

  When the workplace organization makes a contract to receive provision of human resource risk management service, initial setting on the manager side is first performed (step S1). Specifically, basic data of the workplace organization (hereinafter referred to as organization basic data) is registered in the organization management DB 50. In the organization management DB 50, a diagnosis including an office name (company name), an administrator password, an administrator contact information including an e-mail address, a name of a diagnosis person in charge, a diagnosis person ID, a diagnosis person password, and an e-mail address. Information such as person contact information is stored in association with the organization ID. In the organization management DB 50, information on a large number of workplace organizations is stored in association with each organization ID.

  In addition, in the initial setting on the manager side, in addition to the above organization basic data, basic data of employees belonging to the workplace organization (hereinafter referred to as employee basic data) is also registered in the human resource risk management server 2. Specifically, in the employee management DB 51, information such as employee ID, name, employee contact address including telephone number for all employees, organization ID of work organization to which the employee belongs and employee password etc. It is memorized. The above system basic data and employee basic data are created by the system administrator screen creation unit 21I by the system administrator who is the provider of the human resource risk management service based on the information provided by the manager of the workplace organization. It may be input to the human resource risk management server 2 via the system administrator screen. Alternatively, the administrator may use the administrator terminal 3 to connect to the human resource risk management server 2 and input via the basic data input screen provided by the human resource risk management server 2 at this time. The information on the organization ID, the administrator password, the diagnostician ID, the diagnostician password, the employee ID and the employee password is automatically allocated by the human resources risk management server 2.

  When the above initial setting on the manager side is completed, the personnel risk management server 2 notifies the related parties (step S2). Specifically, an e-mail describing a predetermined URL, a work ID and a manager password is sent to the manager's e-mail address registered in the organization management DB 50. After this, the administrator can log in to the administrator screen provided by the human resource risk management server 2 by accessing the URL using the administrator terminal 3. At this time, the administrator screen requests input of a workplace ID and an administrator password as authentication information for login. Note that all the administrator screens described later, including the administrator screen at this time, are created by the administrator screen creation unit 21A.

  In step S2, a message by SMS (short messaging service) is transmitted from the personnel risk management server 2 to the telephone number of the employee registered in the employee management DB 51. The message describes a predetermined URL, an employee ID assigned to the employee, and an employee password. Therefore, after this, each employee can log in to the employee screen provided by the personnel risk management server 2 by accessing the URL using the employee terminal 4. At this time, the employee screen requests input of an employee ID and an employee password as authentication information for login. The employee screen creation unit 21B creates all employee screens described later, including the employee screen at this time. Also, by storing the employee's email address in advance in the employee management DB 51, an email address of the same content may be sent to the email address instead of or in addition to the message by SMS. It is possible.

  In step S2, a predetermined URL, a diagnostician ID and a diagnostician password assigned to the diagnostician are described from the human resource risk management server 2 to the e-mail address of the diagnostician registered in the organization management DB 50. Email is sent. After that, the diagnostician can log in to the diagnostician screen provided by the human resource risk management server 2 by accessing the URL using the diagnostician terminal 5. At this time, the diagnostician screen requests input of a diagnostician ID and a diagnostician password as login authentication information. Note that all diagnostic screens described later, including the diagnostic screen at this time, are created by the diagnostic screen creation unit 21C.

  When each employee logs in to the employee screen for the first time after receiving the notification in step S2, the employee performs initial setting on the employee side (step S3). Specifically, the employee profile acquisition unit 21D requests the employee to input employee profile data via the employee screen. The employee profile data entered here includes the employee's date of joining the workplace, employment status (regular / non-regular), industry, department, age, gender, married / unmarried, It includes information such as a medical history of mental disorders such as depression. In addition, the employee profile acquisition unit 21D also carries out a selection response type questionnaire survey consisting of a plurality of questions for determining the type information indicating the type of each employee to the employee via the employee screen. , Receive the answer. Here, the type of employee is a type in which employees are classified according to an item that places importance on employment, that is, a way of thinking about work. In the present embodiment, “paying-oriented”, “human-oriented”, “skills up” There are four types, emphasis on type and work-life balance type. In addition, the question of the questionnaire survey includes an item for asking about satisfaction with salary. The employee profile acquisition unit 21D associates all the information acquired here with the employee ID, and stores it in the employee management DB 51 together with the employee basic data. Note that among the information, information that can be grasped by the manager, typically, information such as the joining year, employment type, business type, year of birth, and gender may be input in step S1.

  Each time the employee profile acquisition unit 21D acquires employee profile data for each employee, the employee profile acquisition unit 21D specifies the type of the employee (step S4). For example, each answer of each question in the questionnaire survey is given a score in advance for each type, these scores for all questions are added up for each type, and the type with the highest score is taken as the type of the employee It can be decided. You can also obtain employee types directly by preparing questions such as "What's important to you? Money, Skills (Growth), Relationships (Personality), Private" etc. . If money is selected, “salary emphasis type”; if skill up is selected, “skill up emphasis type”; if human relationship is selected, “human relation emphasis type”; When selected, it can be determined as “work-life balance type”. The type specified here is also stored in the employee management DB 51 in association with the employee ID.

  When the above initial setting is completed, the employee can perform a stress check via the employee screen (step S5). Specifically, when the employee accesses the stress check screen B1 which is one of the employee screens, the stress check unit 21E performs a stress check on the employee via the screen. FIG. 7 shows an example of the stress check screen B1. As shown in the figure, the stress check is performed, for example, by having the employee answer a plurality of questions in a selection response formula. Preferably, the “vocational stress simple survey table” of the Ministry of Health, Labor and Welfare guidelines comprising 57 questions can be used. In addition to questions related to work itself such as “I have to do a lot of work” and “I can't handle my work in time,” this “Simple Survey of Occupational Stress” “I can reflect my opinions” “I have disagreements within my department” “The atmosphere at my workplace is friendly” “How can the following people talk to me-my boss, my colleagues at work Etc. ”, questions about the work environment and people around the work place. By performing a stress check composed of such a large number of questions, it is possible to determine employee stress from various viewpoints. Note that the stress check of this embodiment is similar to the questionnaire survey in step S3 in that the employee is made to answer a plurality of questions, but the question items are different and the timing of the execution is also different. That is, as described later, the stress check in step S5 is periodically performed, but the questionnaire in step S2 may be performed at the time of initial setting, and may not be repeatedly performed. However, it can also be designed so that employees can update the contents of questionnaire responses at an appropriate time.

  When the stress check unit 21E receives answers to all questions from the employee, the stress check unit 21E determines the stress level of the employee according to a predetermined algorithm. For example, it is possible to give a raw score to each answer of each question for the stress check in advance, total the scores for all the questions, and determine the stress level according to the total score.

  The result of the stress check (the answer to each question and the degree of stress) is displayed on the stress diagnosis result screen B2 which is one of the employee screens, and in association with the employee ID, the employee management DB 51 as stress check data. It is stored inside. FIG. 8 shows an example of the stress diagnosis result screen B2, and as shown in the figure, the stress diagnosis result screen B2 displays a graph of the degree of stress. Moreover, this stress check can be performed regularly, for example, once a month, once a year, etc., and the comparison with the past stress degree is also displayed. In addition, each question for the stress check is a plurality of items corresponding to the "element considered to be the cause of stress" shown in the figure, a plurality of items corresponding to the "body-to-body reaction caused by the stress", and "stress" It is associated with any one or more of a plurality of items corresponding to “other factors affecting the response”. Each answer of each question is given in advance a score for determining the degree of appropriateness of the item. The stress check unit 21E adds up these scores for each item, and determines the degree of relevance for each item according to the total score. In the stress diagnosis result screen B2, icons (objects) corresponding to the respective items are arranged, and the corresponding degree for each item is classified into three levels (red, yellow, and green) based on the color attached to the icon corresponding to the item. Red is the most relevant, green is the least, and yellow is the middle). As a result, employees can easily recognize their own problems specifically (that is, whether they are burdened with a large amount of work, have problems with their personal relationships with the workplace, are tired, etc.) can do. In addition, the corresponding degree for each item here is also stored in the employee management DB 51 in association with the employee ID.

  Moreover, the attendance data acquisition part 21F acquires attendance data of each employee, associates this with the employee ID, and stores it in the attendance information DB 53 (step S6). The attendance data is sequentially accumulated in the attendance information DB 53 at predetermined time intervals (for example, once a month). There are various methods for acquiring attendance data. For example, based on information provided by the administrator, the system administrator may input to the human resource risk management server 2 via the system administrator screen. A person may connect to the human resource risk management server 2 using the manager terminal 3 and transmit attendance data to the human resource risk management server 2 via the manager screen. Alternatively, a time management system in the workplace organization (for example, a system for managing time stamping of a time recorder) is connected to the human resource risk management server 2, and time data of each employee is automatically taken into the time information DB 53. You may do so.

  When the stress check of the above employees is completed and the acquisition of attendance data is completed, the risk evaluation unit 21G evaluates the human resource risk (step S7). Specifically, the risk evaluation unit 21G reads the stress check data, the attendance data, and the employee profile data by referring to the employee management DB 51, the stress check result DB 52, and the attendance information DB 53, and based on these data Assess personnel risk. Human resource risk is assessed on a unit-by-employee basis, department, and the entire workplace organization. In addition, human resource risk is evaluated by dividing it into turnover risk and labor risk.

  First, the employee turnover risk will be explained. The job separation risk is comprehensively determined from four viewpoints: environmental attributes, health status, attendance status, and motivation. Among these, environmental attributes consist of items such as employment type, industry, age, gender, married / unmarried, whether or not nursing care, years of service, etc., and the item values of these items are determined from employee profile data. Ru. A raw score is given in advance to each item value of each item. For example, in the item of employment type, there are two item values of normal / non-normal, and raw points are given such as 0 for normal and 1 for non-normal. Then, the scores of the environmental attributes are calculated by summing up these scores for all items of the environmental attributes. The raw points corresponding to the item values of each item can be weighted according to the employee type. For example, if the basic score is “salary emphasis type”, it is 1 ×, “human relation emphasis type” is 1.2 times, “skill up emphasis type” is 1.5 times, “work-life balance” If it is “type”, the value can be doubled. As a weighting coefficient for each type, a different value can be set for each item. Of course, there may be an item for which weighting is not performed. Such weighting can be performed in the same way for each item of health condition, attendance situation, and motivation described later.

  On the other hand, the health condition consists of the medical history of mental disorder, items corresponding to some questions of stress check (those affecting the health condition of the employee), etc. The item value of each of these items is the employee It is judged from profile data and stress check data. A raw point is given to each item value of each of these items in advance. For example, in the item of the medical history of the mental disorder, there are two item values of presence / absence, one point if it is present, and zero point if it is not present. Then, by summing up these scores for all items of the health condition, the score of the health condition is calculated. Moreover, as stress check data, not only the latest data but also data before the previous time can be taken into consideration. At this time, weighting can be performed so that the latest one has a higher health score.

  The attendance status consists of items such as late hours, early departure times, number of absentee days, number of attendances on holidays, late-night work hours, overtime hours, etc., and the item values for each item are determined from the attendance data for the most recent specified period. . A raw point is given to each item value of each of these items in advance. For example, in the item of delay time, there are a plurality of item values such as less than 30 minutes, 30 minutes to 60 minutes, 60 minutes to 90 minutes, 90 minutes to 120 minutes, and so on. Raw points are given such as 2 points, 3 points and 4 points. Then, by summing up these points for all items of the attendance status, the attendance status score is calculated. Also, weighting can be performed so that the latest time attendance data is related to a greater attendance status score.

  Finally, motivation consists of items corresponding to salary satisfaction, some questions related to stress checks (those that affect employee motivation), etc. It is judged from data and stress check data. A raw point is given to each item value of each of these items in advance. For example, in the item of satisfaction with salary, there are four levels of item values, and raw points such as 0 point, 1 point, 2 points, and 3 points are given. Then, by summing up these points for all items of motivation, the points of motivation are calculated. Moreover, as stress check data, not only the latest data but also data before the previous time can be taken into consideration. At this time, weighting can be performed so that the latest one has a higher health score.

  As described above, after calculating the four points of environmental attributes, health status, attendance status, and motivation regarding job separation risk, the risk assessment unit 21G calculates the individual employee's job separation risk by summing these four points. Calculate the risk score to be evaluated (hereinafter, individual turnover risk score). This personal turnover risk evaluation score is also stored in the employee management DB 51 in association with the employee ID.

  Subsequently, the risk evaluation unit 21G searches the employee management DB 51 using the organization ID as a key to extract personal turnover risk evaluation points for all employees who belong to the same workplace, and sums these to determine the workplace A risk evaluation point (hereinafter referred to as an organizational turnover risk evaluation point) for evaluating the turnover risk in the entire organization is calculated. This organization turnover risk evaluation score is stored in the organization management DB 50 in association with the organization ID. In addition, the risk evaluation unit 21G extracts the individual employee turnover risk score for all the employees belonging to the same department in the same workplace with the organization ID and the department as keys, and adds them up to obtain the staffing risk in the whole department. Calculate the risk score (hereinafter referred to as the department turnover risk score) to evaluate the The department turnover risk evaluation score is stored in the organization management DB 50 in association with the corresponding department.

  The job separation risk has been described above, but the risk score is similarly calculated for the labor risk. However, items to be evaluated for determining a risk evaluation point are different between labor risk and turnover risk. In the present embodiment, some items are common, but some items are different, and the raw points given to the item values of the common items are partially different. Specifically, in the present embodiment, the item related to the health condition and the motivation and the raw points corresponding to the item value match between the labor risk and the job leaving risk. On the other hand, regarding items related to the attendance status, the items themselves match, but some of the raw points corresponding to the item values are different. In addition, although the risk of leaving work was evaluated based on the items of age, gender, marital status, and years of service, these items may have a smaller impact on labor risk than the risk of leaving work. Therefore, in the present embodiment, these items are not evaluated in evaluating the risk score of labor risk. The risk assessment unit 21G uses the same method as employee turnover risk for labor risk, in addition to risk assessment points for assessing individual employee labor risks (hereinafter referred to as individual labor risk assessment points), as well as labor risks for the entire workplace organization. Risk assessment points to be evaluated (hereinafter referred to as organizational labor risk score) and risk evaluation points to assess labor risk in the whole division (hereinafter referred to as division labor risk score) are calculated. The risk evaluation points regarding these labor risks are also stored in the organization management DB 50 and the employee management DB 51 in association with the organization ID, employee ID, and department.

  In addition, although the above-mentioned various risk score (by turnover / labor, individual / workplace organization / division unit division) is calculated by totaling the raw points allocated to various items as described above, The points may be multiplied rather than simply summed. That is, the method for calculating the risk evaluation score from each raw point of each item can be appropriately set as long as the item value of each item can be evaluated.

  After the risk evaluation in step S7, when the manager accesses the human resource risk management server 2, a risk evaluation screen B3 which is one of the manager screens is provided (step S8). 9 to 13 are examples of the risk evaluation screen B3. As shown in the figure, the risk evaluation screen B3 is a screen that displays the result of the risk evaluation in step S8 in various formats in an easy-to-understand manner.

  On the risk evaluation screen B3 shown in FIGS. 9 to 13, an overview display area A1 on the left side of the screen and a detailed display area A2 on the right side of the screen are displayed. In the overview display area A1, icons (objects) I1 to I6 corresponding to the entire workplace organization and department-specific turnover risks and labor risks are arranged. These icons I1 to I6 are colored in red, which indicates danger, yellow which indicates attention, or green which indicates safety, in accordance with the corresponding risk evaluation points. This enables the manager to easily recognize the risks held by the workplace organization and the risks held by each department for each of the problem of leaving work and the problem of labor.

  The above icons I1 to I6 have a selection function for selecting the content to be displayed in the detail display area A2. For example, in FIGS. 9 to 11, the icon I1 corresponding to the job leaving risk for the entire work organization is selected in the overview display area A1, and the details of the job leaving risk for the entire work organization are displayed in the detail display area A2. It shows the situation. 12 and 13 show that the icon I5 corresponding to the labor risk of the sales department is selected in the overview display area A1, and details of the labor risk of the sales department are displayed in the detail display area A2 There is.

  The pie chart I7 in the detail display area A2 shows the proportion of people who belong to the danger (red) zone, the proportion of people who belong to the caution (yellow) zone and the safety (green) zone in the entire workplace organization. The percentage of people belonging to is displayed. The personal turnover risk score and the personal labor risk score described later are also classified into three stages: red indicating danger, yellow indicating caution, and green indicating safety. Below the pie chart I7, a comment I8 corresponding to the risk of job separation in the entire workplace organization is attached.

  In addition, in the detail display area A2, the number of persons whose personal turnover risk evaluation points belong to each of the danger (red), caution (yellow) and safety (green) zones is the latest predetermined period (for example, two months) Is displayed in the form of a transition graph I9. In addition, as shown in FIG. 9 and FIG. 10, in the detailed display area A2, there are a number of circles indicating the number of persons corresponding to each item value of the item for each item for evaluating the risk evaluation point. The graph is placed.

  Further, in the detailed display area A2, a list of the employee turnover risks of each employee belonging to the workplace organization is displayed. As shown in FIG. 11, in the detail display area A2, icons (objects) C1 corresponding to the respective employees are arranged, and these icons C1 indicate the individual employee leaving score for the employee corresponding to each employee. In response, one of three colors, red indicating danger, yellow indicating caution, and green indicating safety, is added. Thereby, the administrator can know not only the overall trend of human resource risk but also a detailed trend. Not only the icon C1 but also the attribute information of the employee is displayed in the list of individual employees' job leaving risks. Specifically, as the attribute information, employee ID, gender, type of employee, employment type, years of service, age, attendance data, stress state and the like are displayed. However, in the present embodiment, information sufficient for the manager to specify the employee individual, for example, information such as name and date of birth is not displayed, but such information is also displayed. May be In this case, it is also possible to cause the employee to input such information by himself / herself at the time of initial setting on the employee side (step S3).

  As shown in FIGS. 12 and 13, the same screen is created for the labor risk of the sales department. That is, a pie chart I7 indicating the proportion of employees whose individual labor risk score belongs to the red, yellow and green zones in the sales department and its transition graph I9 are displayed. A comment I8 corresponding to the labor risk of the sales department is attached below the pie chart I7. Further, the labor risk of each employee belonging to the sales department is displayed as a list in a form including the icon C1 and attribute information. The display content of the detailed display area A2 is displayed in the same manner when other risks are selected via the icons I2 to I4 and I6.

  By the way, the stress check data indicating the result of the stress check performed by the employee is not only used for evaluating the human resource risk but also transmitted to the diagnostician (step S9). The diagnostician can access the diagnostician screen via the diagnostician terminal 5 and browse the stress check data of each employee. Then, if necessary, advice and care messages are transmitted to the employee contact information via the human resource risk management server 2 (step S10). Further, the diagnostician transmits improvement guidance and improvement proposals to the contact information of the administrator via the human resource risk management server 2 (step S11). In addition, about attendance data, it can also comprise so that a diagnostician can browse, and it can also comprise so that it cannot browse.

  In addition to the administrator screen creation unit 21A creating the risk evaluation screen B3, the system administrator screen creation unit 21I periodically displays a similar administrator screen (information that the administrator should finally see) ( For example, it may be created once every three months. This administrator screen is first presented to the system administrator via the display unit 24 or the like, and the system administrator can print this via the printer connected to the personnel risk management server 2 or the like. Can be passed to the administrator as a report. In this case, the system administrator screen creation unit 21I can create an administrator screen that includes content different from the risk evaluation screen B3 illustrated in FIGS. For example, in terms of formal points, the title can be “report”. Regarding the contents of the report, the change in the number of employees who belong to the red, yellow and green zones and the number of employees who left the job for each item for evaluating the risk score for each type of risk score. It is possible to display a graph, to pick up and present information (preferably anonymized) of employees with a particularly high human resource risk, or to give a comment input by a diagnostician. In this manner, if the administrator can confirm daily the above-mentioned risk evaluation screen B3 via the administrator terminal 3, and if the system administrator delivers the other information as a report to the administrator , It will be possible to examine human resource risks from a wider perspective. When a diagnostician gives a comment, at least a part of the contents of the report can be displayed on the diagnostician screen so that the diagnostician can enter the comment on the diagnostician screen after viewing the content. Can be configured. In addition, since it is considered that the content of comments is classified into several patterns, comments entered once by a diagnostician are sent via the system administrator screen and the diagnostic screen respectively by at least one of the system administrator and the diagnostician. It is preferable to be able to register in the storage unit 22 of the personnel risk management server 2. In this case, the registered comments can be presented in a selection format on the screen of the diagnostician so that the diagnostician can easily add a comment thereafter. Also, as a form of delivery of the report, for example, the system administrator may visit and hand over the administrator, may send it by mail, or the system administrator reports to the administrator by e-mail. You may send the data of the book. Further, in the case where the report is delivered to the administrator as described above, the administrator may not be able to view the risk evaluation screen B3 via the administrator terminal 3.

  Further, the human resources risk management server 2 has a learning function of learning under what conditions the human resource risk is increased, that is, the cause of leaving based on various data accumulated in the DBs 51 to 53. More specifically, the learning unit 21H determines a leaving employee based on the attendance data stored in the attendance information DB 53 at a predetermined timing (for example, once every half year). That is, since the new attendance data can not be obtained when the employee leaves the job, it can be determined that the employee has left the job based on the fact that the new attendance data can not be obtained. The attendance data, stress check data, and employee profile data in a predetermined period immediately before the employee leaving the job are analyzed, and the tendency to appear immediately before the employee leaves the job is determined. For example, if the individual turnover risk score or personal labor risk score belongs to the red or yellow zone for three consecutive months and there is a sharp increase in the number of late arrivals and absences, the possibility of retirement within 3 months Detects that 80% or more. Then, after identifying such a tendency, the learning unit 21H automatically reflects this in the calculation formula of the risk score. In the above example, if you find an employee whose individual turnover risk score or personal labor risk score belongs to the red or yellow zone for three consecutive months, and the number of lateness and absenteeism has increased dramatically, A predetermined risk score belonging to the red zone can be given as the individual employee leaving job risk score or the personal labor risk score regardless of the risk score calculated by the formula of. In the above automatic learning, the learning unit 21H may extract attendance data, stress check data, and employee profile data of leaving workers from the DBs 51 to 53, and execute analysis only on data of these leaving employees. . Furthermore, data other than the leaving employee may also be extracted, and this may be compared with the data of the leaving employee to detect a tendency that appears in the leaving employee but does not appear or hardly appears in other than the leaving employee.

  Alternatively, this type of learning can be performed by a system administrator. In this case, after the learning unit 21H determines leaving from job attendance data in the above-described manner, the learning unit 21H displays a list of data immediately before leaving the job and provides the system administrator with the data via the system management screen. For example, for each item for evaluating the risk evaluation point, a transition graph of a predetermined period immediately before leaving the job regarding each item value of the item is created, and this is summarized on a learning screen which is one of the system management screens. The system administrator browses the learning screen via the display unit 24 or the like, and determines the tendency of the human resource risk to increase. In this case, the system administrator can change the human resource risk management program 2A so that the tendency determined by the system administrator is reflected in the calculation formula of the risk evaluation score.

  The human resource risk management server 2 accumulates data of a large number of workplace organizations. Therefore, in the human resource risk management system 1, the above learning function makes it possible to judge the tendency of the human resource risk to increase across companies, and to predict the human resource risk with higher accuracy.

  As mentioned above, although one Embodiment of this invention was described, this invention is not limited to the said embodiment, A various change is possible unless it deviates from the meaning. For example, calculation of the risk evaluation point of each employee is executed each time the stress check by each employee is completed, and this is stored in the storage unit 22 and read out when creating the risk evaluation screen B3. Therefore, it may be used as the basis for calculating risk assessment points for the entire workplace organization and for each department. Further, in the above embodiment, the progress levels of various human resources risks are displayed by the colors of the icons (objects) respectively corresponding to them, but may be displayed in the form of icons instead of or in addition to the colors. Or a numerical value (90%, etc.).

1 Human resource risk management system 2 Human resource risk management server (computer)
2A Human resource risk management program 3 Administrator terminal 4 Employee terminal 21A Administrator screen creation part (GUI creation part)
21B Employee screen creation department (GUI creation department)
21D Employee Profile Acquisition Department (Employee Type Acquisition Department)
21E Stress check unit 21F Attendance data acquisition unit 21G Risk evaluation unit 21H Learning unit 21I System administrator screen creation unit (GUI creation unit)
51 employee management database 52 stress check result database (first storage unit)
53 Attendance Information Database (Second Storage Unit)
B1 Stress check screen (employee GUI)
B2 Stress diagnosis result screen (employee GUI)
B3 Risk assessment screen (Administrator GUI)

Claims (11)

A human resource risk management system for managing human resource risk including at least one of job separation risk and labor risk in a workplace organization,
A stress data acquisition unit for acquiring stress check data indicating a result of stress check input by a plurality of employees belonging to the workplace organization ;
A first storage unit for storing the stress check data ;
A second storage unit in which time data of the plurality of employees is stored;
The risk of reading the stress check data of the plurality of employees from the first storage unit, reading the attendance data from the second storage unit, and evaluating the human resources risk according to the stress check data and the attendance data Evaluation Department,
And a GUI creation unit for creating a manager GUI for presenting the human resource risk to the manager ,
The risk evaluation unit calculates, for each employee, a first raw score based on the stress check data of the employee, and a second raw score based on the attendance data of the employee, Calculating a risk evaluation score for the employee according to the first raw score and the second raw score;
Human resource risk management system. The human resource risk includes at least one risk of job separation risk and labor risk in the workplace organizational unit.
The human resource risk management system according to claim 1. The human resource risk includes at least one risk of job separation risk and labor risk in a unit of the workplace organization.
The personnel risk management system according to claim 1 or 2. The stress check includes answering questions relating to at least one of business, work environment and people around the work;
The human resource management system according to claim 1. The human resource risk includes at least the turnover risk.
The human resources risk management system according to any one of claims 1 to 4. The GUI creation unit further creates an employee GUI accessible to the employee;
The stress data acquisition unit acquires the stress check data by executing the stress check of the employee via the employee GUI .
The human resource management system according to any one of claims 1 to 5. An employee type acquisition unit that acquires type information indicating the type of each employee related to matters to be emphasized for work;
The risk evaluation unit weights at least one of the first raw point and the second raw point according to the type information.
The human resource management system according to claim 1 . An employee type acquisition unit that acquires type information indicating the type of each employee related to matters to be emphasized for work;
The risk evaluation unit evaluates the human resource risk according to the type information in addition to the stress check data and the attendance data.
Personnel management system according to any of claims 1 to 6. The employee type acquisition unit performs a predetermined questionnaire for the employee via an employee GUI accessible by the employee, and determines the type information from an answer to the questionnaire.
The human resource management system according to claim 7 or 8 . Further comprising a learning unit for determining a person who has left the job from the attendance data stored in the second storage unit, and learning the cause of the employee leaving the job based on the stress check data and the attendance data,
Personnel management system according to any of claims 1 to 9. A human resource risk management program for managing human resource risk including at least one of job separation risk and labor risk in a workplace organization,
Obtaining stress check data indicating a result of a stress check input by a plurality of employees belonging to the workplace organization;
Acquiring time data of the plurality of employees;
Evaluating the human resource risk according to the stress check data and the attendance data of the plurality of employees;
Creating an administrator GUI for presenting the human resource risk to an administrator;
The step of evaluating the human resource risk calculates, for each employee, a first raw score based on the employee's stress check data and a second raw score based on the employee's attendance data. And calculating a risk evaluation score for the employee according to the first raw score and the second raw score,
Human resource risk management program.