JP7404623B2 - Information processing equipment and programs - Google Patents

Description

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

Conventionally, technology for storing and managing personnel information regarding personnel belonging to organizations such as companies, including multiple items such as names, positions, personnel evaluations, personnel characteristics, and proficiency in various skills, in the storage section of an information processing device. (For example, see Patent Document 1).

Japanese Patent Application Publication No. 11-53430

However, as described in the above-mentioned Patent Document 1, it is not possible to simply store and manage personnel information that cannot be changed or whose degree of change is small in the storage unit of an information processing device. That's difficult.

The present invention has been made in view of such problems, and an object of the present invention is to make it possible to judge the compatibility between subordinates and superiors.

In order to solve the above problems, an information processing device according to the present invention includes:
Among multiple people belonging to an organization, superiors can be classified into one of multiple superior groups, and subordinates can be classified into multiple subordinate groups, which are classified by the same type of people. A derivation means for deriving the degree of compatibility for each combination of either;
Regarding a predetermined person designated from the plurality of people, if the one person belongs to the superior group, the person belonging to the subordinate group whose compatibility level meets the predetermined standard is selected. While displaying on the display means as a subordinate who should be entrusted to one person, if the one person belongs to the subordinate group, the person belonging to the superior's group whose compatibility degree satisfies the predetermined standard is displayed on the display means. a display control means for displaying on a display means a boss to be assigned to one person;
Equipped with
The display control means causes the display means to display, for a combination of the superior group and the subordinate group for which the compatibility derived by the derivation means is lower than a predetermined value, the compatibility is low. It is characterized by making it happen .

The program according to the present invention causes a computer to
Among multiple people belonging to an organization, superiors can be classified into one of multiple superior groups, and subordinates can be classified into multiple subordinate groups, which are classified by the same type of people. Derivation means for deriving compatibility for each combination of either;
Regarding a predetermined person designated from the plurality of people, if the one person belongs to the superior group, the person belonging to the subordinate group whose compatibility level meets the predetermined standard is selected. While displaying on the display means as a subordinate who should be entrusted to one person, if the one person belongs to the subordinate group, the person belonging to the superior's group whose compatibility degree satisfies the predetermined standard is displayed on the display means. Display control means for displaying on a display means as a boss to be assigned to one person , the combination of the superior group and the subordinate group for which the degree of compatibility derived by the deriving means is lower than a predetermined value. , display control means for causing the display means to display that the degree of compatibility is low ;
It is characterized by functioning as

According to the present invention, it is possible to judge the compatibility between a subordinate and a superior.

FIG. 1 is a block diagram showing a business support system according to an embodiment of the present invention. FIG. 2 is a block diagram showing the functional configuration of a server. FIG. 2 is a block diagram showing the functional configuration of a terminal device. FIG. 3 is a diagram showing a login screen for logging into a server. FIG. 3 is a diagram showing a top screen when an employee belonging to the human resources department logs into the server. It is a diagram showing a top screen when a general employee logs into the server. FIG. 3 is a diagram showing a human resources dashboard screen. It is a figure showing a list screen. It is a figure showing an employee information screen. It is a figure showing an employee information screen. It is a flowchart which shows the control procedure of compatibility analysis processing. It is a flowchart which shows the control procedure of compatibility level display control processing. It is a figure showing an example of a matrix table (score table). It is a figure showing a list screen. It is a figure showing a list screen. It is a flowchart which shows the control procedure of compatibility analysis result display control processing. It is a figure showing a compatibility analysis result screen. It is a figure showing a list screen.

Below, specific aspects of the present invention will be explained using the drawings. However, the scope of the invention is not limited to the illustrated example.

<Configuration of business support system 1>
First, the configuration of this embodiment will be explained with reference to FIG. FIG. 1 is a schematic configuration diagram of a business support system 1 of this embodiment.

The business support system 1 of this embodiment is a system that supports health management that aims to maintain and improve the health of personnel belonging to an organization such as a company organization and improve the business efficiency of the organization. In the following, the business support system 1 will be used to support health management by using a company with multiple employees as an example, but this is not intended to be limiting; Organizations consisting of people can be eligible for health management support.

As shown in FIG. 1, the business support system 1 includes a server (information processing device) 2 and a plurality of terminal devices 3. The server 2 and the terminal device 3 are connected via a communication network N so that they can communicate information.

The server 2 is, for example, a server on a cloud, and provides a health management solution for supporting the above-mentioned health management.

The terminal device 3 is, for example, a terminal device used by an employee of a company that has introduced the business support system 1. Examples of the terminal device 3 include a notebook PC (Personal Computer), a desktop PC, and the like. Note that the device is not limited to this, and may be a smartphone, a tablet PC, a mobile phone, or a PDA (Personal Digital Assistant).

The communication network N is assumed to be, for example, the Internet, but may be another network such as a LAN (Local Area Network).

<Configuration of server 2>
Next, the functional configuration of the server 2 will be described with reference to FIG. 2. FIG. 2 is a block diagram showing the functional configuration of the server 2. As shown in FIG.

As shown in FIG. 2, the server 2 includes a CPU (Central Processing Unit) 21, a RAM (Random Access Memory) 22, a storage section 23, an operation section 24, a display section 25, and a communication section 26. ing. Further, each part of the server 2 is connected via a bus 27.

The CPU (deriving means, display control means, classification means, acquisition means, generation means) 21 reads out various programs such as system programs and application programs stored in the storage unit 23, develops them in the work area of the RAM 22, and executes the relevant programs. The operation of each part of the server 2 is controlled according to the program. For example, the CPU 21 generates a control signal for causing the display unit 35 of the terminal device 3 to display the execution result according to the execution result of the application program, and transmits it to the terminal device 3 via the communication unit 26. do.

The RAM 22 is, for example, a volatile memory, and has a work area in which various programs and data read out by the CPU 21 are temporarily stored.

The storage unit 23 is configured of, for example, an HDD (Hard Disk Drive), an SSD (Solid State Drive), an EEPROM (Electrically Erasable Programmable Read Only Memory), or the like.
The storage unit 23 stores system programs executed by the CPU 21, application programs such as a Web server program, data necessary for executing these programs, and the like.

Furthermore, the storage unit 23 stores a personnel database, an attendance database, a medical examination database, and the like.
The human resources database contains various information related to the personnel affairs of each employee (e.g., employee number, department, age, gender, employment category, position, qualification, grade, job type, flag for being on leave, flag for being likely to retire, diagnosis results regarding thinking characteristics (e.g., This is a data group in which diagnostic results (e.g., diagnosis results using the Harman model) are accumulated.
The attendance database accumulates various information regarding each employee's work status (for example, number of working days, overtime hours, number of days off, number of tardies, number of early departures, number of paid holidays, number of absent days, number of days on leave, days on leave, date of retirement, etc.) This is the data group that has been used.
The health checkup database is a data group that stores various information regarding the results of health checkups taken by each employee.
Note that the personnel database, attendance database, and health examination database may be stored in another file server or the like that is communicably connected via the communication unit 26.

The operation unit 24 includes, for example, a key input unit such as a keyboard, and a pointing device such as a mouse. Further, the operation unit 24 receives key inputs and position inputs, and outputs the operation information to the CPU 21.

The display unit 25 includes, for example, an LCD (Liquid Crystal Display), an organic EL (Electro Luminescence) display, or the like. Further, the display unit 25 displays various screens according to instructions from display signals output from and input from the CPU 21.

The communication unit 26 is composed of, for example, a network card. Further, the communication unit 26 is communicatively connected to the communication network N and performs communication with devices on the communication network N (for example, the terminal device 3, etc.).

<Configuration of terminal device 3>
Next, the functional configuration of the terminal device 3 will be described with reference to FIG. 3. FIG. 3 is a block diagram showing the functional configuration of the terminal device 3. As shown in FIG.

As shown in FIG. 3, the terminal device 3 includes a CPU 31, a RAM 32, a storage section 33, an operation section 34, a display section 35, and a wireless communication section 36. Further, each part of the terminal device 3 is connected via a bus 37.

The CPU 31 reads out various programs such as system programs and application programs stored in the storage unit 33, develops them in the work area of the RAM 32, and controls the operation of each part of the terminal device 3 according to the programs. For example, the CPU 31 executes an information display input program such as a browser, causes the wireless communication unit 36 to transmit information based on the contents of the user's input operation on the operation unit 34 to the server 2, or transmits information received from the server 2. It may be displayed on the display unit 35.

The RAM 32 is, for example, a volatile memory, and has a work area in which various programs and data read out by the CPU 31 are temporarily stored.

The storage unit 33 is configured of, for example, an HDD, SSD, EEPROM, flash memory, or the like. The storage unit 33 stores system programs executed by the CPU 31, application programs such as a browser, data necessary for executing these programs, and the like.

The operation unit 34 includes, for example, a key input unit such as a keyboard, and a pointing device such as a mouse. Further, the operation unit 34 receives key inputs and position inputs, and outputs the operation information to the CPU 31.

The display unit (display means) 35 is composed of, for example, an LCD or an organic EL display. Further, the display unit 35 displays various screens according to instructions of display signals outputted from and inputted from the CPU 31.

The wireless communication unit 36 includes, for example, an antenna, a modulation/demodulation circuit, a signal processing circuit, and the like. The wireless communication unit 36 also transmits and receives information using radio waves to base stations, access points, etc. connected to the communication network N, and communicates with devices on the communication network N (for example, the server 2, etc.). .

《Operation of business support system 1》
FIG. 4 is a diagram showing a login screen 41 for logging into the server 2. As shown in FIG.
The login screen 41 is a screen displayed on the display unit 35 when a browser program is executed on the terminal device 3 and a predetermined website for logging into the server 2 is accessed. On the login screen 41, a text box A1 for entering the user name of the account used for login, a text box A2 for entering the password, and a login button B1 are displayed.

Through an input operation on the operation unit 34 of the terminal device 3, a user name is input into the text box A1, a password is input into the text box A2, and when an input operation to select the login button B1 is performed in this state, the input The authentication information is sent to the server 2 and checked against the authentication information registered in the server 2. If the input authentication information matches the authentication information of any registered account, the CPU 21 of the server 2 performs login processing to the server 2 using that account and starts a login session. Ru. Here, in the business support system 1 of this embodiment, a special account issued to a specific employee (for example, an employee belonging to the human resources department) is provided in addition to a normal account.

FIG. 5 is a diagram showing the top screen (employee dashboard screen) 42 when an employee belonging to the human resources department to whom the above-mentioned special account has been issued (for example, Mr. Jiro Personnel) logs into the server 2.
This top screen 42 displays information regarding the following items: "Notifications", "Work style", and "Current month status".

The "Notices" item on the top screen 42 displays notices from the human resources department and the health insurance association (for example, "Please receive your health checkup" and "Scheduled start of your health checkup on April 1, 2018"). Is displayed.

In addition, the "Working style" item on the top screen 42 includes "Mood data", "Working style score", "Working hours graph/Working style score graph", "Working hours", "Overtime hours", "Paid holidays/ Information regarding the following items is displayed: half-holiday time, non-working time, number of working days for seven consecutive days, and number of working days off. Further, directly above the "work style score" item, the most recent 30 days button B2, the most recent 90 days button B3, and the most recent 12 months button B4 are displayed.
Employees who have logged in to Server 2 can display the "Working Hours Graph/Working Style Score Graph", "Working Hours", and "Overtime Hours" by selecting one of these buttons B2 to B4. , "Paid vacation/semi-vacation time", "Non-working time", "Number of working days in a row", and "Number of working days on holidays" The information displayed in each item is the data of the most recent 30 days and the data of the most recent 90 days. You can switch to data for the most recent 12 months.

The following are "mood data", "work style score", "working hours graph / working style score graph", "working hours", "overtime hours", "paid holidays/semi-vacation hours", "non-working hours", "7 consecutive days" The display contents of each item, ``Number of daily attendance'' and ``Number of holiday attendance'' will be explained in detail.

In the "Mood Data" item, a mood data table is displayed in a weekly format in which the mood at the time of coming to work and the time of leaving work on each work day is expressed by icons (for example, icons indicating facial expressions).
When an employee logs in to Server 2, they can select their mood when coming to work, for example, from among laugh, smile, soso, and cry, and display an icon corresponding to their selected mood. This can be reflected in the display area at the time of work on the corresponding work day in the mood data table. Similarly, when an employee logs in to server 2, by performing an input operation to select the mood at the time of leaving work when logging off from server 2, the icon corresponding to the selected mood will be displayed on the corresponding work day in the mood data table. This can be reflected in the display area when leaving work.

In the "Work style score" item, the work style score, which is a score of the employee's work style, is displayed on a meter, and the rank of this work style score (for example, if the score is 80 or more, rank A, if the score is 80 or more, rank A, If the score is less than 40 points, rank B is displayed; if the score is 40 points or more and less than 60 points, rank C is displayed; if the score is 20 points or more and less than 40 points, rank D is displayed; if the score is 0 points or more and less than 20 points, rank E) is displayed. Here, the work style score is a composite of the attendance score, which is a score of the burden due to overtime work, the mood score, which is a score of the mood data mentioned above, and the absence probability score, which is a score of the probability of taking a leave of absence. It is a score evaluated based on the following formula. Note that the settings of the coefficients by which each of the attendance score, mood score, and absence probability score can be changed as appropriate.
Work style score = attendance score x 0.3 + mood score x 0.4 + absence probability score x 0.3

Note that the attendance score is derived based on the following formula.
Attendance score = 1 - (total overtime hours in the past 30 days (not including the date on which the attendance score was derived) / 100 (estimated maximum value of overtime hours)) *The estimated maximum value of overtime hours can be changed as appropriate.Mood score In the above-mentioned "mood data" item, for example, if laugh is selected, 3 points, if smile is selected, 2 points, if soso is selected, 1 point, if cry is selected is the sum of the scores for the past 30 days (not including the day when the mood score was derived), with 0 points. Note that the upper limit of the mood score is 100 points.
Further, the leave of absence probability score is derived based on the following formula.
Absence of work probability score = 100 - (absence of work probability x 100)

In the "Working Hours Graph/Working Style Score Graph" item, working hours and working style scores are displayed using a composite graph. This composite graph displays working hours in a bar graph and work style scores in a line graph.
In the screen display example in Figure 5, since the input operation to select button B4 for the most recent 12 months has been performed, the item "Working hours graph/Working style score graph" is displayed for the most recent 12 months (for example, July 2017). (Monday to June 2018) working hours and work style scores are displayed.

The "Working Hours" item displays the total working hours in a predetermined period.
In the screen display example in Figure 5, an input operation is performed to select button B4 for the most recent 12 months, so the "Working hours" item displays the total working hours for the most recent 12 months (for example, 1756 hours). has been done.

The "overtime hours" item displays the total amount of overtime hours in a predetermined period.
In the screen display example in Figure 5, an input operation has been made to select button B4 for the most recent 12 months, so the "overtime hours" item displays the total overtime hours for the most recent 12 months (for example, 54 hours). has been done.

The "Paid vacation/half vacation time" item displays the total time of paid vacation/half vacation time in a predetermined period.
In the screen display example of FIG. 5, since the input operation to select button B4 for the most recent 12 months has been performed, the item "Paid vacation/half-vacation time" contains the total amount of paid vacation/half-vacation time for the most recent 12 months (for example, 100h) is displayed.

The "Non-work time" item displays the total time of non-work time (for example, time of absence or tardiness) in a predetermined period.
In the screen display example in Figure 5, the input operation to select button B4 for the most recent 12 months has been performed, so the "Non-working time" item contains the total non-working time for the most recent 12 months (for example, 0 hours). is displayed.

In the item "Number of attendances for 7 consecutive days", the total number of attendances for 7 consecutive days in a predetermined period is displayed.
In the screen display example in Figure 5, an input operation has been made to select button B4 for the most recent 12 months, so the item "Number of consecutive 7-day attendances" includes the total number of consecutive 7-day attendances for the most recent 12 months ( For example, 0 times) is displayed.

In the item "Number of Holiday Works", the total number of holidays work in a predetermined period is displayed.
In the screen display example of FIG. 5, since the input operation to select button B4 in the last 12 months has been performed, the item "Number of holidays worked" contains the total number of holidays worked in the last 12 months (for example, 0 times). ) is displayed.

In addition, the "Current month status" item on the top screen 42 includes information regarding the following items: "Current working hours," "Normal overtime hours in the current month," "Late night overtime hours in the current month," and "Number of holidays worked in the current month." Information will be displayed. Specifically, the item "Working hours for the current month" displays the total working hours for the current month. Further, in the item "Normal overtime hours for the current month", the total time of normal overtime hours for the current month is displayed. In addition, the "Late-night overtime hours for the current month" field displays the total amount of late-night overtime hours for the current month. Furthermore, in the item "Number of holidays worked in the current month", the total number of holidays worked in the current month is displayed.

Furthermore, an employee information confirmation button B5 is displayed directly above the "Notice" item on the top screen 42.
An employee who has logged in to the server 2 can transition to an employee information screen that displays the employee information of the employee by performing an input operation to select the employee information confirmation button B5.

Furthermore, on the top screen 42, a vertically long sidebar menu M1 is displayed on the left side.
In addition to the employee tab T1, the sidebar menu M1 includes a human resources tab T2 and a system settings tab T3 that are displayed only when an employee belonging to the human resources department to which the above-mentioned special account was issued logs into the server 2. It is arranged.

Employees who have logged in to server 2 (employees belonging to the human resources department) can select the employee tab T1 to display items related to their own work status display function, items related to their own work management function, and personal information. A pull-down menu (not shown) including items related to the goal management function can be displayed. In addition, employees who have logged in to server 2 (employees belonging to the human resources department) can select the human resources tab T2 to display items related to the display function of the human resources dashboard, which will be described later, and analysis results regarding the performance of each employee. A pull-down menu (not shown) can be displayed that includes items related to display functions, items related to employee search functions, and the like. In addition, an employee (employee belonging to the human resources department) who has logged in to the server 2 can select the system settings tab T3 to access a pull-down menu (not shown) consisting of items related to various data upload functions. can be displayed.

FIG. 6 is a diagram showing the top screen (employee dashboard screen) 43 when a general employee (for example, Mr. Taro Suzuki) who has been issued a normal account logs into the server 2.
On this top screen 43, information regarding the items of "Notifications,""Workstyle," and "Status of the current month" is displayed, similar to when an employee belonging to the human resources department logs into the server 2. Further, on the top screen 43, a vertically long sidebar menu M2 is displayed on the left side. Unlike when an employee belonging to the human resources department logs into the server 2, only the employee tab T1 is provided in the sidebar menu M2.

In the screen display example of FIG. 6, the backgrounds of the "work style score" and "non-working time" items among the "work style" items are displayed in red (shaded in the figure). This indicates that the work style score has fallen below the threshold related to the score, and also indicates that the non-working time has exceeded the threshold related to the non-working time, which indicates that the work style score is low. , it is possible to alert employees who have logged in to the server 2 regarding the large number of non-working hours. In addition to the "work style score" and "absent working hours" items, "working hours", "overtime hours", "number of consecutive days of work", and "number of days of work on holidays" are also included in each item. Threshold values are set for each item, and when the data for each item exceeds the threshold value for each item, the background of the corresponding item is displayed in red (the top screen 42 shown in Figure 5 is also similar).

FIG. 7 is a diagram showing the personnel dashboard screen 44.
The HR dashboard screen 44 is a screen that is displayed when the HR tab T2 is selected from the sidebar menu M1 and an item related to the HR dashboard display function is selected from the pull-down menu (not shown) that is displayed at this time. It is.

The personnel dashboard screen 44 displays the employee's leave of absence status.
Specifically, the number of employees who are likely to take a leave of absence (hereinafter referred to as those who are likely to take a leave of absence), the number of employees who are actually taking a leave of absence (however, this does not include maternity leave), and the number of employees who are actually taking a leave of absence. A graph showing monthly trends in the number of employees taking leave due to mental health issues (monthly trends over the last six months) is displayed. The letters indicating each month displayed on the horizontal axis of this graph are linked, and when the input operation to select each letter is performed, the employee who is predicted to be on leave in the corresponding month will be displayed. You can now move to a list screen (described later) where you can check the information.
For example, an employee who logs into Server 2 (an employee belonging to the human resources department) can be predicted to be on leave in June by performing an input operation to select the letter for June on the horizontal axis of the graph above. A list screen 45 (see FIG. 8) on which employee information can be confirmed can be displayed.

In addition, on the left side of the graph displayed on the human resources dashboard screen 44, out of the current total number of people who are likely to take leave (for example, 2 people), those who have not yet been dealt with (followed up) are listed. In addition to displaying the number of employees currently on leave (for example, 1 person), the right side of this graph shows the total number of employees currently on leave (for example, 3 people) and the number of employees currently on leave due to mental health reasons. The total number of employees who are on leave (for example, 2 people) is displayed. Furthermore, the number of people who are likely to take leave of absence that have not yet been addressed, the total number of employees who are currently on leave, and the total number of employees who are currently on leave of absence for mental health reasons will be displayed. Magnifying glass buttons B6 corresponding to these displays are displayed below.
An employee (employee belonging to the human resources department) who has logged in to the server 2 can check information on employees corresponding to the number of people displayed corresponding to the selected magnifying glass button B6 by performing an input operation to select the magnifying glass button B6. A list screen (not shown) can be displayed.

Further, the personnel dashboard screen 44 displays the retirement status of employees.
Specifically, the retirement status of employees includes the number of employees who have a high probability of retiring (hereinafter referred to as those likely to retire), the number of employees who have actually retired (however, this does not include those who have retired), and the number of employees who have actually retired. A graph showing monthly trends in the number of employees who resigned due to personal reasons (monthly trends over the last six months) is displayed. Also, on the left side of this graph, out of the current total number of people who are likely to retire (for example, 1 person), the number of people who are likely to retire who have not yet been dealt with (follow-up) (for example, 0 people). is displayed, and the right side of this graph shows the total number of employees who resigned in the last six months (for example, 6 people) and the number of employees who left for personal reasons among the employees who left in the last six months. The total number of people (for example, 2 people) is displayed. Furthermore, a magnifying glass button B6 corresponding to this display is displayed below the above-mentioned display of the number of unaccounted for retirees. However, as shown in FIG. 7, if the number of unresolved retirees is 0, the magnifying glass button B6 corresponding to this display is displayed in a non-selectable manner (broken line in the figure). The same applies to the magnifying glass button B6).
An employee (employee belonging to the human resources department) who logs into the server 2 selects the magnifying glass button B6 corresponding to the display of the number of unaccounted for retirees, thereby displaying information on unaccounted for retiring individuals. A list screen (not shown) can be displayed on which the information can be confirmed.

In addition, the personnel dashboard screen 44 displays the total number of people who are currently on leave and/or who are likely to retire, and also displays a magnifying glass button B6 corresponding to this display.
An employee (employee belonging to the human resources department) who has logged in to the server 2 can perform an input operation to select the magnifying glass button B6 corresponding to the display of the total number of people who are currently being treated who are likely to take leave and/or who are likely to retire. , it is possible to display a list screen (not shown) on which information on people who are currently being treated are likely to be on leave and/or likely to be retired can be confirmed.

FIG. 8 is a diagram showing the list screen 45.
As shown in FIG. 8, the list screen 45 displays information (for example, affiliation, age, gender, employment classification, Displays information such as seconded flag, job title, qualifications, grade, job type, etc.
The list screen 45 is an employee search screen that is displayed when the personnel tab T2 is selected from the sidebar menu M1 and an item related to the employee search function is selected from the pull-down menu (not shown) that is displayed at this time. This screen (not shown) corresponds to a search result screen when a search is made for employees with a high probability of taking leave of absence flag.

9 and 10 are diagrams showing the employee information screen 46. Specifically, FIG. 9 is a diagram showing the upper part of the employee information screen 46, and FIG. 10 is a diagram showing the lower part of the employee information screen 46.

The employee information screen 46 is an employee search screen that is displayed when the personnel tab T2 is selected from the sidebar menu M1 and an item related to the employee search function is selected from the pull-down menu (not shown) that is displayed at this time. This is the screen that is displayed when a search is made for Mr. Kaoru Kuraki on the screen (not shown). This employee information screen 46 is displayed when an input operation is performed to select the magnifying glass button B6 corresponding to the display of the total number of employees currently on leave on the personnel dashboard screen 44 (see FIG. 7). It is also displayed when an input operation is performed to select Mr. Kaoru Kuraki from the displayed list screen (not shown) regarding the employee concerned.

As shown in FIG. 9, the employee information screen 46 includes a summary tab T4, a basic information tab T5, an evaluation history tab T6, an affiliation history tab T7, a family information tab T8, a salary information tab T9, and a previous employment/leave of absence history tab T10. are arranged respectively. Note that the summary tab T4 is a tab that appears only on the employee information screen displayed when an employee belonging to the human resources department to which the special account has been issued logs into the server 2.
An employee (employee belonging to the human resources department) who has logged in to the server 2 performs an input operation to select a desired tab T4 to T10, thereby displaying information corresponding to the desired tab T4 to T10 on the employee information screen 46. can be done.
In the screen display examples shown in FIGS. 9 and 10, an input operation is performed to select the summary tab T4, and information corresponding to the summary tab T4 is displayed on the employee information screen 46. The information corresponding to the summary tab T4 will be described in detail below.

As shown in FIGS. 9 and 10, the employee information screen 46 includes information corresponding to the summary tab T4 such as "Alert status", "Situation of people likely to take leave/retirement", "Score", "Working style", Information regarding each item of "current month status", "communication analysis", and "following history" is displayed.

The "alert status" item on the employee information screen 46 displays alert statuses regarding each of the overall score, work style score, work style, and hospital visit required.
Specifically, regarding the overall score (described later) and work style score, for example, if the score is 35 points or higher, the score mark is displayed in gray (white background in the figure), while the score is If the score is less than 35, the score mark is displayed in red (hatched in the figure) to alert you. Regarding work styles, for example, if the overtime hours in the last 12 months are less than the specified hours, the work style mark will be displayed in gray (white background in the figure), while the overtime hours in the last 12 months will be displayed in gray (white background in the figure). If the predetermined time has been exceeded, the work style mark is displayed in red (hatched in the figure) to alert you. In addition, with regard to requiring a hospital visit, for example, if there are no abnormalities in the medical examination, the mark indicating that the medical examination is required will be displayed in gray (white background in the figure), but if a re-examination is determined in the medical examination. , the mark indicating that the patient needs to visit the hospital is displayed in red (hatched in the figure) to alert the patient. Further, when the mark indicating that a hospital visit is required is displayed in red, a notification button B7 is displayed below the mark.
An employee who has logged in to the server 2 (an employee belonging to the human resources department) can send a message to Mr. Kaoru Kuraki urging him to go to the hospital by performing an input operation to select the notification button B7.

In addition, in the item "Applicable status of people who are likely to take leave or retire" on the employee information screen 46, the applicable status of employees who are likely to take leave or retire is displayed.
Specifically, for example, if it is determined that Mr. Kaoru Kuraki is not a person likely to be absent from work through the prediction process for people likely to take time off (see Figure 11), which will be described later, the mark for people likely to be absent from work will be gray (in the figure, the background is white). ), and if it is determined that the person is likely to be absent from work, the mark of the person who is likely to be absent from work is displayed in red (hatched in the figure) to alert the person. Additionally, if it is determined that Mr. Kaoru Kuraki is not a likely retiree through the prediction process for people likely to retire (see Figure 12), which will be described later, the mark for a person likely to retire will be displayed in gray (with a white background in the figure). On the other hand, if it is determined that the person is likely to retire, the mark of the person likely to retire is displayed in red (hatched in the figure) to alert the user. Regarding the no-follow-up mark, if Mr. Kuraki is followed up after it has been determined that he is likely to take a leave of absence and/or is likely to retire, the no-follow-up mark will be displayed in red. It is now possible to do so. Furthermore, when the mark that does not require follow-up is displayed in red, a start button B8 is displayed below the mark.
An employee (employee belonging to the human resources department) who has logged in to server 2 selects the start button B8 to open an input form (not shown) for entering follow-up comments for employees who are likely to take leave or retire. can be displayed. Employees who log in to Server 2 (employees belonging to the Human Resources Department) enter and register their comments in the above input form that is displayed, and then enter the comments in the "Follow History" section (see Figure 10), which will be described later. It can be reflected.

Further, in the "score" item of the employee information screen 46, information regarding each of the "total score,""ability demonstration score," and "work style score" is displayed.
Specifically, in the "Total score" item, the total score is displayed on a meter, and the rank of this total score (for example, if it is 80 points or more, it is ranked A, and if it is 60 points or more and less than 80 points, it is ranked B. If the score is 40 points or more and less than 60 points, the C rank is displayed. If the score is 20 points or more and less than 40 points, the D rank is displayed. If the score is 0 points or more and less than 20 points, the E rank is displayed. Here, the total score is a score derived by substituting the ability demonstration score and work style score, which will be described later, into a predetermined derivation formula.

Further, in the "ability demonstration score" item, a graph showing the semiannual changes in the ability demonstration score (changes over the most recent two years) is displayed. Furthermore, the current ability performance score and rank are displayed on the left side of this graph. Also, on the right side of this graph, the most recent actual high performer rank and expected high performer rank are displayed.

Here, the ability performance score is a score indicating the degree of performance.
Furthermore, the performance high performer rank represents the ability of an employee using, for example, five ranks (A to E ranks). The criteria for ranking is, for example, by converting each employee's performance evaluation into a score (out of 100), employees who are in the top 5% are ranked A, those who are in the top 5-20% are ranked B, and those who are in the bottom. Employees who are in the top 5% are ranked E, employees who are in the bottom 5-20% are ranked D, and employees who are neither in the top 20% nor in the bottom 20% are ranked C.
Further, the expected high performer rank represents the expected future abilities of an employee using, for example, 5 ranks (A to E ranks). This prediction is performed by regression analysis, which derives performance values (objective variables) by substituting the actual measured or actual values of the employee into the explanatory variables of a predetermined prediction formula, and then calculates the predicted high performer rank according to the derived performance values. is being determined.

In addition, the ability performance score is derived based on the following formula.
Ability Demonstration Score = (Actual Performance Score/Expected Performance Score) x Weighting Coefficient Here, the actual performance score is a numerical value of the above-mentioned actual high performer rank, with A rank being 5, B rank being 4, and C rank being 5. Rank is 3, D rank is 2, and E rank is 1. In addition, the expected performance score is a numerical value of the above-mentioned expected high performer rank, where A rank is 5, B rank is 4, C rank is 3, D rank is 2, and E rank is 1. be. Further, the weighting coefficient is a coefficient set in advance in association with the actual performance score and the expected performance score.

Furthermore, in the "Work style score" item, a graph showing monthly trends in the work style score is displayed. Additionally, the current work style score and rank are displayed on the left side of this graph. Furthermore, on the right side of this graph, the mood when going to work and when leaving work today is displayed.
In the screen display example of FIG. 9, the background of the item "work style score" is displayed in red (shaded in the figure). This indicates that the work style score has fallen below the threshold related to the score, and this makes it possible to alert employees who have logged in to server 2 regarding their low work style score. There is. In addition to the "work style score," thresholds for each of the "overall score" and "ability demonstration score" items are set, and the data for each item is If the value falls below the threshold, the background of the relevant item will be displayed in red.

In addition, as shown in FIG. 10, the "work style" item on the employee information screen 46 includes "mood data", "work time graph/work style score graph", "work hours", "overtime hours", Information regarding the following items is displayed: ``Paid vacation/half-vacation time,'' ``Non-working time,'' ``Number of working days in a row,'' and ``Number of working days on holidays.'' Note that each of the above-mentioned items is the same as that displayed in the "work style" item on the above-mentioned top screen 42 (see FIG. 5), so a description of each item will be omitted.

In addition, the "Current month status" item on the employee information screen 46 includes "Current working hours," "Normal overtime hours in the current month," "Late night overtime hours in the current month," and "Number of holidays worked in the current month." Displays information about the item. Note that each of the above-mentioned items is the same as that displayed in the "Current month status" item on the above-mentioned top screen 42 (see FIG. 5), so a description of each item will be omitted.

Furthermore, in the "communication analysis" item on the employee information screen 46, the level of compatibility (degree of compatibility) with the employee's immediate superior (Mr. Kenichi Ide) is displayed using a predetermined symbol. Specifically, if the level of compatibility with the immediate superior is very good, it is displayed as ◎, if the level of compatibility is good, it is displayed as ○, if the level of compatibility is average, it is displayed as △, and if the level of compatibility is poor, it is displayed as ×. Further, a reference button B9 is displayed in the "communication analysis" item. Note that if the employee to be displayed on the employee information screen is the employee of the superior, the compatibility level is not displayed and only the reference button B9 is displayed.

An employee who has logged in to the server 2 (an employee who belongs to the human resources department) can, for example, select the reference button B9 while the employee information screen 46 is displayed, and check his/her immediate superior (Mr. Kenichi Ide). In addition, a list screen 47 (see FIG. 14) can be displayed on which information on the superior's employees whose compatibility level is ◎ can be confirmed. That is, the superior employee to be assigned to the subordinate employee (Mr. Kuraki Kaoru) can be displayed in an identifiable manner.
Furthermore, if the input operation to select reference button B9 is performed while the employee information screen regarding the superior's employee (for example, Mr. Kenichi Ide) is displayed, for example, if the compatibility level with the superior's employee is ◎ A list screen 48 (see FIG. 15) is displayed on which information about subordinate employees can be confirmed. In other words, it is possible to display the subordinate employees who should be entrusted to the superior employee so that they can be identified.

Further, in the "Follow History" item of the employee information screen 46, comments regarding follow-up for employees who are likely to take leave or retire are displayed.

[Compatibility analysis processing]
Next, a control procedure for the compatibility analysis process in the server 2 will be explained.
FIG. 11 is a flowchart showing the control procedure of the compatibility analysis process.

When the compatibility analysis process is started, the CPU 21 quantifies the personality of each employee based on the results of a predetermined survey (for example, a motivation survey) (step S1). Here, it is assumed that the results of the predetermined investigation are registered in the personnel database of the storage unit 23.

Next, the CPU 21 divides each employee into superiors and subordinates, performs cluster analysis using the numerical values related to the personality of each employee, and divides each employee into five groups ( clusters 1 to 5) (step S2). Note that cluster analysis can be performed using known analysis software, so detailed explanation will be omitted.

Next, the CPU 21 creates a 5×5 matrix table (see FIG. 13) using the five groups on the superior's side and the five groups on the subordinate's side (step S3).

Next, the CPU 21 selects one square from the matrix table created in step S3 (step S4). Subsequently, the CPU 21 derives the ratio of the employees of HP1 whose performance high performer rank is rank A and the ratio of the employees of HP2 whose performance high performer rank is rank B (step S5). .

Next, the CPU 21 sets a score based on the ratio derived in step S5 (step S6). Specifically, for example, ◎ for squares where the proportion of the above employees is 75% or more, ○ for squares where the proportion of the above employees is 50% or more but less than 75%, and ○ for the squares where the proportion of the above employees is 25% or more. , a score of △ is given to cells in which the percentage occupied by the above employees is less than 50%, and a score of × is given to cells in which the proportion occupied by the above employees is less than 25%. Note that the method of assigning a score to each square is not particularly limited. As described above, the percentage occupied by the employee in each square may be evaluated in an absolute manner, or the percentage occupied by the employee in other squares may be evaluated as a relative score.

Next, the CPU 21 determines whether scores have been set for all squares (step S7).

If it is determined in step S7 that scores have not been set for all squares (step S7; NO), the CPU 21 returns the process to step S4 and repeats the subsequent processes.
On the other hand, if it is determined in step S7 that scores have been set for all squares (step S7; YES), the CPU 21 stores the matrix table (score table) in which the scores have been set in the storage unit 23 (step S8 ), the compatibility analysis process ends.

[Compatibility level display control processing]
Next, the control procedure of the compatibility level display control process in the server 2 will be explained.
FIG. 12 is a flowchart showing the control procedure of the compatibility level display control process.
This compatibility level display control process is executed when the employee information screen (see FIGS. 9 and 10) is displayed on the display section 35 of the terminal device 3.

When the compatibility level display control process is started, the CPU 21 determines whether the display target of the employee information screen is a subordinate employee (step S11).

In step S11, if it is determined that the display target on the employee information screen is not a subordinate employee, that is, an employee on the superior's side (step S11; NO), the CPU 21 displays the "communication" item on the employee information screen. The compatibility level display control process is ended without displaying the compatibility level.
On the other hand, if it is determined in step S11 that the display target of the employee information screen is a subordinate employee (step S11; YES), the CPU 21 displays the group to which this subordinate employee belongs in a score table (see FIG. 13). ) (step S12).

Next, the CPU 21 identifies the group to which the superior (superior employee) of the subordinate employee belongs from the score table (see FIG. 13) (step S13).

Next, the CPU 21 specifies the score of the square corresponding to the group to which the subordinate employee identified in step S12 belongs and the group to which the superior employee identified in step S13 belongs, from the score table (see FIG. 13). (Step S14). Specifically, for example, if Kaoru Kuraki, an employee on the subordinate side, belongs to cluster 1, and Kenichi Ide, an employee on the superior side, belongs to cluster 3, as shown in Figure 13, the subordinate's ◎ will be specified as the score of the square corresponding to cluster 1 and cluster 3 on the superior's side.

Next, the CPU 21 displays the score specified in step S14 in the "communication analysis" item on the employee information screen as the compatibility level with the immediate superior (step S15). Specifically, as shown in FIG. 10, the "Communication Analysis" item on the employee information screen 46 includes the following information: Mr. Kaoru Kuraki, a subordinate employee, and Kenichi Ide, a direct superior (employee on the superior's side). ◎ is displayed as the compatibility level with Mr. Then, when the process of step S15 is executed, the CPU 21 ends the compatibility level display control process.

[Compatibility analysis result display control processing]
Next, the control procedure of the compatibility analysis result display control process in the server 2 will be explained.
FIG. 16 is a flowchart showing the control procedure of the compatibility analysis result display control process.
This compatibility analysis result display control process is performed when the human resources tab T2 is selected from the sidebar menu M1 while the human resources dashboard screen (see FIG. 7) is displayed, and a pull-down menu (not shown) is displayed. This is executed when an item related to the communication analysis result (compatibility analysis result) display function is selected from .

When the compatibility analysis result display control process is started, the CPU 21 displays the compatibility analysis results in a matrix table format on the compatibility analysis result screen (step S21).

FIG. 17 is a diagram showing the compatibility analysis result screen 49.
As shown in FIG. 17, the results of the compatibility analysis are displayed in a matrix table format in the left half area of the compatibility analysis result screen 49.

Specifically, as a result of the compatibility analysis, in a 5 x 5 matrix table, the horizontal axis is the five clusters I to V on the superior side, and the vertical axis is the five clusters I to V on the subordinate side. The degree of compatibility for each combination of superior and subordinate is displayed in each square of the matrix table. The compatibility displayed in each square is the percentage (%) of HP1 employees whose track record high performer rank is rank A and HP2 employees whose track record high performer rank is rank B. It is expressed by Here, the matrix table displayed as the result of the above compatibility analysis is based on the matrix table created in the above-mentioned compatibility analysis process (see Figure 11), and the percentage (%) displayed in each square is , which is derived in step S5 of the compatibility analysis process.

As shown in FIG. 17, for example, the compatibility degree for the combination of superior cluster II and subordinate cluster III is 21.2. Here, for each square with a compatibility level of 75 or higher, the background color within the square is displayed in a specific color (for example, pink (substituted with a diagonal line downward to the right in the figure)) to identify combinations with good compatibility. This allows for identification at a glance. On the other hand, for each square whose compatibility is less than 25, the background color within the square is displayed in a specific color (for example, light blue (substituted with a diagonal line downward to the left in the figure)), so that combinations that are not very compatible are displayed. so that they can be identified at a glance. Further, the number of people displayed below the compatibility level in each square represents the number of subordinate employees corresponding to each square. In addition, each square has the function of an operation button for displaying in a graph the tendency of thinking characteristics of superior employees and the tendency of thinking characteristics of subordinate employees corresponding to each square. .

Returning to the description of the compatibility analysis result display control process, the CPU 21 determines whether one square has been designated or not via the operation unit 34 of the terminal device 3 (step S22).

In step S22, if it is determined that no designation operation has been performed on any square (step S22; NO), the CPU 21 advances the process to step S26.
On the other hand, if it is determined in step S22 that one square has been designated and operated (step S22; YES), the CPU 21 stores diagnosis result information of the thinking characteristics of each employee corresponding to the designatedly operated square in the storage unit 23. It is acquired from the personnel database (step S23).

Next, the CPU 21 determines the tendency of the thinking characteristics of the superior employee and the subordinate employee corresponding to the square based on the diagnosis result information of the thinking characteristic of each employee corresponding to the square specified by the designated operation in step S22. A graph shown is generated (step S24).

Specifically, the above thinking characteristic diagnostic result information indicates, for example, the diagnosis result of thinking characteristics using the Herman model, and the degree to which the thinking characteristic applies to each of the four thinking types (Types A to D) is indicated by a score. It has become a thing. Based on the diagnosis result information of the thinking characteristics, the CPU 21 derives the average score of each of the four thinking types for the superior's employees corresponding to the designated square, and displays it as a graph showing the tendency of the thinking characteristics. , generate a radar chart representing each derived average score. In addition, the CPU 21 similarly derives the average score of each of the four thinking types for the subordinate employees corresponding to the designated square, and displays each derived as a graph showing the tendency of the thinking characteristics. Generate a radar chart (graph) that represents the average score.

Next, the CPU 21 displays the radar chart for the superior employee and the radar chart for the subordinate employee generated in step S24 on the compatibility analysis result screen (step S25).

For example, in the compatibility analysis result screen 49 of FIG. 17, a radar chart (solid line) for employees on the boss side in the squares that correspond to the combination of boss cluster II and subordinate cluster III is shown in the right half area of the screen. , and a radar chart (broken line) for subordinate employees in the square are displayed in a superimposed manner so that they can be identified.

Next, the CPU 21 determines whether an operation to end the display of the compatibility analysis result screen has been performed via the operation unit 34 (step S26).

If it is determined in step S26 that the operation to end the display of the compatibility analysis result screen has not been performed (step S26; NO), the CPU 21 returns the process to step S22 and repeats the subsequent processes.
On the other hand, if it is determined in step S26 that an operation to end the display of the compatibility analysis result screen has been performed (step S26; YES), the CPU 21 ends the compatibility analysis result display control process.

For example, in the compatibility analysis result screen 49 of FIG. 17, a confirmation button B10 labeled "Confirm the applicable person" is displayed at the upper right of the radar chart described above. An employee who has logged in to the server 2 (an employee belonging to the human resources department) can control the compatibility analysis result display control process by the CPU 21 by performing an input operation to select the confirmation button B10, that is, an operation to end the display of the compatibility analysis result screen. When the process is finished, a list screen 50 can be displayed on which a list of subordinate employees in the squares corresponding to the combination of superior cluster II and subordinate cluster III can be confirmed.

FIG. 18 is a diagram showing the list screen 50.
As shown in FIG. 18, on the list screen 50, information on a total of 6 people (subordinate side (including information on the employee's immediate supervisor) will be displayed.

As described above, according to the present embodiment, the server 2 in the business support system 1 is configured such that among a plurality of employees belonging to a company, a superior employee is assigned to one of a plurality of superior-side groups classified into employees of the same type. The degree of compatibility is derived for each combination of a subordinate employee and one of multiple subordinate groups classified by the same kind of employees, and for a given employee, the corresponding one of the superior group and the subordinate group is calculated. The display section of the terminal device 3 indicates that an employee belonging to the other group whose degree of compatibility with the group to which one person belongs satisfies a predetermined standard is designated as a boss to be assigned to the one employee or a subordinate to be entrusted to the one employee. 35.
This makes it possible to judge the compatibility between subordinates and superiors, so for example, if one employee is a subordinate employee, when reassigning the other employee, the employee can be transferred to the other employee. This allows employees to be assigned to superiors with whom they are compatible, which invigorates the organization. On the other hand, if the first employee is an employee of the superior's side, when reorganizing the organization supervised by the employee of the superior's side, it is possible to gather subordinates who are compatible with the employee of the superior's side, revitalizing the organization. You will be able to do this.

In addition, by performing cluster analysis on the numerical values indicating the personality of the superior's employees, the server 2 classifies the superior's employees into a plurality of superior's groups, and also performs a cluster analysis on the numerical values indicating the personality of the subordinate employees. By performing cluster analysis on the above, the subordinate's personnel are classified into multiple subordinate groups, so employees with similar personalities can be assigned to the same group on both the superior and subordinate sides. It is possible to improve the reliability of the compatibility derived for each of the above-mentioned combinations.

In addition, Server 2 is configured such that, among multiple employees belonging to the company, superior employees are classified into one of multiple supervisor groups, in which employees are classified by the same type of employees, and subordinate employees are classified by the same type of employees. The degree of compatibility is derived for each combination of one of multiple subordinate groups, and for a given employee, the degree of compatibility between the group to which the employee belongs and the group to which the employee's boss or subordinate belongs. is displayed on the display unit 35 of the terminal device 3, so it becomes possible to judge the compatibility between the subordinate and the boss.

In addition, Server 2 is configured such that, among multiple employees belonging to the company, superior employees are classified into one of multiple supervisor groups, in which employees are classified by the same type of employees, and subordinate employees are classified by the same type of employees. Since the degree of compatibility is derived for each combination of one of the plurality of subordinate groups and each of the derived degrees of compatibility is displayed on the display section 35, it is possible to judge the compatibility between the superior group and the subordinate group. become able to.

In addition, the server 2 displays each degree of compatibility in a matrix table format with multiple superior groups on the vertical axis and multiple subordinate groups on the horizontal axis. You will be able to judge the compatibility of each combination at a glance.

Furthermore, when one combination is selected based on a user operation from among multiple combinations, the server 2 acquires diagnostic result information regarding the thinking characteristics of subordinate employees belonging to the combination, and based on the diagnostic result information. Then, a radar chart (graph) showing the tendency of the thinking characteristics of the subordinate employees is generated and the radar chart is displayed on the display unit 35, so that the compatibility of each combination of the superior group and the subordinate group can be seen at a glance. At the same time, it is possible to understand the thinking characteristics of subordinate employees belonging to each combination. As a result, it is possible to grasp the tendency of the thinking characteristics of subordinate employees who belong to combinations that are compatible with each other, and the tendencies of the thinking characteristics of subordinate employees who belong to combinations that are not very compatible. You can analyze whether the compatibility is good or bad.

In addition, when one combination is selected based on a user operation from among multiple combinations, the server 2 further acquires the diagnosis result information of the superior employee who belongs to the combination, and based on the diagnosis result information. , a radar chart showing the tendency of thinking characteristics of the employees on the superior's side is generated, and the radar chart of the employee on the superior's side is displayed on the display 35 along with the radar chart of the subordinate employees. It will also be possible to understand trends in the thinking characteristics of employees. As a result, it is possible to compare the thinking characteristics of the superior employee and the subordinate employee for each combination, so it is possible to more deeply analyze whether the compatibility is good or bad based on the thinking characteristics trends.

In the above description, an example has been disclosed in which the HDD, SSD, or EEPROM of the storage unit 23 is used as a computer-readable medium for the program according to the present invention, but the present invention is not limited to this example. As other computer-readable media, flash memory and portable recording media such as CD-ROMs can be used. Moreover, a carrier wave (carrier wave) is also applied to the present invention as a medium for providing data of the program according to the present invention via a communication line.

Note that the description in the above embodiment is an example of the information processing device and program according to the present invention, and the present invention is not limited thereto.
For example, in the above embodiment, if the employee to be displayed on the employee information screen is the employee of the superior, the compatibility level will not be displayed in the "Communication analysis" item on the employee information screen. , only the reference button B9 is displayed, but this display mode is merely an example and is not limited to this. For example, on an employee information screen that targets employees on the boss's side, the compatibility level of the employee on the boss's side with his subordinates may be displayed in the "communication analysis" item.

Furthermore, in the above embodiment, the compatibility level is displayed in four levels: ◎, ○, △, and ×, but the compatibility level may be graded in four or more levels, or in two or three levels. Also good. Further, the compatibility level may be displayed as long as the level can be identified, and for example, it may be displayed using numerical values, emoticons, or the like.

In addition, in the above embodiment, when creating the score table, the employees on the superior's side were classified into 5 groups and the employees on the subordinate's side were classified into 5 groups, but both the superior's employees and the subordinate employees were classified into multiple groups. For example, employees on the superior side may be classified into 10 groups, and employees on the subordinate side may be classified into 10 groups. Further, for example, the number of classifications may be made different for employees on the superior side and employees on the subordinate side, such as classifying employees on the superior side into 5 groups and classifying employees on the subordinate side into 10 groups.

Furthermore, in the above embodiment, in the compatibility level display process shown in FIG. 12, if the display target is a superior employee (not a subordinate employee), the score is not displayed; however, the configuration is not limited to this. If the display target is the boss's employees, the compatibility level with all of the boss's subordinates may be displayed.

Furthermore, among the employees who belong to an actual company organization, there are employees who are both subordinates and superiors, that is, there are employees who are both superiors and subordinates. For such employees, the compatibility levels of the employees with their subordinates and superiors may be derived and displayed side by side.

Furthermore, in the above embodiment, when setting the score for each square in the compatibility analysis process shown in FIG. 11, the score was set based on the proportion of employees in HP1 and employees in HP2. It is not limited to. For example, a score may be set based on the percentage of employees who have taken leave or retired in each square. In this case, it is preferable to give a score indicating that the smaller the ratio, the better the compatibility level. Alternatively, the score may be set based on the percentage of employees whose motivation value is greater than or equal to a predetermined reference value, or the score may be set based on the total overtime hours of employees in each square. That is, any information related to attendance record or health checkup can be used to set the score.

In the above embodiment, in the compatibility analysis process shown in FIG. 11, when setting the score for each square, the HP1 employee, the HP2 employee included in the boss's group corresponding to that square, and the subordinate's The ratio was derived by counting both HP1 employees and HP2 employees included in the group, but it is not limited to this. Considering that subordinates are generally more susceptible to the influence of their superiors, the ratio may be derived by counting only HP1 employees and HP2 employees included in the subordinate group. On the other hand, the ratio may be derived by counting only the HP1 employees and HP2 employees included in the boss's group.

In addition, in the above embodiment, on the compatibility analysis result screen (see FIG. 17), a radar chart showing the tendency of thinking characteristics for the boss's employees in the squares corresponding to the user's desired combination, and A radar chart showing trends in thinking characteristics for subordinate employees is displayed, but the radar chart is not limited to showing trends in thinking characteristics, for example, it shows trends in behavioral characteristics. It's good as well. In such a case, a predetermined diagnosis regarding the behavioral characteristics of each employee is performed in advance, and the result information of the diagnosis is stored in the personnel database of the storage unit 23.

Furthermore, it goes without saying that the detailed configuration and detailed operation of each component of the business support system 1 in the embodiment described above can be changed as appropriate without departing from the spirit of the present invention.

Although the embodiments of the present invention have been described, the scope of the present invention is not limited to the above-described embodiments, but includes the scope of the invention described in the claims and equivalent ranges thereof.
Below, the invention described in the claims first attached to the application of this application will be added. The claim numbers listed in the supplementary notes are as in the claims originally attached to the request for this application.
[Additional note]
<Claim 1>
Among multiple people belonging to an organization, superiors can be classified into one of multiple superior groups, and subordinates can be classified into multiple subordinate groups, which are classified by the same type of people. A derivation means for deriving the degree of compatibility for each combination of either;
For a given person, select the person who belongs to the other group where the degree of compatibility with the group to which the person belongs among the superior group and the subordinate group satisfies the predetermined standard. a display control means for displaying on the display means as a superior to be assigned to or a subordinate to be entrusted to the one person;
An information processing device comprising:
<Claim 2>
Among multiple people belonging to an organization, superiors can be classified into one of multiple superior groups, and subordinates can be classified into multiple subordinate groups, which are classified by the same type of people. A derivation means for deriving the degree of compatibility for each combination of either;
Display control means for displaying each of the compatibility degrees derived by the derivation means on a display means;
An information processing device comprising:
<Claim 3>
The display control means displays the compatibility in a matrix table format in which the plurality of superior groups are plotted on one of the vertical and horizontal axes, and the plurality of subordinate groups are plotted on the other axis. 3. The information processing apparatus according to claim 2, wherein each degree is displayed.
<Claim 4>
acquisition means for acquiring diagnostic result information regarding predetermined characteristics of the subordinate personnel belonging to the combination when one combination is selected from the plurality of combinations based on a user operation;
generation means for generating a graph showing a tendency of the predetermined characteristics of the subordinate personnel based on the diagnosis result information acquired by the acquisition means;
Equipped with
4. The information processing apparatus according to claim 2, wherein the display control means causes a display means to display the graph generated by the generation means.
<Claim 5>
When one combination is selected from the plurality of combinations based on a user operation, the acquisition means further acquires the diagnosis result information of the superior's personnel belonging to the combination,
The generating means generates a graph showing a tendency of the predetermined characteristics of the personnel on the superior's side based on the diagnosis result information acquired by the acquiring means,
5. The information processing apparatus according to claim 4, wherein the display control means causes the display means to display the graph of the subordinate personnel as well as the graph of the superior personnel.
<Claim 6>
6. The deriving means derives the degree of compatibility based on the proportion of personnel whose result performance values in each of the combinations are equal to or higher than a predetermined threshold. The information processing device described in .
<Claim 7>
By performing cluster analysis on the numerical values indicating the personality of the personnel on the superior's side, the personnel on the superior's side are classified into the plurality of superior's side groups, and also on the numerical values indicating the personality of the subordinate personnel. 7. The information processing apparatus according to claim 1, further comprising a classification means for classifying the subordinate personnel into the plurality of subordinate groups by performing cluster analysis.
<Claim 8>
Among multiple people belonging to an organization, superiors can be categorized into one of multiple superior groups, and subordinates can be classified into multiple subordinate groups, which are categorized by the same type of people. A derivation means for deriving the degree of compatibility for each combination of either;
Display control means for displaying on a display means the degree of compatibility between a predetermined person and a group to which the person belongs and a group to which a superior or subordinate of the person belongs;
An information processing device comprising:
<Claim 9>
computer,
Among multiple people belonging to an organization, superiors can be categorized into one of multiple superior groups, and subordinates can be classified into multiple subordinate groups, which are categorized by the same type of people. Derivation means for deriving compatibility for each combination of either;
For a given person, select the person who belongs to the other group where the degree of compatibility with the group to which the person belongs among the superior group and the subordinate group satisfies the predetermined standard. display control means for displaying on the display means as a superior to be assigned to or a subordinate to be entrusted to the said one person;
A program characterized by functioning as
<Claim 10>
computer,
Among multiple people belonging to an organization, superiors can be categorized into one of multiple superior groups, and subordinates can be classified into multiple subordinate groups, which are categorized by the same type of people. Derivation means for deriving compatibility for each combination of either;
display control means for displaying each of the compatibility degrees derived by the derivation means on a display means;
A program characterized by functioning as
<Claim 11>
computer,
Among multiple people belonging to an organization, superiors can be classified into one of multiple superior groups, and subordinates can be classified into multiple subordinate groups, which are classified by the same type of people. Derivation means for deriving compatibility for each combination of either;
Display control means for displaying on a display means the degree of compatibility between a predetermined person and a group to which the person belongs and a group to which the person's superior or subordinate belongs;
A program characterized by functioning as

1 Business support system 2 Server 21 CPU (derivation means, display control means, classification means, acquisition means, generation means)
3 Terminal device 35 Display unit (display means)

Claims (8)

Among multiple people belonging to an organization, superiors can be classified into one of multiple superior groups, and subordinates can be classified into multiple subordinate groups, which are classified by the same type of people. A derivation means for deriving the degree of compatibility for each combination of either;
Regarding a predetermined person designated from the plurality of people, if the one person belongs to the superior group, the person belonging to the subordinate group whose compatibility level meets the predetermined standard is selected. While displaying on the display means as a subordinate who should be entrusted to one person, if the one person belongs to the subordinate group, the person belonging to the superior's group whose compatibility degree satisfies the predetermined standard is displayed on the display means. a display control means for displaying on a display means a boss to be assigned to one person;
Equipped with
The display control means is configured to display, for a combination of the superior side group and the subordinate group for which the compatibility degree derived by the derivation means is lower than a predetermined value, the compatibility degree is low. An information processing device characterized by causing a means to perform processing. The information processing apparatus according to claim 1, wherein the display control means causes the display means to display each of the compatibility degrees derived by the derivation means. The display control means displays the compatibility in a matrix table format in which the plurality of superior groups are plotted on one of the vertical and horizontal axes, and the plurality of subordinate groups are plotted on the other axis. 3. The information processing apparatus according to claim 2, wherein each degree is displayed. Claim characterized in that, when one combination is selected based on a user operation from among the plurality of combinations, the display control means causes the display means to display a list of the subordinate personnel belonging to the combination. The information processing device according to item 2 or 3. 2. The display control means, when displaying the subordinate's personnel as the list, causes the displaying means to also display the superior's personnel currently assigned to the subordinate's personnel. 4. The information processing device according to 4. 6. The deriving means derives the degree of compatibility based on the proportion of personnel whose result performance values in each of the combinations are equal to or higher than a predetermined threshold. The information processing device described in . By performing cluster analysis on the numerical values indicating the personality of the personnel on the superior's side, the personnel on the superior's side are classified into the plurality of superior's side groups, and also on the numerical values indicating the personality of the subordinate personnel. 7. The information processing apparatus according to claim 1, further comprising a classification means for classifying the subordinate personnel into the plurality of subordinate groups by performing cluster analysis. computer,
Among multiple people belonging to an organization, superiors can be classified into one of multiple superior groups, and subordinates can be classified into multiple subordinate groups, which are classified by the same type of people. Derivation means for deriving compatibility for each combination of either;
Regarding a predetermined person designated from the plurality of people, if the one person belongs to the superior group, the person belonging to the subordinate group whose compatibility level meets the predetermined standard is selected. While displaying on the display means as a subordinate who should be entrusted to one person, if the one person belongs to the subordinate group, the person belonging to the superior's group whose compatibility degree satisfies the predetermined standard is displayed on the display means. Display control means for displaying on a display means as a boss to be assigned to one person, the combination of the superior group and the subordinate group for which the degree of compatibility derived by the deriving means is lower than a predetermined value. , display control means for causing the display means to display that the degree of compatibility is low;
A program to function as

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