JP7465491B1 - Information processing method, information processing system, and program - Google Patents

Abstract

The present invention provides an information processing method and the like that can further support the construction of an organization for achieving goals.
[Solution] According to one aspect of the present invention, there is provided an information processing method. This information processing method includes the following steps: In the acquisition step, first organization characteristic information indicating a current characteristic of the organization and second organization characteristic information indicating a target characteristic of the organization are acquired. In the identification step, a difference between the current characteristic and the target characteristic of the organization is identified based on the first organization characteristic information and the second organization characteristic information. In the presentation step, visual information that allows the difference to be grasped and human resource characteristic information indicating the characteristics of the human resource required to fill the difference are presented to a first user who is recruiting for the organization.
[Selected Figure] Figure 1

Description

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

For example, Patent Document 1 discloses a "human resource management system that contributes to improving the capabilities of employees and can accurately achieve future organizational goals." Based on the employee's desired behavioral characteristics and the results of the diagnostic test by the characteristic value calculation unit 102, the personnel placement management unit 103 provides employees with workplace reassignment information. The future characteristic value calculation unit 104 calculates future behavioral characteristic values for all future employees. The personnel placement management unit 103 calculates the difference between the organization's future target behavioral characteristic value that the organization aims for and the future behavioral characteristic values of all employees, and if there is a behavioral characteristic that is deficient, calculates the behavioral characteristic and the amount of the deficiency. The target person determination unit 106 selects employees to whom learning content that can make up for the deficiency in the behavioral characteristics calculated by the future characteristic value calculation unit 104 will be provided.

JP 2004-013362 A

However, there is still room for development in human resource management systems for building appropriate organizations. In particular, there is a need for technology that can better support the building of organizations that can achieve goals.

In view of the above, the present invention aims to provide an information processing method and the like that can further support the construction of an organization to achieve goals.

According to one aspect of the present invention, an information processing method is provided. This information processing method includes the following steps: In the acquisition step, first organizational characteristic information indicating the current characteristics of the organization and second organizational characteristic information indicating the target characteristics of the organization are acquired. In the identification step, a difference between the current characteristics and the target characteristics of the organization is identified based on the first organizational characteristic information and the second organizational characteristic information. In the presentation step, visual information that allows the difference to be grasped and human resource characteristic information indicating the characteristics of the human resource required to fill the difference are presented to a first user who is recruiting for the organization.

The above aspect can further support the creation of an organization to achieve goals.

1 is a configuration diagram illustrating an information processing system 1. FIG. 2 is a block diagram showing a hardware configuration of an information processing device 2. FIG. 2 is a block diagram showing the hardware configuration of a user terminal. FIG. 2 is a functional block diagram showing functions of the information processing device 2. 1 is an activity diagram showing an example of the flow of information processing executed in an information processing system 1. FIG. 13 is an example of a first questionnaire response screen 6. FIG. 2 is a schematic diagram of a question table T1 for managing questions included in a first questionnaire. 13 is an example of a second questionnaire response screen 7. FIG. 13 is a schematic diagram of an organization information management table T2. 1 is an example of a difference display screen 8. 13 is an example of a job seeker display screen 9.

The following describes embodiments of the present invention with reference to the drawings. The various features shown in the following embodiments can be combined with each other.

The program for implementing the software used in this embodiment may be provided as a non-transitory computer-readable recording medium, or may be provided so that it can be downloaded from an external server, or may be provided so that the program is started on an external computer and its functions are implemented on a client terminal (so-called cloud computing).

In this embodiment, a "unit" may also include, for example, a combination of hardware resources implemented by a circuit in the broad sense and software information processing that can be specifically realized by these hardware resources. In this embodiment, various information is handled, and this information is represented, for example, by physical values of signal values representing voltage and current, high and low signal values as a binary bit collection consisting of 0 or 1, or quantum superposition (so-called quantum bits), and communication and calculations can be performed on a circuit in the broad sense.

In the broad sense, a circuit is a circuit realized by at least appropriately combining a circuit, circuitry, a processor, and memory. In other words, it includes application specific integrated circuits (ASICs), programmable logic devices (e.g., simple programmable logic devices (SPLDs), complex programmable logic devices (CPLDs), and field programmable gate arrays (FPGAs)), etc.

1. Hardware Configuration This section describes the hardware configuration.

<Information Processing System 1>
1 is a configuration diagram showing an information processing system 1. The information processing system 1 includes an information processing device 2, an employee terminal 3, a manager terminal 4, and a job seeker terminal 5. The information processing device 2, the employee terminal 3, the manager terminal 4, and the job seeker terminal 5 are configured to be able to communicate with each other via electric communication lines. In one embodiment, the information processing system 1 is made up of one or more devices or components. For example, if the information processing system 1 is made up of only the information processing device 2, the information processing system 1 can be the information processing device 2. These components will be described below.

<Information processing device 2>
2 is a block diagram showing a hardware configuration of the information processing device 2. The information processing device 2 includes a communication bus 20, a communication unit 21, a storage unit 22, and a processor 23. The communication unit 21, the storage unit 22, and the processor 23 are electrically connected via the communication bus 20 inside the information processing device 2.

<Communication unit 21>
The communication unit 21 is preferably a wired communication means such as USB, IEEE 1394, Thunderbolt (registered trademark), wired LAN network communication, etc., but may also include wireless LAN network communication, mobile communication such as 3G/LTE/5G, BLUETOOTH (registered trademark) communication, etc. as necessary. In other words, it is more preferable to implement it as a collection of multiple communication means. In other words, the information processing device 2 may communicate various information from the outside via the communication unit 21 and the network.

<Storage unit 22>
The storage unit 22 stores various information defined by the above description. This can be implemented, for example, as a storage device such as a solid state drive (SSD) that stores various programs and the like related to the information processing device 2 executed by the processor 23, or as a memory such as a random access memory (RAM) that stores temporarily required information (arguments, arrays, etc.) related to the program calculations. The storage unit 22 stores various programs, variables, etc. related to the information processing device 2 executed by the processor 23.

<Processor 23>
The processor 23 processes and controls the overall operation related to the information processing device 2. The processor 23 is, for example, a central processing unit (CPU) not shown. The processor 23 realizes various functions related to the information processing device 2 by reading out a predetermined program stored in the storage unit 22. That is, information processing by software stored in the storage unit 22 can be specifically realized by the processor 23, which is an example of hardware, and executed as each functional unit included in the processor 23. These will be described in more detail in the next section. The processor 23 is not limited to being single, and may be implemented to have multiple processors 23 for each function. Also, a combination of these may be used.

<User device>
A user terminal is a terminal owned by a user. User terminals include a terminal 3 operated by a user who is an employee of a company (hereinafter referred to as employee terminal 3), a terminal 4 operated by a user who is an administrator who manages the organization of the company (hereinafter referred to as administrator terminal 4), and a terminal 5 operated by a user who is a job seeker (hereinafter referred to as job seeker terminal 5). The user terminal may be in any form, such as a smartphone, tablet terminal, computer, or any other device that can access the information processing device 2 via a telecommunication line.

Figure 3 is a block diagram showing the hardware configuration of a user terminal. The following description will be given using the employee terminal 3 as an example. The employee terminal 3 includes a communication bus 30, a communication unit 31, a memory unit 32, a processor 33, a display unit 34, and an input unit 35. The communication unit 31, the memory unit 32, the processor 33, the display unit 34, and the input unit 35 are electrically connected via the communication bus 30 inside the employee terminal 3. The description of the communication unit 31, the memory unit 32, and the processor 33 will be omitted as they are the same as the description of each unit in the information processing device 2.

<Display unit 34>
The display unit 34 displays a screen of a graphical user interface (GUI) that can be operated by a user. The display unit 34 may be included in the housing of the employee terminal 3 or may be attached externally. Specifically, the display unit 34 may be implemented as a display device such as a CRT display, a liquid crystal display, an organic EL display, or a plasma display. It is preferable that these display devices are implemented by selectively using them according to the type of the employee terminal 3.

<Input unit 35>
The input unit 35 accepts an operation input made by an employee. The operation input is transferred as a command signal to the processor 33 via the communication bus 30. The processor 33 may execute a predetermined control or calculation based on the transferred command signal as necessary. The input unit 35 may be included in the housing of the employee terminal 3, or may be externally attached. For example, the input unit 35 may be implemented as a touch panel integrated with the display unit 34. When the input unit 35 is implemented as a touch panel, the employee user can input a tap operation, a swipe operation, or the like to the input unit 35. As the input unit 35, a switch button, a mouse, a QWERTY keyboard, or the like can be adopted instead of a touch panel.

<Administrator terminal 4>
The manager terminal 4 is operated by a person in charge of hiring or a user in a position to manage employees of a company. The manager terminal 4 may be in any form, such as a smartphone, a tablet terminal, a computer, or any other device that can access the information processing device 2 via a telecommunication line.

The manager terminal 4 has a communication unit 41, a memory unit 42, a processor 43, a display unit 44, and an input unit 45, and these components are electrically connected inside the manager terminal 4 via a communication bus 40. The manager terminal 4 has a hardware configuration that is approximately the same as the information processing device 2 and the employee terminal 3, although the performance and detailed specifications may differ.

<Job Seeker Terminal 5>
The job seeker terminal 5 is operated by a user who is a job seeker. The job seeker terminal 5 may be in any form, such as a smartphone, a tablet terminal, a computer, or any other device that can access the information processing device 2 via a telecommunications line.

The job seeker terminal 5 has a communication unit 51, a memory unit 52, a processor 53, a display unit 54, and an input unit 55, and these components are electrically connected inside the job seeker terminal 5 via a communication bus 50. The job seeker terminal 5 has a hardware configuration that is approximately the same as the information processing device 2 and the employee terminal 3, although the performance and detailed specifications may differ.

2. Functional Configuration In this section, the functional configuration will be described. Fig. 4 is a functional block diagram showing the functions of the information processing device 2. As described above, information processing by the software stored in the storage unit 22 can be specifically realized by hardware (specifically, the processor 23) and executed as each functional unit included in the processor 23. In other words, the information processing system 1 includes each functional unit in a program.

Specifically, the processor 23 has, as its functional units, a reception unit 231, an acquisition unit 232, an evaluation unit 233, an identification unit 234, and a display control unit 235.

The reception unit 231 is configured to receive various information as a reception step. Specifically, the reception unit 231 is configured to receive information via the communication unit 21 or the storage unit 22 and to be able to read this information into the working memory. Preferably, the reception unit 231 receives questionnaire response input via the input unit 35 of the employee terminal 3 or the like.

The acquisition unit 232 is configured to acquire various pieces of information as an acquisition step. Specifically, the acquisition unit 232 acquires information related to the characteristics of the tissue evaluated by the evaluation unit 233.

The evaluation unit 233 is configured to evaluate various characteristics as an evaluation step. Preferably, the evaluation unit 233 evaluates the current characteristics of the organization based on the questionnaire response information received by the reception unit 231. Details will be described later.

The identification unit 234 is configured to identify various pieces of information as an identification step. Specifically, the identification unit 234 identifies the difference in the characteristics acquired by the acquisition unit 232. Details will be described later.

As a display control step, the display control unit 235 displays various information stored in the memory unit 32 or screens including the information in a manner viewable on a terminal such as the employee terminal 3, the manager terminal 4, or the job seeker terminal 5. This allows various information to be presented to various users operating terminals such as the employee terminal 3, the manager terminal 4, or the job seeker terminal 5. The display control unit 235 controls visual information such as screens, images, icons, and messages to be displayed on the displays of the above terminals. The display control unit 235 may generate only rendering information for displaying the visual information on the above terminals.

3. Operation of Information Processing System 1 In this section, the flow of the information processing method executed by the information processing system 1 will be described with reference to the drawings. As shown below, the information processing method includes the following steps. Note that the order of the processes can be changed as appropriate, multiple processes can be executed simultaneously, and some processes can be omitted.

5 is an activity diagram showing an example of the flow of information processing executed in the information processing system 1. As an example, a case will be described in which a human resource image required for a future organization OR1 and a second user who fits the human resource image are presented to a first user in a certain organization OR1.

Here, the first user is a person who manages organization OR1, such as a human resources manager or a manager (hereafter referred to as a manager). The second user is a job seeker who fits the profile of the personnel required by organization OR1.

First, as a reception step, the reception unit 231 receives input of a response to the first questionnaire from the employee (A101). Specifically, for example, the reception unit 231 receives response information to the first questionnaire from the employee terminal 3 via the communication unit 21. The contents of the first questionnaire will be described in detail later.

Next, the acquisition unit 232 acquires first organization characteristic information IF1 indicating the current characteristics of the organization OR1 as an acquisition step (A102, A103). For example, the acquisition unit 232 may acquire information on values (hereinafter, referred to as current value information IF1) as the first organization characteristic information IF1. Specifically, the evaluation unit 233 evaluates the current values of the organization OR1 based on the response information of the first questionnaire received from the employee terminal 3 in A101 as an evaluation step. Next, the acquisition unit 232 acquires the current value information IF1 of the organization OR1 (A102). Similarly, the evaluation unit 233 evaluates the personality of the employee currently belonging to the organization OR1 based on the response information of the first questionnaire received from the employee terminal 3 in activity A101 as an evaluation step. Next, the acquisition unit 232 acquires information indicating the evaluation on the personality of the employee belonging to the organization OR1 (A103).

Independently from the processing related to the above activities A101 to A103, the reception unit 231 receives input of a response to the second questionnaire from the administrator as a reception step (A104). Specifically, for example, the reception unit 231 receives response information to the second questionnaire from the administrator terminal 4 via the communication unit 21. The contents of the second questionnaire will be described in detail later.

Next, as an acquisition step, the acquisition unit 232 acquires second organization characteristic information IF2 indicating the target characteristics of the organization OR1 (A105). For example, the acquisition unit 232 may acquire information on values (hereinafter referred to as future values information IF2) as the second organization characteristic information IF2. Specifically, as an evaluation step, the evaluation unit 233 evaluates the values that the organization OR1 aims to achieve in the future based on the response information of the second questionnaire received from the administrator terminal 4 in activity A104. Next, the acquisition unit 232 acquires the future values information IF2 of the organization OR1.

Next, as an acquisition step, the acquisition unit 232 acquires information on organizations that match the values that organization OR1 aims to achieve in the future from reference information IF4 (hereinafter, big data IF4) previously stored in the storage unit 22 (A106). In other words, as an acquisition step, the acquisition unit 232 acquires third organization characteristic information IF3 selected from the previously stored reference information IF4 according to the second organization characteristic information IF2. The contents of big data IF4 will be described in detail later.

In this embodiment, for convenience of explanation, the big data IF4 is stored in the storage unit 22, but this is not limited thereto, and the big data IF4 does not have to be included in the information processing system 1. Also, in this embodiment, the information processing device 2 performs various storage and control, but multiple external devices may be used instead of the information processing device 2. For example, the big data IF4 may be distributed and stored in multiple external devices using blockchain technology or the like.

Next, as an identification step, the identification unit 234 identifies the difference in evaluation values based on the current value information IF1 of the organization OR1 acquired in activity A102, the information indicating the evaluation of the personality of the employees belonging to the organization OR1 acquired in activity A103, and the future value information IF2 of the organization OR1 acquired in activity A106 (A107). In other words, as an identification step, the identification unit 234 identifies the difference between the current characteristics and the target characteristics of the organization OR1 based on the first organization characteristic information IF1 and the second organization characteristic information IF2. The specific identification method will be described in detail later.

Next, as a display control step (an example of a presentation step), the display control unit 235 causes the display unit 34 of the employee terminal 3 to display visual information that allows the difference to be grasped and human resource characteristic information IF5 that indicates the characteristics of the human resource required to fill the difference, so that the visual information can be presented to the first user who is recruiting for organization OR1 (A108). The specific visual information that allows the difference to be grasped will be described in detail later. A specific method for identifying the human resource characteristic information IF5 will also be described in detail later.

Meanwhile, the characteristics of the job seeker are also evaluated. As a reception step, the reception unit 231 receives input of responses to the third questionnaire from the job seeker (A109). Specifically, for example, the reception unit 231 receives response information to the third questionnaire from the job seeker terminal 5 via the communication unit 21. The content of the third questionnaire may, for example, ask about the job seeker's values regarding work. The content of the third questionnaire may also, for example, ask about the job seeker's personality.

Next, as an evaluation step, the evaluation unit 233 evaluates the personal characteristics of the job seeker (A110). Specifically, as an evaluation step, the evaluation unit 233 evaluates the personal characteristics of the job seeker based on the response information to the third questionnaire received from the job seeker terminal 5 in A109. In this way, the job seeker is associated with personal characteristic information IF6, which is information indicating the personal characteristics of the job seeker.

Next, as an identification step, the identification unit 234 identifies a job seeker having personal characteristic information IF6 that matches the human resource characteristic information IF5 as a second user (A111). In other words, as an identification step, the identification unit 234 further identifies a second user different from the first user based on the human resource characteristic information IF5.

Next, as a display control step, the display control unit 235 causes the display unit 44 of the manager terminal 4 to display information about the second user identified from among the job seekers so that the information can be presented to the manager (A112). In other words, as a display control step, the display control unit 235 causes the display unit 44 of the manager terminal 4 to display information about the identified second user so that the information can be presented to the first user. The specific manner of presentation will be described in detail later.

In summary, the information processing method according to this embodiment includes each step in the information processing system 1. In the acquisition step, first organization characteristic information IF1 indicating the current characteristics of organization OR1 and second organization characteristic information IF2 indicating the target characteristics of organization OR1 are acquired. In the identification step, the difference between the current characteristics and the target characteristics of organization OR1 is identified based on the first organization characteristic information IF1 and the second organization characteristic information IF2. In the presentation step, visual information that allows the difference to be grasped and human resource characteristic information IF5 indicating the characteristics of the human resource required to fill the difference are presented to a first user who is recruiting for organization OR1.

According to this embodiment, it is possible to carry out recruitment activities by working backwards from the future vision of the organization. Also, by identifying job seekers who match the characteristics of the human resources required to fill the gap, it is possible to obtain information on specific job seekers who fit the image of the human resources required by the organization. Furthermore, by using values as the characteristics of the organization, it is possible to recruit job seekers who fit the values that the organization aims for.

3.2 Details of Information Processing Details of the above-mentioned information processing will be described with reference to FIGS.

(First questionnaire response screen 6)
Fig. 6 shows an example of a first questionnaire response screen 6 displayed on the display unit 34 of the employee terminal 3. The first questionnaire response screen 6 is an example of a screen displayed in activity A101 of Fig. 5. The first questionnaire response screen 6 has areas 61-64 in which questions for the employee are displayed, and answer areas 610, 620, 630, and 640 in which answers to the questions are input.

As shown in FIG. 6, area 61 displays a question for the employee, "Q1. Are you satisfied with the current situation?". Answer area 610 is an area for accepting input of an answer to the question displayed in area 61. Answer area 610 has check box 611 "Satisfied," check box 612 "Fair," check box 613 "Average," and check box 614 "Dissatisfied." Also, in FIG. 6, the reception unit 231 accepts the selection of check box 611 "Satisfied" from the employee. The same applies to areas 62 to 64.

In the example of FIG. 6, an employee of organization OR1 can answer the first questionnaire by selecting any check box in the corresponding answer area 610, 620, 630, 640 as an answer to each question displayed in areas 61 to 64. The acquisition unit 232 acquires the current value information IF1 of organization OR1 that is analyzed based on the answers to the first questionnaire received from the employees. In other words, the acquisition unit 232 acquires information that is analyzed based on at least the questionnaire response information as the first organization characteristic information IF1. The questionnaire includes questionnaires received from employees of organization OR1.

Here, the answer information of the first questionnaire is not limited in format as long as it is information that can calculate an evaluation value as the current value information IF1 of the organization OR1, but it is preferable that it includes, for example, information indicating a stage with a number. As an example, the answer information "Satisfied" received in response to the question "Q1. Are you satisfied with the current situation?" displayed in the area 61 of FIG. 6 is preferably information indicating an evaluation value of 8. Furthermore, it is preferable that the information indicates an evaluation value of 6 when the answer "Fair" is selected, an evaluation value of 4 when the answer "Average" is selected, and an evaluation value of 2 when the answer "Dissatisfied" is selected. In this embodiment, the answer information of the first questionnaire includes information indicating a stage with a number as described above. The same is also true for the answer information of the second questionnaire and the answer information of the third questionnaire described later. A method of acquiring the current value information IF1 based on the answer information of the first questionnaire will be described later.

(Question Table T1)
FIG. 7 is a schematic diagram of a question table T1 that manages questions included in the first questionnaire. As shown in FIG. 7, the question table T1 may preferably include information such as a major category T11, a medium category T12, a small category T13, and a question item T14. In other words, the question item T14 of the question table T1 may preferably be classified into a plurality of categories. Specifically, the question "Q1. Are you satisfied with the current situation?" displayed in the area 61 of FIG. 6 may be classified into a major category T11 "personality", a medium category T12 "challenge", and a small category T13 "challenging spirit", respectively. Also, preferably, at least one of the major category T11, the medium category T12, and the small category T13 may be a category indicating a characteristic. More preferably, at least one of the major category T11, the medium category T12, and the small category T13 may correspond to an evaluation item included in the big data IF4. In this embodiment, the major category T11 will be described as a category indicating a characteristic category. In addition, the small classification T13 will be described as a classification corresponding to the evaluation items of the big data IF4. The contents of the big data IF4 will be described in detail later.

Here, a method of acquiring the current value information IF1 based on the questionnaire response information in the activity A102 in FIG. 5 will be described. As an example, it is preferable that the evaluation unit 233 aggregates the response information of the first questionnaire received from the employee using the subcategory T13 in FIG. 7 as the aggregation axis. As shown in FIG. 7, the evaluation unit 233 may aggregate the response information (evaluation value) for each of the questions T14, "I feel satisfied with the current situation," "I feel like I want to try a high-level job," and "I sometimes feel like I'm not interested in things recently," to obtain the evaluation value of the "challenge spirit" of the subcategory T13. In this way, the evaluation unit 233 can calculate an evaluation value indicating the employee's value by calculating an evaluation value for each subcategory T13 (evaluation item). For example, the evaluation unit 233 may calculate the integrated value of the response information (evaluation value) for each question for each subcategory T13 to obtain the employee's characteristic information (evaluation value). For example, the evaluation unit 233 may calculate the average value of the answer information (evaluation value) to each question for each subcategory T13, and use this as the employee's characteristic information (evaluation value). Furthermore, the evaluation unit 233 can calculate an evaluation value indicating the current value information IF1 by aggregating the calculated employee characteristic information (evaluation value) for each organization. In a similar manner, information regarding the current personality of the employee in activity A103 in FIG. 5 can also be calculated.

Preferably, the questionnaire T14 may also ask about at least one of the employee's values, abilities, and personality. In other words, the response information to the first questionnaire may include at least one of the employee's values, abilities, and personality. In this embodiment, the response information to the first questionnaire is described as including information about the employee's values and personality. Specifically, the major category T11 in FIG. 7 includes "personality" and "values". In other words, for the questionnaire T14 that asks the employee about information about personality and values, the personality-related questions T14 are classified into the major category T11 "personality", and the values-related questions T14 are classified into the major category T11 "values". According to this aspect, the current organizational state can be grasped more accurately.

(Second questionnaire response screen 7)
Fig. 8 shows an example of the second questionnaire response screen 7 displayed on the display unit 44 of the manager terminal 4. The second questionnaire response screen 7 is an example of a screen displayed in activity A104 of Fig. 5. The second questionnaire response screen 7 has areas 71-73 in which questions for the manager are displayed, and answer areas 710, 720, and 730 in which answers to the questions are input.

As shown in FIG. 8, area 71 displays a question to the manager, "Q1. Do you want to prioritize fit with the organization over an employee's skills and abilities?". Answer area 710 is an area for accepting input of an answer to the question displayed in area 71. Answer area 710 has check box 711 "Doesn't apply," check box 712 "Doesn't really apply," check box 713 "Can't say either way," check box 714 "Somewhat applies," and check box 715 "Very applies." Also, in FIG. 8, the reception unit 231 accepts the selection of check box 711 "Doesn't apply" from the manager. The same applies to areas 72 to 73.

As shown in FIG. 8, the administrator of organization OR1 can answer the second questionnaire by selecting any check box in the corresponding answer area 710, 720, or 730 as an answer to each question displayed in areas 71 to 73.

Based on the response information of the second questionnaire received from the administrator, the evaluation unit 233 evaluates the future value information IF2 of the organization OR1 as the second organization characteristic information IF2. An example of a method for evaluating the future value information IF2 in activity A105 of FIG. 5 will be described. Specifically, for example, a combination of the response information of the second questionnaire and the future value information IF2 may be stored as a database in the storage unit 22, and the evaluation unit 233 may evaluate the future value information IF2 based on the database. In addition, a trained model that has previously been machine-learned to determine the correlation between the response information of the second questionnaire and the future value information IF2 may be stored in the storage unit 22, and the evaluation unit 233 may evaluate the future value information IF2 based on the trained model.

Furthermore, preferably, the future value information IF2 is associated with a characteristic tag T23 in the big data IF4. The characteristic tag T23 will be described in detail later.

(Organization Information Management Table T2)
Fig. 9 is a schematic diagram of an organization information management table T2 which is the big data IF4 referred to in A106 in Fig. 5. As shown in Fig. 9, the organization information management table T2 may include information such as a company T21, an organization T22, a characteristic tag T23, an employee T24, and an evaluation value T25. Preferably, the big data IF4 includes a characteristic tag T23 which is information indicating the characteristics of the organization.

Now, big data IF4 will be described. Big data IF4 is a database that contains information on multiple organizations. Specifically, big data IF4 includes data acquired in activity A107 of FIG. 5 as information that matches future value information IF2 of organization OR1. Furthermore, big data IF4 includes information on organizations that have already realized the organizational image that organization OR1 aims for in the future. The specific contents of big data IF4 will be described in detail later.

Preferably, the big data IF4 may include an evaluation value T25 evaluated based on the results of the employees' responses to the first questionnaire. As an example, the results of the first questionnaire responded by each employee may be tallied by item for each employee. As shown in FIG. 9, for example, the results of the first questionnaire responded by employee E001 belonging to organization O001 are tallied by evaluation item, and the evaluation value of evaluation item 1 is calculated as 2, the evaluation value of evaluation item 2 as 4, and the evaluation value of evaluation item 3 as 2. In addition, the results of the first questionnaire responded by each employee may be tallied by organization to which the employee belongs, and included in the big data IF4 as third organization characteristic information IF3.

More preferably, evaluation items 1 to 6 in the organization information management table T2 may correspond to subcategory T13 included in the question table T1 in FIG. 7 and evaluation item T31 in FIG. 10, which will be described later. For example, evaluation item 1 included in the evaluation value T25 in FIG. 9 may correspond to subcategory T13 "Challenging spirit" in FIG. 7, and the evaluation value of item 1 may correspond to "Challenging spirit." In this embodiment, it is assumed that each item in the evaluation value T25 corresponds to each subcategory T13 in FIG. 7 and each evaluation item T31 in FIG. 10.

The characteristic tag T23 may be in any format as long as it is information capable of defining the characteristics of each organization, but may be information that identifies the organizational structure, such as "green" and "teal," as shown in FIG. 9. The characteristic tag T23 may be set for each organization, such as a department, or may be set for each company. The characteristic tag T23 may be set arbitrarily by, for example, an administrator of the organization. The characteristic tag T23 may also be set based on, for example, responses to a questionnaire given to the administrator.

Furthermore, it is preferable that the characteristic tag T23 is associated with the future value information IF2. Specifically, for example, the acquisition unit 232 acquires data of organizations that match the future value information IF2 from the big data IF4 as the third organization characteristic information IF3, using the characteristic tag T23 as a key. Specifically, when the future value information IF2 is "green organization", the acquisition unit 232 identifies the organization O001 having the characteristic tag T23 "green" corresponding to the "green organization" from the big data IF4, and acquires information indicating the values of the organization O001 as the third organization characteristic information IF3. In other words, the acquisition unit 232 acquires the third organization characteristic information IF3 selected from the pre-stored reference information IF4 according to the second organization characteristic information IF2.

Next, a method for identifying the difference in the evaluation value of activity A107 in FIG. 5 will be described. The identification unit 234 identifies the difference by calculating the difference between the third organization characteristic information IF3 and the first organization characteristic information IF1. Specifically, the identification unit 234 matches the third organization characteristic information IF3 acquired from the big data IF4 with the current value information IF1 to identify the difference. According to this aspect, it is possible to evaluate the characteristics of an organization and grasp the difference in the characteristics of an organization. In addition, it is possible to grasp the current organization state more accurately.

(Difference display screen)
10 shows an example of the difference display screen 8 displayed on the display unit 44 of the administrator terminal 4. The difference display screen 8 includes an area 81, an area 82, an area 83, a display button 84, and an area 85.

Preferably, area 81 is an area where the organization for which differences are to be identified is displayed. As shown in FIG. 10, area 81 displays the company name and department name of organization OR1. Also preferably, area 82 is an area where future value information IF2 is displayed. In the example of FIG. 10, area 82 displays "Green Organization" as future value information IF2.

Preferably, area 83 is an area in which human resource characteristic information IF5 required to fill the gap between future value information IF2 and current value information IF1 is displayed. A method for identifying human resource characteristic information IF5 will be described in detail later.

Area 85 is an area where a characteristic comparison table T3 for displaying the difference between future value information IF2 and current value information IF1 is displayed. As shown in FIG. 10, the characteristic comparison table T3 displayed in area 85 includes information such as evaluation item T31, evaluation value T32, target evaluation value T33, and difference T34. As described above, in this embodiment, it is explained that the evaluation item T31 corresponds to each evaluation item in the organization information management table T2 in FIG. 9, and subcategory T13 in the question table T1 in FIG. 7.

The evaluation value T32 is information included in the current values information IF1 acquired in activity A102 in FIG. 5. The display control unit 235 displays the evaluation value T32 on the display unit 44 of the administrator terminal 4 in a manner that allows the administrator to understand the magnitude relationship of the evaluation value T32. The evaluation value T32 may be classified into "low", "medium" and "high" according to the stage. As shown in FIG. 10, the evaluation value T32 is classified into the stage "medium" for the evaluation items T31 "spirit of challenge" and "adaptability to change", and is classified into the stage "high" for the evaluation items T31 "human relationships" and "relationship with the organization".

The target evaluation value T33 is an evaluation value indicating information of an organization that matches the goal from the big data IF4, which is acquired in activity A106 in FIG. 5. The target evaluation value T33 is information included in the third organization characteristic information IF3. For example, the display control unit 235 displays the magnitude relationship of the target evaluation value T33 on the display unit 44 of the manager terminal 4 in a manner that allows the manager to understand. Also, similar to the evaluation value T32, the target evaluation value T33 may be classified into "low", "medium" and "high" according to the stage. As shown in FIG. 10, the target evaluation value T33 is classified into the stage "high" for all of the evaluation items T31 "challenge spirit", "adaptability to change", "human relationships" and "relationship with the organization".

Difference T34 is information indicating the difference between future value information IF2 and current value information IF1 of organization OR1, identified by activity A107 in FIG. 5. Specifically, difference T34 corresponds to the difference between evaluation value T32 and target evaluation value T33. Difference T34 may be classified as "large," "medium," or "small" depending on the stage. As shown in FIG. 10, difference T34 is classified as large for the evaluation item "challenging spirit," difference T34 is classified as medium for the evaluation item "adaptability to change," and difference T34 is classified as small for the evaluation items "personality" and "relationship with organization."

Here, an example of a method for identifying personnel characteristic information IF5 will be described. First, the identification unit 234 identifies an evaluation item T31 with a large difference T34 between future value information IF2 and current value information IF1. Furthermore, the identification unit 234 identifies a characteristic corresponding to the identified evaluation item T31 as personnel characteristic information IF5. In FIG. 10, as an example, the evaluation item "challenging spirit" with the largest difference T34 is identified among all evaluation items T31. Furthermore, the "strong challenging spirit" type is identified as personnel characteristic information IF5 as a characteristic corresponding to the evaluation item "challenging spirit".

The display button 84 is a button for displaying on the screen a list of job seeker candidates who match the human resource characteristic information IF5 displayed in the area 83. For example, upon receiving input from the administrator to the display button 84, the display control unit 235 transitions the content displayed on the display unit 44 from the difference display screen 8 in FIG. 10 to the job seeker display screen 9 in FIG. 11.

(Job Seeker Display Screen)
Fig. 11 shows an example of the job applicant display screen 9 displayed on the display unit 44 of the manager terminal 4. The job applicant display screen 9 is an example of a screen displayed in activity A112 of Fig. 5. The job applicant display screen 9 includes an area 91 for displaying the name of an organization, an area 92, an area 93, an area 94, and a display button 95. Here, areas 91 to 93 are the same as areas 81 to 83, and therefore a description thereof will be omitted.

Area 94 is an area where a candidate table T4 is displayed, showing information about candidates (hereinafter, referred to as candidates) identified as second users from among job seekers. As shown in FIG. 10, the candidate table T4 displayed in area 94 may include information such as a job seeker code T41, attributes T42, gender T43, age T44, and suitability T45. In this way, as a display control step, the display control unit 235 displays a list of information about the identified second users in a manner that is viewable by the first user.

Here, preferably, the information of the second user is displayed in the list in descending order of the degree of compatibility T45 of the personal characteristic information IF6 with the human resource characteristic information IF5. The identification unit 234 identifies the degree of compatibility T45 by matching the personal characteristic information IF6 with the human resource characteristic information IF5. For example, the acquisition unit 232 may acquire the personal characteristic information IF6 based on the third questionnaire response information received from the job seeker in activity A109 of FIG. 5. As an example, it is preferable that the evaluation items of the personal characteristics correspond to the evaluation items of the characteristic comparison table T3. Furthermore, the evaluation unit 233 may acquire the personal characteristic information IF6 of the job seeker in a manner similar to the method of acquiring the current value information IF1 from the response information of the first questionnaire described above.

As shown in FIG. 11, job seekers whose personal characteristic information IF6 matches the personnel characteristic information IF5 "Strongly challenging type" are displayed in order on the job seeker display screen 9. Specifically, job seekers whose personal characteristic information IF6 has a high evaluation value for the evaluation item "challenging spirit" are displayed in order on the job seeker display screen 9. This aspect allows the manager to recognize more suitable job seekers.

Next, the display button 95 is a button for viewing detailed information about the job seeker displayed in the area 94. For example, the display control unit 235 preferably displays further detailed information about the job seeker by accepting an input to the display button 95. The display button 95 may be associated with each job seeker. As shown in FIG. 11, the display button 95 is associated with the job seeker code T41 of S0027, and the display control unit 235 may further display information about the job seeker having the job seeker code T41 of S0027 by accepting an input to the display button 95. The display button 95 may also be associated only with the job seeker code T41 having a high suitability T45. As shown in FIG. 11, the display button 95 may be associated only with the job seeker corresponding to the job seeker code T41 of S0027 and the job seeker corresponding to the job seeker code T41 of S0012. According to this aspect, the administrator can grasp detailed information about a more suitable job seeker.

4. Modifications The above-described information processing mode is merely an example, and the present invention is not limited to this.

The characteristics are not particularly limited. For example, they may be at least one of values, personality, ability, qualifications, educational background, stress tolerance, age, gender, occupation, and job title.

In this embodiment, for convenience of explanation, the first organizational characteristic is evaluated based on the questionnaire response information of employees, but this is not limited to this. In one aspect, the first organizational characteristic may be evaluated by matching the questionnaire response information of employees with the questionnaire response information of managers. The content of the questionnaire for employees and the content of the questionnaire for managers may be the same or different.

In this embodiment, the difference between the identified information indicating the current values of the organization and the information indicating the future values is used to present job seekers as candidates, but this is not limited to the above. In one embodiment, the identified difference may be used to present recommendations for improving the organization. Specifically, the display control unit 235 may present employees with a training program to close the gap in abilities. Furthermore, the display control unit 235 may present managers with suggestions for building the organization to close the gap in values. Furthermore, the display control unit 235 may present employees with advice on working to close the gap in values.

The information processing device 2 may be in an on-premise form or in a cloud form. As an information processing device 2 in a cloud form, for example, the above functions and processes may be provided in the form of SaaS (Software as a Service) or cloud computing.

In the above embodiment, the information processing device 2 performs various storage and control operations, but multiple external devices may be used instead of the information processing device 2. In other words, various information and programs may be distributed and stored in multiple external devices using blockchain technology, etc.

Another aspect of the embodiment may be a program. The information processing program causes at least one computer to execute each step of the information processing system 1.

Furthermore, it may be provided in the following forms:

(1) An information processing method comprising the following steps: in the acquisition step, first organizational characteristic information indicating the current characteristics of an organization and second organizational characteristic information indicating the target characteristics of the organization are acquired; in the identification step, a difference between the current characteristics and the target characteristics of the organization is identified based on the first organizational characteristic information and the second organizational characteristic information; and in the presentation step, visual information that allows the difference to be grasped and human resource characteristic information indicating the characteristics of the human resource required to fill the difference are presented to a first user who is recruiting for the organization.

In this way, recruitment activities can be carried out by working backwards from the organization's future aspirations.

(2) In the information processing method described in (1) above, in the identification step, a second user different from the first user is further identified based on the human resource characteristic information, and in the presentation step, information on the identified second user is presented to the first user.

This allows managers to identify specific job seekers who fit the profile of the talent their organization needs.

(3) In the information processing method described in (2) above, the second user is associated with personal characteristic information that is information indicating the personal characteristics of the second user, and in the identification step, the second user having the personal characteristic information that matches the human resource characteristic information is identified.

In this way, managers can obtain information about specific job seekers who fit the profile of the talent their organization needs.

(4) In the information processing method described in (3) above, the display control step further includes displaying a list of the information of the identified second user in a manner that is visible to the first user, and wherein the information of the second user is displayed in the list in order of the degree of compatibility of the personal characteristic information with the human resource characteristic information.

In this way, managers can identify more suitable job seekers.

(5) In the information processing method described in any one of (1) to (4) above, in the acquisition step, information analyzed based on at least questionnaire response information is acquired as the first organizational characteristic information, and the questionnaire includes a questionnaire received from an employee of the organization.

In this way, managers can obtain information about specific job seekers who fit the profile of the talent their organization needs.

(6) In the information processing method described in (5) above, the response information includes information regarding at least one of the employee's work values, abilities, and personality.

This allows for a more accurate understanding of the current tissue condition.

(7) In the information processing method described in any one of (1) to (6) above, in the acquisition step, third tissue characteristic information selected from pre-stored reference information is acquired according to the second tissue characteristic information, and in the identification step, the difference between the third tissue characteristic information and the first tissue characteristic information is calculated to identify the difference.

This allows for a more accurate understanding of the current tissue condition.

(8) The information processing method according to any one of (1) to (7) above, wherein the characteristic is a value.

This approach allows the organization to hire managers who fit the values it aspires to.

(9) An information processing system comprising at least one processor, the processor being configured to execute each of the steps described in any one of (1) to (8) above.

In this way, recruitment activities can be carried out by working backwards from the organization's future aspirations.

(10) A program that causes a computer to execute each of the steps described in any one of (1) to (8) above.

In this way, recruitment activities can be carried out by working backwards from the organization's future goals.
Of course, this is not the case.

Finally, various embodiments of the present disclosure have been described, but these are presented as examples and are not intended to limit the scope of the invention. The novel embodiments can be implemented in various other forms, and various omissions, substitutions, and modifications can be made without departing from the spirit of the invention. The embodiments and modifications thereof are within the scope and spirit of the invention, and are included in the scope of the invention and its equivalents as set forth in the claims.

LIST OF SYMBOLS 1: Information processing system 2: Information processing device 3: Employee terminal 4: Manager terminal 5: Job seeker terminal 6: First questionnaire response screen 7: Second questionnaire response screen 8: Differential display screen 9: Job seeker display screen 20: Communication bus 21: Communication unit 22: Memory unit 23: Processor 231: Reception unit 232: Acquisition unit 233: Evaluation unit 234: Identification unit 235: Display control unit 30: Communication bus 31: Communication unit 32: Memory unit 33: Processor 34: Display unit 35: Input unit 40: Communication bus 41: Communication unit 42: Memory unit 43: Processor 44: Display unit 45: Input unit 50: Communication bus 51: Communication unit 52: Memory unit 53: Processor 54: Display unit 55: Input unit 61: Area 62: Area 63: Area 64 : Area 71 : Area 72 : Area 73 : Area 81 : Area 82 : Area 83 : Area 84 : Display button 85 : Area 91 : Area 92 : Area 93 : Area 94 : Area 95 : Display button 610 : Answer area 611 : Checkboxes 612 : Checkboxes 613 : Checkboxes 614 : Checkboxes 620 : Answer area 630 : Answer area 640 : Answer area 710 : Answer area 711 : Checkboxes 712 : Checkboxes 713 : Checkboxes 714 : Checkboxes 715 : Checkboxes 720 : Answer area 721 : Checkboxes 730 : Answer area IF1 : First organization characteristic information (current values information)
IF2: Second organizational characteristic information (future value information)
IF3: Third organization characteristic information IF4: Reference information IF5: Personnel characteristic information IF6: Individual characteristic information OR1: Organization T1: Question table T11: Major category T12: Medium category T13: Minor category T14: Question item T2: Organization information management table T21: Company T22: Organization T23: Characteristic tag T24: Employee T25: Evaluation value T3: Characteristic comparison table T31: Evaluation item T32: Evaluation value T33: Target evaluation value T34: Difference T4: Candidate table T41: Job seeker code T42: Attributes T43: Gender T44: Age T45: Suitability

Claims (9)

1. A computer-implemented information processing method, comprising:
It comprises the following steps:
In the acquisition step, first tissue characteristic information indicating a current characteristic of the tissue and second tissue characteristic information indicating a target characteristic of the tissue are acquired;
In the identification step, a difference between a current property and a target property of the tissue is identified based on the first tissue property information and the second tissue property information, wherein:
the difference is calculated from third tissue characteristic information and the first tissue characteristic information,
the third tissue characteristic information is information selected from pre-stored reference information in accordance with the second tissue characteristic information,
In the presenting step, visual information that allows the difference to be understood and human resource characteristic information that indicates the characteristics of human resources required to fill the difference are presented to a first user who is recruiting in the organization;
The workforce characteristic information is determined based on the difference . 2. The information processing method according to claim 1,
In the identifying step, a second user different from the first user is further identified based on the human resource characteristic information;
In the presenting step, information of the identified second user is presented to the first user. 3. The information processing method according to claim 2,
The second user is associated with personal characteristic information that is information indicating personal characteristics of the second user;
In the identifying step, the second user having the personal characteristic information that matches the human resource characteristic information is identified. 4. The information processing method according to claim 3,
Furthermore, in the display control step, a list of the information of the identified second user is displayed in a manner viewable by the first user, and in the list, the information of the second user is displayed in order of the degree of match between the personal characteristic information and the human resource characteristic information. 2. The information processing method according to claim 1,
A method according to the present invention, wherein in the acquiring step, information analyzed based on at least questionnaire response information is acquired as the first organizational characteristic information, and wherein the questionnaire includes a questionnaire received from employees of the organization. 6. The information processing method according to claim 5,
The method according to claim 1, wherein the response information includes information regarding at least one of the employee's work values, abilities, and personality. 2. The information processing method according to claim 1,
The method, wherein the property is a value. An information processing system,
At least one processor;
The processor is configured to execute the steps recited in any one of claims 1 to 7 . A program,
A method for causing a computer to execute each of the steps recited in any one of claims 1 to 7 .