Talent training support system

Abstract

The talent training support system of the present invention obtains the number of service personnel belonging to an area based on the number information of service personnel of industrial machinery in each area, standardizes the number of service personnel belonging to the area using the correction coefficient specified for each area, and outputs the number of service personnel belonging to the area after standardization using the correction coefficient.

Description

Technical Field

[0001] The present invention relates to a personnel training support system and a storage medium storing a program of the personnel training support system. Background Art

[0002] Patent document 1 discloses a marketing support system capable of selecting appropriate customers in order to support marketing activities of construction machinery. In the marketing support system, a database storing customer information is provided, and customer information matching the customer search conditions input by the information receiver is extracted from the database. Afterwards, when the information receiver inputs at least two evaluation items related to the graphical display, the extracted customer information is analyzed and evaluated based on their combination. By referring to the results of the analysis and evaluation, the information receiver can select appropriate customers as marketing targets.

[0003] The marketing support system can easily select suitable customers as marketing targets, thus achieving efficiency in marketing activities. However, if the selected customers cannot be satisfied with the service, it will be difficult to get orders. Therefore, it is necessary to strengthen the service provision capability. In particular, industrial machinery often requires maintenance services such as inspection, repair, and provision of technical information after the customer purchases the product. Each agency should build a system that can provide such high-quality maintenance services.

[0004] In particular, when training service personnel around the world, the appropriate number of service personnel, technical mastery level, etc. vary depending on various conditions such as the economic growth rate, education level, and market penetration of the company in each country. Therefore, it is important to consider the situation in each region and centrally manage service personnel.

[0005] Prior art literature

[0006] Patent Literature

[0007] Patent Document 1: Japanese Patent Publication No. 2005-10868 Summary of the invention

[0008] The present invention has been made in view of the above-mentioned problems, and its main object is to provide a human resource training support system capable of centrally managing service personnel in consideration of the situation of each area, and a storage medium storing the program thereof.

[0009] The personnel training support system and the program thereof stored in a storage medium involved in the present invention obtain the number of service personnel belonging to one area based on the number of service personnel of industrial machinery in each area, standardize the number of service personnel belonging to the one area using a correction coefficient specified for each area, and output the number of service personnel belonging to the one area normalized by the correction coefficient. The personnel training support system and the program thereof stored in a storage medium involved in the present invention obtain the representative value of the level stay period of service personnel belonging to one area staying at one level based on the level stay period information of service personnel of industrial machinery in each area and each level, standardize the representative value of the level stay period using a correction coefficient specified for each area, and output the representative value of the level stay period normalized by the correction coefficient.

[0010] According to the present invention, it is possible to centrally manage service personnel in consideration of the situation in each area.

[0011] The above and other objects, features and advantages of the present invention will become more apparent from the following detailed description and accompanying drawings. BRIEF DESCRIPTION OF THE DRAWINGS

[0012] Figure 1 This is a diagram showing a configuration of a human resource training support system according to an embodiment as an example.

[0013] Figure 2 It is a diagram showing an example of a database (DB) of the human resource training support system.

[0014] Figure 3 FIG. 1 is a diagram showing an example of the area information management DB in the database.

[0015] Figure 4 It is a diagram showing an example of the regional agency information management DB in the database.

[0016] Figure 5 It is a diagram showing an example of the agent information management DB in the database.

[0017] Figure 6 It is a diagram showing an example of the teaching material information management DB in the above-mentioned database.

[0018] Figure 7 It is a diagram showing an example of the chapter teaching material information management DB in the database.

[0019] Figure 8 It is a diagram showing an example of the training information management DB among the databases.

[0020] Fig. 9It is a diagram showing an example of the course information management DB for each level in the database.

[0021] Fig.10 This is a diagram showing an example of the service personnel training class information management DB in the database.

[0022] Fig.11 It is a diagram showing an example of the teaching material learning history information management DB of each service personnel in the database.

[0023] Fig.12 2 is a diagram showing an example of the stay period information management DB for each service personnel level in the database.

[0024] Fig.13 It is a diagram showing a structural example of a trainer information management DB in the above-mentioned database.

[0025] Fig.14 This is a diagram showing a display example of a training list screen.

[0026] Fig.15 This is a diagram showing a display example of a training screen.

[0027] Fig.16 This is a diagram showing a display example of a chapter screen.

[0028] Fig.17 This is a flowchart showing an example of the steps of the level upgrade operation process.

[0029] Fig.18 Yes Fig.17 The following flowchart.

[0030] Fig.19 This is a flowchart showing an example of the steps of the level upgrade operation process.

[0031] Fig. 20 It is a diagram showing an example of a correction coefficient (economic growth rate) table.

[0032] Fig.21 This is a diagram showing an example of a correction coefficient (market penetration) table.

[0033] Fig. 22 This is a diagram showing an example of a service staff ratio pattern.

[0034] Fig.23 This is a flowchart showing an example of the procedure of the service staff ratio calculation process.

[0035] Fig.24 Yes Fig.23 The following flowchart.

[0036] Fig.25It is a diagram showing an example of a correction coefficient (education level coefficient) table.

[0037] Fig.26 This is a diagram showing an example of a correction coefficient (coefficient for the total number of chapter teaching materials) table.

[0038] Fig. 27 It is a diagram showing an example of a correction coefficient (social infrastructure development coefficient) table.

[0039] Fig.28 1 is a flowchart showing an example of the procedure of the upgrade speed calculation process.

[0040] Fig.29 Yes Fig.28 The following flowchart.

[0041] Fig.30 This is a diagram showing a display example of a visualization screen. DETAILED DESCRIPTION

[0042] Hereinafter, an embodiment of the present invention will be described based on the accompanying drawings. In addition, the structures with the same symbols in each figure represent the same structures, and their descriptions are appropriately omitted. In addition, in this specification, when a general term is used, it is represented by a reference symbol with a suffix omitted, and when an individual structure is represented, it is represented by a reference symbol with a suffix attached.

[0043] [System Overview]

[0044] Figure 1This is a diagram showing the structure of a personnel training support system 1 involved in an embodiment of the embodiment as an example. The personnel training support system 1 has a management server 10 and terminals 3 and 4. The management server 10 and the terminals 3 and 4 are connected to a network (wide area network) and can communicate with each other. The network is, for example, a transmission line such as a telephone network, a digital communication network, and a wireless communication network, and uses a prescribed communication protocol to transmit data. The network, for example, uses Internet protocols such as HTTP (Hyper Text Transfer Protocol), FTP (File Transfer Protocol), SMTP (Simple Mail Transfer Protocol), POP3 (Post Office Protocol Version 3), and TCP / IP (Transmission Control Protocol / Internet Protocol) in the communication protocol to form the Internet. Terminal 3 is a terminal configured at the global training headquarters, and terminal 4 is a terminal configured at an agency or education center in each region. Terminals 3 and 4 are, for example, personal computers such as laptops and desktop computers.

[0045] The management server 10 is a server computer including a CPU (Central Processing Unit), a RAM (Random Access Memory), a ROM (Read Only Memory), a rewritable non-volatile memory, and an input / output interface. The CPU performs information processing according to the program loaded from the ROM to the RAM. The program can be provided, for example, via an information storage medium such as an optical disk (CD-ROM, DVD-ROM, CD-R, DVD-RW, etc.), an information storage medium such as a memory card, etc., and can also be provided, for example, via a communication network.

[0046] The management server 10 can access a database (database server) 2. The database 2 may be provided inside the management server 10 or outside the management server 10.

[0047] The management server 10 starts an HTTP daemon, for example, and if it receives a processing request (HTTP request) sent from the terminal 3 or 4 via a browser, it returns a processing result (HTTP response) corresponding to the processing request to the terminal 3 or 4. For example, the management server 10 sends page data written in a web page description language to the terminal 3 or 4 as a processing result, and the terminal 3 or 4 outputs a page image representing the page data received from the management server 10 to the display unit of the terminal.

[0048] The talent training support system 1 is a system that provides online training (so-called e-learning) for training service personnel engaged in maintenance services for industrial machinery. Here, various types of construction machinery and various devices such as devices (equipment) installed in production facilities such as factories, such as reciprocating compressors, screw compressors, turbo compressors, vacuum film forming devices, tire testing machines, continuous kneading machines, and rubber kneading machines can be envisioned as industrial machinery. Industrial machinery is used for a long time, so maintenance services such as repairs, inspections, replacement of parts, and technical guidance are necessary. This type of maintenance service is provided by agencies in various regions that cooperate with the manufacturers of industrial machinery. The service personnel of the agencies in each region play a role in conducting marketing activities for customers and urging customers to appropriately accept maintenance services.

[0049] In the personnel training support system 1, training materials on the company's industrial machinery maintenance technology, etc. are prepared in various languages, and education is carried out on a global scale. It is also possible to carry out individual education corresponding to each person's learning progress and mastery level based on the past learning records of each service personnel (learned education content, class training and test results at that time, etc.).

[0050] Training using the human resource development support system 1 can be implemented not only through online training, but also in combination with face-to-face training using real machines at training facilities in each region. A global training headquarters is set up to develop and provide global common educational content and courses, and regional education centers are set up to actually educate service personnel in each region using the educational content. Trainers in each regional education center provide guidance by combining online training and face-to-face training so that each service personnel can understand the training content and implement it in practice.

[0051] The promotion method / educational approach (teaching method, etc.) of implementing education in each region using the educational content produced and provided by the global training headquarters needs to be adjusted according to the economic development level, local conditions, and cultural characteristics of the country, and further according to the business environment (such as the power relationship between the manufacturer and the agency that entrusts the after-sales service business, etc.), and as a result, it depends on or is limited by the experience and ability of the trainers in each regional education center. By introducing IT education tools such as global common teaching materials and online learning, the technical level of each service personnel can be improved efficiently. However, when implementing and carrying out simultaneous education on a global scale, there is a problem that the level of technical mastery expected by the global training headquarters and the time required to reach that level vary from region to region.

[0052] In response to this, in the talent training support system 1, the global training headquarters produces global common teaching materials and provides them to each regional education center. Therefore, when the prescribed education is carried out globally, each region can carry out education using an education method that corresponds to the regional characteristics. In this way, the maintenance technical capabilities of service personnel can be globally averaged.

[0053] Here, the teaching materials (textbooks and mastery evaluation tests) used for education are prepared and provided by the global training headquarters. The service personnel who are the target of education are divided into multiple levels according to their years of business experience and their level of business performance ability. On this basis, education content and courses are prepared for each level and education is provided. At each regional education center, education using teaching materials provided by the global training headquarters is planned and implemented at the discretion of the trainer. For example, for the upper level, the level promotion conditions and standards of global education are set, and for the other levels (lower levels), the level promotion conditions and judgment standards of service personnel can be set in each region.

[0054] Specifically, in the personnel training support system 1, online training and face-to-face training corresponding to the actual situation of each region can be carried out in each region using the teaching materials provided by the global training headquarters. For each level, one or more face-to-face training (conducted at a training center facility equipped with actual skill training equipment, etc., and face-to-face training by a trainer) or online training (training in the form of online learning, training in the form of face-to-face training without a trainer) is defined as the educational content that service personnel of that level should learn, and it can be managed as data for each level of education courses.

[0055] The test results of the mastery confirmation test in the online training and the evaluation results of each attendee by the trainer in the face-to-face training can be managed as the training class results, and it can be judged whether the class of each training is completed based on the data. It is possible to perform each level of education for service personnel for each level of education course, and automatically or manually manage the level upgrade of service personnel when the full training defined in the education course of each level is completed. In addition, when implementing higher-level education, practical skills and paper tests common to the world are implemented and evaluated, and the level upgrade of service personnel can be automatically or manually managed based on the evaluation results.

[0056] By utilizing this human resource training support system 1, the discrepancies between regions in the level of technical mastery of common educational content in the world and the time required to reach that level caused by differences in the teaching experience and capabilities of trainers at each regional education center can be corrected, thereby achieving improvement and equalization of the capabilities of global service personnel.

[0057] [database]

[0058] Figure 2 2 is a diagram showing an example of the database 2 in the personnel training support system. The database 2 includes a regional information management DB 21, an agency information management DB 22 for each region, a service personnel information management DB 23 for each agency, a teaching material information management DB 24, a teaching material information management DB 25, a training information management DB 26, a course information management DB 27 for each level, a training class information management DB 28 for each service personnel, a teaching material learning history information management DB 29 for each service personnel, a stay period information management DB 30 for each service personnel level, and a trainer information management DB 31.

[0059] like Figure 3 As shown, the area information management DB21 is a database for managing information about areas, including an "area ID" as an identifier for determining and identifying an area, an "area name" indicating the name of the area, and an "area characteristic type" indicating the type of corresponding area characteristics.

[0060] like Figure 4 As shown, the regional agency information management DB 22 is a database for managing information about agencies in each region, and includes an "region ID", an "agency ID" as an identifier for determining and identifying an agency, and an "agency name" indicating the name of the agency.

[0061] like Figure 5 As shown, the agency service personnel information management DB23 is a database for managing information about service personnel according to each agency, including "area ID", "agency ID", "service personnel ID" as an identifier for determining and identifying the service personnel, "login password" representing password information for the service personnel to log into the system, "service personnel personal information" representing personal information such as the service personnel's name, and "current service personnel level" representing the number of years of business experience and the level (grade) of business completion ability of the corresponding service personnel.

[0062] like Figure 6 As shown, the teaching material information management DB24 is a database for managing information about teaching materials used in training, including "teaching material type", "area ID" indicating whether it is a textbook teaching material or a test teaching material, "teaching material ID" as an identifier for determining and identifying the teaching material, "teaching material title" indicating the title of the teaching material, "teaching material summary information" indicating an overview of the teaching material content, "teaching material data storage location information" indicating the storage location of the teaching material data using a URL or the like, "textbook teaching material·total number of pages" indicating the total number of pages of the textbook teaching material, "textbook teaching material learning completion conditions", "textbook teaching material learning completion conditions·detailed conditions", and "test teaching material learning completion conditions", etc.

[0063] "Textbook learning completion condition" indicates whether the learning completion condition is set to "minimum reading time" or "full page reading" when "Textbook learning completion condition" is "textbook teaching material". "Textbook learning completion condition·detailed conditions" specifies the minimum reading time of the textbook teaching material (for example, minutes) as a positive value when "Textbook learning completion condition" is "minimum reading time". "Test teaching material learning completion condition" specifies the learning completion condition as a positive value of the correct answer rate (0 to 100%) converted into a percentage of the minimum passing point when "Textbook type" is "test teaching material".

[0064] like Figure 7 As shown, the chapter teaching material information management DB25 is a database for managing information related to chapter teaching materials. Chapter teaching materials are equivalent to the upper level of teaching materials (textbook teaching materials or test teaching materials) and are composed of one or more teaching materials. The chapter teaching material information management DB25 includes "regional ID", "chapter teaching material ID" as an identifier for determining and identifying chapter teaching materials, "chapter teaching material title" indicating the title of the chapter teaching material, "chapter teaching material summary information" indicating the summary of the content of the chapter teaching material, "number of learning items (N)" indicating the total number of learning items (teaching materials) constituting the chapter teaching material, "basic information of learning item n" indicating the name of each learning item, "learning material ID of learning item n" indicating the teaching material ID of the teaching material corresponding to each learning item, etc.

[0065] like Figure 8 As shown, the training information management DB26 is a database for managing information related to training. Training is equivalent to the upper level of chapter teaching materials and is composed of one or more chapter teaching materials. The training information management DB26 includes "regional ID", "training ID" as an identifier for determining and identifying training, "training name" indicating the name of the training, "training type" indicating the type of training (online training or face-to-face training), "training summary information" indicating the summary of the training content, "training completion conditions", "number of chapters (N)" indicating the total number of chapter teaching materials constituting the training, "chapter teaching material ID of chapter n" indicating the ID of the chapter teaching material set as chapter n, etc. In addition, when the "regional ID" is 0, it means that it is a global common training.

[0066] For the "Training Completion Conditions", when the "Training Type" is "Online Training", if all the chapter materials of the training are studied, it is considered completed. When the "Training Type" is "Online Training" and the chapter materials of the training include test materials, it is considered completed if the learning results of all test materials meet the test material learning completion conditions. Moreover, when the "Training Type" is "Face-to-face Training", it is considered completed if the evaluation result of the trainer is a qualified judgment.

[0067] like Fig. 9 As shown, the course information management DB 27 for each level is a database for managing information about courses according to each level, and includes an "area ID", a "level ID" as an identifier for determining and identifying the level, "level basic information" indicating basic information such as the name of the level, "service personnel level" indicating the grade of the service personnel corresponding to the level, "level upgrade mode", "whether there is a level update", "level upgrade conditions", "level update interval", "number of level updates", "training number (N)" indicating the total number of trainings that the service personnel of this level should take, and "training n ID" indicating the ID of the training set as training n, etc.

[0068] In "Level Upgrade Mode", specify "Automatic", "Manual", and "Conditional Upgrade". "Automatic" is a mode in which the level is automatically upgraded when all training groups to be learned at the level are completed. "Manual" is a mode in which the level is upgraded when all training groups to be learned at the level are completed and the trainer has made an upgrade decision. "Conditional Upgrade" is a mode in which the level is upgraded when all training groups to be learned at the level are completed and the specified level upgrade conditions are met.

[0069] In "With or without level update", specify "Without level update" or "With level update".

[0070] In the "Level Upgrade Condition", for example, the minimum stay period for the level is specified, for example, in years. That is, from the perspective of accumulating business experience, in order to perform business for a certain period of time at the level, the minimum number of years after being upgraded to the level is specified. In addition, when the "Level Upgrade Condition" is 0, no specification is made.

[0071] In "Level Update Interval", if "Level Update Presence" is "Level Update Presence", specify the period until the next level update, for example, in years. In "Level Update Count", if "Level Update Presence" is "Level Update Presence", specify the minimum number of level updates required as a level upgrade condition.

[0072] like Fig.10 As shown, each service personnel training class information management DB 28 is a database for managing information on service personnel's training classes, and includes "area ID", "service personnel ID", "training ID" as an identifier for specifying and identifying the training for which the service personnel apply for classes, "training class start date" indicating the date when the training class starts, "training class end date" indicating the date when the training class ends, and "training completion judgment", etc. "Training completion judgment" indicates the completion judgment of the training for which the service personnel apply for classes, and specifies any one of "taking classes", "completed", "not completed", and "taking classes again".

[0073] like Fig.11 As shown, each service personnel's textbook learning record information management DB29 is a database for managing information about the service personnel's textbook learning record, including "service personnel ID", "textbook ID" as an identifier for determining and identifying the textbook for which the service personnel has applied to attend classes, "textbook learning start date" indicating the date when textbook learning began, "textbook learning end date" indicating the date when textbook learning ended, "test textbook learning completion judgment" indicating whether test textbook learning is completed or incomplete, "test textbook score" expressing the test result of the test textbook as a percentage of the correct answer rate, "textbook teaching material learning completion judgment" indicating whether textbook learning is in progress or completed, "textbook teaching material reading time" expressing the textbook reading time as a cumulative value (for example, minutes), "total number of textbook pages" indicating the total number of pages of the textbook, "textbook teaching material·whether page n has been read" indicating whether the nth page of the textbook has been read or not, etc.

[0074] The information stored in the service personnel training class information management DB 28 and the service personnel teaching material learning history information management DB 29 is an example of the training class history information.

[0075] like Fig.12 As shown, the service personnel level stay period information management DB 30 is a database for managing information on level stay periods for each service personnel, and includes "region ID", "agent store ID", "service personnel ID", "level ID", "level upgrade date" indicating the date of upgrade to the level of the level ID, and "level update number" indicating the number of times the level of the level ID is updated. The "level upgrade date" is an example of level stay period information, and the "level update number" is an example of level update number information.

[0076] like Fig.13 As shown, the trainer information management DB31 is a database for managing information about trainers, including an "area ID", a "trainer ID" which is an identifier for determining and identifying the trainer, a "password" representing password information for the trainer to log into the system, and "trainer personal information" representing personal information such as the trainer's name, etc.

[0077] [Screen display example]

[0078] Figure 14 to Figure 16 This is a diagram showing a display example of a screen displayed on the display unit of the terminal 4 used by the service personnel participating in the training. Fig.14 4 is a diagram showing a display example of the training list screen 41. Fig.15 4 is a diagram showing a display example of the training screen 43. Fig.16It is a diagram showing a display example of the chapter screen 45.

[0079] Online training and face-to-face training consist of one or more chapters, and chapters consist of one or more learning items. Chapters are the smallest unit of training content, and each learning item is associated with one learning material. There are two types of learning materials: textbooks and test materials. The learning completion conditions are set for each learning material. Training also sets training completion conditions for each training. The Global Training Headquarters produces textbooks and test materials translated into the local language of each region and provides them in the form of chapters.

[0080] like Fig.14 As shown, the training list screen 41 includes a plurality of training items 412. These training items 412 are based on the training information management DB 26 (see Figure 8 ) information. Specifically, the training with the same "region ID" as the region to which the service personnel belong is extracted from the training managed in the training information management DB 26 and displayed as a training project 412. In the example shown in the figure, it is shown that all training projects 412 are online training (online learning). Each training project 412 is provided with a class application button 414. If the class application button 414 is selected, the training list screen 41 is switched to Fig.15 The training screen 43 is shown.

[0081] like Fig.15 As shown, the training screen 43 includes a plurality of chapter icons 432. These chapter icons 432 are based on the information stored in the training information management DB 26 (see Figure 8 ) and chapter teaching material information management DB25 (refer to Figure 7 ) information production. Specifically, extract the information belonging to the chapter teaching material information management DB25. Fig.14 The chapter teaching material of the "chapter teaching material ID" of the chapter 1 to N of the "training ID" corresponding to the training item 412 selected in the training list screen 41 shown is displayed as a chapter icon 432. If the chapter icon 432 is selected, the training screen 43 is switched to Fig.16 Chapter screen 45 is shown.

[0082] like Fig.16 As shown, the chapter screen 45 includes a textbook icon 452 and a test icon 454. These textbook icons 452 and test icons 454 are based on the chapter teaching material information management DB25 (refer to Figure 7 ) and teaching material information management DB24 (refer to Figure 6 Specifically, extract the information related to the teaching material information management DB24. Fig.15The textbook of the "chapter textbook ID" corresponding to the chapter icon 432 selected in the training screen 43 is displayed as a textbook icon 452 and a test icon 454. When the textbook icon 452 or the test icon 454 is selected, the textbook data corresponding thereto is read out, the textbook screen (not shown) is displayed, and the class can be listened to.

[0083] [Training Operation]

[0084] The training operation in each area using the human resource development support system 1 is performed, for example, as follows.

[0085] Trainers in each region define and prepare online training and face-to-face training for each level in their own region based on chapter teaching materials provided by the global training headquarters, and register them in the system as training units as courses for each level that service personnel of that level should learn. In this embodiment, the level of service personnel in all regions is defined as, for example, five levels.

[0086] Trainers in each region register the information of service personnel in their region into the system for each agency. At this time, the current service personnel grade (level) is set for the service personnel. Trainers in each region notify the service personnel of the login information (ID and password) registered into the system.

[0087] The service personnel logs in to the system using the login information (ID and password) notified by the trainer. On the terminal 4 used by the service personnel, courses of various levels corresponding to the service personnel level (grade) set for the service personnel are displayed as a list of trainings to be attended. The service personnel applies for the training they want to attend in this list of trainings and starts attending the class.

[0088] If the training that the service personnel apply for is online training, the service personnel can immediately read and study the chapter teaching materials related to the training after applying for the training. Fig.14 ) and start the training. The training is completed when all chapters of the training materials are completed.

[0089] If the training that the service personnel apply for is face-to-face training, they can also read and study the chapter materials related to the training immediately after applying for the class, and after pre-studying with the chapter materials, they can participate in the face-to-face training of the trainer at the training center facilities equipped with actual skill training equipment, etc. After the face-to-face training is completed, the trainer will register the results of the class in the system.

[0090] Specifically, if the service personnel selects the training list screen 41 (refer to Fig.14) If the service personnel applies for face-to-face training, the trainer in the area to which the service personnel belongs will confirm the application for face-to-face training and approve the application if it is allowed. In the training for which the trainer approves the application, the service personnel can use the chapter teaching materials for pre-study. If the day for face-to-face training at the training center arrives, the service personnel will go to the training center to participate in the face-to-face training. After the trainer confirms whether the applicant for face-to-face training has participated in the training, if so, the training completion judgment result will be registered in the system.

[0091] [Level Upgrade Operation Processing]

[0092] Next, the management of service personnel level upgrade using the personnel training support system 1 is described. Level upgrade is to determine whether to upgrade the service personnel's level from the current level to the next higher level when all the training groups set for each level have been completed. In this embodiment, for example, this timing is once a year, and each level course information management DB27 (refer to Fig. 9 )'s "Level Up Mode" is set for each area and each level.

[0093] Figure 17 to Figure 19 1 is a flowchart showing an example of the steps of the level upgrade operation process executed by the management server 10. The CPU of the management server 10 can function as a first determination unit, a second determination unit, a level management unit, and a reset unit by executing the processes shown in these figures. Fig.17 Indicates the processing in the case of non-update level (when "whether there is level update" is "no level update"), Fig.19 Indicates the processing in the case of the update system level (when "whether there is level update" is "there is level update").

[0094] like Fig.17 As shown, first, the CPU executes a process for taking training courses for each level course corresponding to the level of the service personnel (S11). The level of the service personnel is obtained from the service personnel information management DB 23 of each agency (refer to Figure 5 ) to obtain the "current service personnel level". The training that is subject to the course is in the course information management DB27 of each level (refer to Fig. 9 ) corresponds to training 1 to N of the same level as the service personnel. In this process, for example, Figure 14 to Figure 16 The screens 41 to 43 shown, the teaching material screens of the textbook teaching material or the test teaching material, etc., are generated and transmitted to the terminal 4, etc.

[0095] Next, the CPU performs a check on the training that has started the class based on the information stored in the teaching material information management DB 24 (refer to Figure 6) is completed, and the training course is judged to be finished (S12). Specifically, if the service personnel start the training course, the CPU updates the service personnel teaching material learning resume information management DB29 (refer to Fig.11 )'s textbook reading time and number of pages, test materials answer rate and other information related to the class, when the information about these classes meets the textbook information management DB24 (refer to Figure 6 ) in the case of a completion condition described in, the "completion determination" is updated from not completed to completed.

[0096] Next, the CPU determines whether all the classes of the training group of the level have been completed (S13, as the processing of the first determination unit). Specifically, the CPU refers to the training class information management DB 28 of each service personnel (refer to Fig.10 ) and each service personnel teaching material learning history information management DB29 (refer to Fig.11 ) to determine the level of course information management DB27 (refer to Fig. 9 ) in the above table checks whether all trainings 1 to N corresponding to the same level as the service personnel have been completed.

[0097] When all the training groups of the corresponding level have finished their classes (S13: YES), the CPU refers to the class information management DB 27 (reference Fig. 9 ) determines whether the level upgrade mode of the level is "automatic" (S14).

[0098] When the level upgrade mode of the level is "automatic" (S14: Yes), the CPU upgrades the level of the service personnel (S15) and ends the processing. The CPU stores the service personnel information management DB 23 (refer to Figure 5 ) is updated to the upgraded level.

[0099] On the other hand, if the level-up mode of the level is not "automatic" (S14: No), the CPU determines whether the level-up mode of the level is "manual" ( Fig.18 S16).

[0100] When the level upgrade mode of the level is "manual" (S16: Yes), the CPU obtains the result of the judgment of the trainer in the area whether to upgrade the level of the service personnel (S17, as an example of the processing of the second judgment unit). Specifically, the CPU obtains the upgrade permission information indicating whether the trainer approves the upgrade of the service personnel input from the terminal 4 used by the trainer as the judgment result. Here, the trainer's approval of the upgrade is an example of the "prescribed upgrade condition".

[0101] When the trainer determines to upgrade the service personnel's grade (S18: YES), the CPU upgrades the service personnel's grade (S15) and ends the processing.

[0102] On the other hand, when the trainer does not determine to upgrade the service personnel's level (S18: No), the CPU clears the service personnel teaching material learning history information management DB 29 (refer to Fig.11 ) in the training course record of the service personnel at this level (S19), and the processing is terminated. Accordingly, the service personnel needs to attend the course again.

[0103] In the above S16, when the level upgrade mode of the level is not "manual", that is, when the level upgrade mode of the level is "with upgrade conditions" (S16: No), the CPU determines whether the level upgrade conditions are met (S20, as an example of the processing of the second determination unit). In the present embodiment, it is determined whether the level stay period of the service personnel staying in the level exceeds the threshold as an example of the "prescribed upgrade condition". Here, the level stay period is obtained from each service personnel training class information management DB28 (refer to Fig.10 The threshold is the period of time from the "training class start date" of the course information management DB 27 (see Fig. 9 ) of the “Tier Upgrade Conditions”.

[0104] When the level upgrade condition is satisfied (S20: YES), the CPU upgrades the level of the service personnel (S15) and ends the processing.

[0105] On the other hand, when the level upgrade condition is not satisfied (S20: NO), the CPU directly terminates the process without upgrading the level of the service personnel.

[0106] Fig.19 Indicates the processing when the update system level is (when "whether there is level update" is "there is level update"). Fig.17 and Fig.18 Repeated steps are assigned the same step numbers and detailed descriptions are omitted.

[0107] In S13, when it is determined that all the training groups of the level have finished their lessons (S13: Yes), the CPU determines whether it is time to update the level (S21). Whether it is time to update is determined based on the level course information management DB 27 (refer to Fig. 9 ) is determined by the "level update interval" of the system. That is, it is determined whether the "level update interval" has passed since the most recent upgrade or update.

[0108] If it is the time to update the level (S21: Yes), the CPU determines whether the current update is less than the level update count of the level (S22). The current update count is obtained from the level stay period information management DB 30 (refer to Fig.12 The number of level updates as a threshold is obtained from the level course information management DB 27 (refer to Fig. 9 )'s "level update count".

[0109] If the current update is less than the number of level updates for the level (S22: Yes), the CPU clears or resets each service personnel teaching material learning history information management DB 29 (refer to Fig.11 ) in the training course record of the service personnel at this level (S19, processing as a reset unit), and end the processing. Based on this, the service personnel needs to take the course again.

[0110] On the other hand, when the current update is not less than the number of level updates of the level (S22: No), the CPU proceeds to the upgrade availability determination corresponding to the level upgrade mode involved in S14 to S20.

[0111] According to the above-described embodiment, by appropriately setting the course information management DB 27 (see Fig. 9 )'s "Level upgrade mode", "Whether level update is available", "Level upgrade conditions", "Level update interval" and "Number of level updates", etc., which can adjust the level upgrade of service personnel.

[0112] In particular, since these parameters can be specified for each region, it is possible to improve and average the capabilities of global service personnel while correcting for differences between regions in the level of technical mastery of common world education content and the time required to reach that level that occur due to differences in teaching experience and capabilities of trainers at each regional education center.

[0113] [Service Personnel Management]

[0114] The following describes the centralized management of service personnel in the global training headquarters using the talent training support system 1. At the terminal 3 of the global training headquarters, the talent and number composition ratio of service personnel at each level in each region, and the level upgrade speed of each level (the number of days required to upgrade to a higher level) can be confirmed. Based on these data, the areas that require advice on talent training are extracted and visualized, thereby supporting the training operations of trainers in each region.

[0115] In this embodiment, the following two indicators are managed as common indicators to average the maintenance technical capabilities of service personnel globally. The first indicator is the ratio of the number of service personnel at each level. The second indicator is the level upgrade speed of each level (the number of days required to upgrade to a higher level, i.e., the level stay period).

[0116] When education is conducted globally, the two indicators are corrected (standardized) to make comparisons between regions by taking into account differences due to economic growth in each region, differences due to market penetration of companies in the region, differences due to education levels in the region, differences due to the development of social infrastructure in the region, etc.

[0117] The first indicator, "ratio of the number of service personnel at each level", is explained. In the first indicator, two factors are used as correction factors: "economic growth coefficient" for correcting the difference caused by the economic growth rate of each region and "market entry coefficient" for correcting the difference caused by the market entry of the company in the region.

[0118] Fig. 20 This is a table showing the economic growth coefficient (correction coefficient for economic growth). As shown in the figure, the "economic growth coefficient" refers to economic indicators such as GNP (Gross National Product) and classifies the regional groups where the company enters the market into three stages of economic growth, namely low, medium, and high. On this basis, it is set for each level in each category.

[0119] Generally speaking, developing countries are regions with high economic growth rates. In order to improve customer satisfaction, in addition to the usual construction machinery and inspection and maintenance work, there are many cases where advice and provision of high value-added services (such as preventive maintenance) are required. Therefore, the composition ratio of the number of service personnel at each level is likely to be Fig. 22 On the other hand, in regions with low economic growth, such as developing countries, there are many cases where it is required to provide general construction machinery and inspection and maintenance work at a low price and with a certain quality. Therefore, the composition ratio of the number of service personnel at each level is likely to be Fig. 22 In addition, in the area where the economic growth rate is in the middle position, customers require the provision of intermediate value between the "low" and "high" positions, so the composition ratio of the number of service personnel at each level is likely to be Fig. 22 The barrel shape of model B.

[0120] In order to compare the number of service personnel even in regions with different economic growth rates, the "economic growth coefficient" is set such that the number of service personnel at lower levels (e.g., levels 1 and 2) increases as the economic growth rate increases, and the number of service personnel at higher levels (e.g., levels 4 and 5) decreases as the economic growth rate increases. In other words, the "economic growth coefficient" is set such that the number of service personnel at lower economic growth rates (e.g., low) increases as the level increases, and the number of service personnel at higher economic growth rates (e.g., high) decreases as the economic growth rate increases.

[0121] Fig.21 This is a diagram showing a table of market entry coefficients (correction coefficients related to market entry). As shown in the figure, the "market entry coefficient" is set in each division based on the division of regional groups where the company enters the market into three levels of market entry: low, medium, and high. Generally speaking, when the market entry period into the region is early, the company can enter the market more advantageously than competing companies in terms of obtaining partners for commissioned service business in the region, and therefore the number of partners / service personnel also increases. Conversely, when the market entry period into the region is late, it is difficult to obtain partners, and therefore the number of partners / service personnel also decreases. In contrast, the number of service personnel can be compared even in regions with different market entry levels, and therefore the "market entry coefficient" is set to become smaller as the market entry level increases, or in other words, to become larger as the market entry level decreases.

[0122] Fig.23 and Fig.24 1 and 2 are flowcharts of an example of procedures for calculating the service staff ratio executed by the management server 10. The CPU of the management server 10 functions as an acquisition unit, a correction unit, and an output unit by executing the processes shown in these figures.

[0123] First, the CPU manages the DB 22 based on the information of each regional agency (refer to Figure 4 ) and each agency service personnel information management DB23 (refer to Figure 5 ), obtain the number of service personnel in each area and each level (S31, as the processing of the acquisition unit). In each agency store service personnel information management DB23, the area ID and the current service personnel level (grade) correspond to the service personnel ID of each service personnel, and the CPU generates the number of people in each area and each level by referring to these.

[0124] Next, the CPU calculates the number of service personnel of each level in the area (S32, processing as an acquisition unit). That is, the CPU acquires the number of service personnel of each level belonging to one area selected from a plurality of areas.

[0125] Then, the CPU calculates the corrected number of service personnel between areas at all levels in all areas (S33 to S38, processing as a correction unit).

[0126] Specifically, the CPU manages the information of the service personnel of each agency store based on the DB 23 (refer to Figure 5 ) calculates the number of service personnel of level n (n=1→5) in the region (S34), multiplies the calculated number of service personnel by the economic growth coefficient corresponding to the region and level n (S35, reference Fig. 20 ), further multiplied by the market entry coefficient of the corresponding region (S36, reference Fig.21 ) to obtain the corrected number of service personnel between regions (S37).

[0127] The CPU repeats the processes of S34 to S37 (S33) until the corrected number of service personnel for all five levels of the area is calculated, and repeats the processes of S32 to S37 (S37) until the corrected number of service personnel for all levels of the area is calculated. Fig.24 S38).

[0128] If the corrected number of service personnel between regions of the entire region is calculated (S38: Yes), the CPU calculates the average value of the corrected number of service personnel between regions of each level as a representative value based on the corrected number of service personnel between regions of each level in the entire region (S39), and calculates the difference value (gap value) between the "corrected number of service personnel between regions of each level" and the "average value of the number of service personnel at each level" for each region (S40). The representative value is not limited to the average value, and may also be a median value, etc.

[0129] Next, the CPU creates a visualization map (S41) based on the "number of service personnel corrected between regions of each level" and the "average number of service personnel of each level" for each region. When the difference value is above the threshold, the CPU provides guidance to confirm the training content and composition of the service personnel of that level and the current lecture status and conduct research and discussion (S42). The visualization screen including the visualization map and guidance is output to the terminal 3 of the global training headquarters (details will be described later).

[0130] The second indicator, "level upgrade speed of each level", is explained. The level upgrade speed of each level is the number of days required to upgrade to a higher level, that is, the level stay period. In the second indicator, three factors are used as correction factors: "education level coefficient" for correcting the difference caused by the education level of each region, "total number of chapter textbooks coefficient" for correcting the difference caused by the total number of chapter textbooks in each region, and "social infrastructure development coefficient" for correcting the difference caused by the development status of social infrastructure in each region.

[0131] Fig.25 This is a diagram showing a table of education level coefficients (correction coefficients related to education level). As shown in the figure, the "education level coefficient" is set in each division based on the division of the regional groups where the company enters the market into three levels of education level, namely low, medium and high, with reference to education indicators such as the university enrollment rate. Generally speaking, the lower the education level, the more time it takes to learn the same educational content. In order to compare the level upgrade speed even in regions with different education levels, the "education level coefficient" is set to become smaller as the education level becomes lower, or in other words, to become larger as the education level becomes higher.

[0132] Fig.26 : is a diagram showing an example of a table of chapter teaching material total coefficients (correction coefficients related to the total number of chapter teaching materials). In this embodiment, the training composition (composition of chapter teaching materials) is designed and applied by the trainers of each region in accordance with the characteristics of each region and its actual conditions, so the training composition content (composition of the total number of chapter teaching materials) of each level also deviates. In this regard, even regions with different total numbers of chapter teaching materials can compare the level upgrade speed, so the "total number of chapter teaching material coefficient" specified by the average value and standard deviation (σ) of the total number of chapter teaching materials in each region and each level is used.

[0133] The "coefficient of total number of chapters" is set to decrease as the total number of chapters increases, or in other words, to increase as the total number of chapters decreases. Specifically, the "coefficient of total number of chapters" is set to be higher when the total number of chapters is less than "average value - σ" than when "average value - σ to average value + σ"; and lower when the total number of chapters exceeds "average value + σ" than when "average value - σ to average value + σ".

[0134] Fig. 27 This is a diagram showing an example of a table of social infrastructure development coefficients (correction coefficients related to social infrastructure development levels). As shown in the figure, the "social infrastructure development coefficient" is set in each category based on the social infrastructure development level of the region group where the company enters the market, which is divided into three levels: low, medium, and high, with reference to infrastructure development indicators such as communication infrastructure and transportation infrastructure. Generally speaking, the lower the level of social infrastructure development, the more time it takes to attend training classes due to the influence of the time required to move to the training center, the influence of unstable operation of power and communication infrastructure, etc.

[0135] In this regard, even regions with different levels of social infrastructure development can compare the speed of level upgrades. Therefore, the "social infrastructure development coefficient" is set to increase as the level of social infrastructure development increases, in other words, to decrease as the level of social infrastructure development decreases.

[0136] Fig.28 and Fig.29 1 and 2 are flowcharts of an example of procedures for the upgrade speed calculation process executed by the management server 10. The CPU of the management server 10 functions as an acquisition unit, a correction unit, and an output unit by executing the processes shown in these figures.

[0137] First, the CPU manages the DB 22 based on the information of each regional agency (refer to Figure 4 ) and each agency service personnel information management DB23 (refer to Figure 5 ) and the information management DB30 for each service personnel level during their stay (refer to Fig.12 ), obtain the level stay days (i.e., level upgrade speed) for each area and each level (S51).

[0138] Next, the CPU calculates the number of days of stay in each level of the area (S52). That is, the CPU obtains the number of days of stay in each level of the area selected from the plurality of areas.

[0139] Then, the CPU calculates the inter-area corrected level stay days for all levels in all areas (S53 to S56, processing as correction means).

[0140] Specifically, the CPU manages the DB 30 (see the information on the period of stay of each service personnel level) based on the information on the period of stay of each service personnel level. Fig.12 ) Calculate the level stay days of all service personnel in the area (S54). Calculate the difference between the year-month-day of the upper level upgrade and the year-month-day of the target level upgrade as the level stay days. In the case of the highest level, calculate the difference between the current year-month-day and the year-month-day of the target level upgrade as the level stay days.

[0141] Next, the CPU calculates the average number of days of stay at the target level for all service personnel as a representative value (S55), and multiplies the calculated average number of days of stay at the target level by the education level coefficient (refer to Fig.25 ), the total number of chapters and textbooks coefficient (refer to Fig.26 ) and the social infrastructure development coefficient (refer to Fig. 27 ) is used as the corrected level stay days between regions (S56). The representative value is not limited to the average value, and may be a median value or the like.

[0142] The CPU repeatedly performs the processing of S54 to S56 until the corrected level stay days between the areas of all five levels of the area are calculated (S53), and repeatedly performs the processing of S52 to S56 until the corrected level stay days between the areas of all areas are calculated (S54 to S56). Fig.29 S57).

[0143] If the corrected level stay days between areas of the entire area are calculated (S57: Yes), the CPU calculates the average value of the corrected level stay days between areas of each level as a representative value based on the corrected level stay days between areas of each level in the entire area (S58), and calculates the difference between the "corrected level stay days between areas of each level" and the "average level stay days for each level" for each area (S59).

[0144] Next, the CPU creates a visualization map (S60) based on the "corrected level stay days between level regions" and the "average level stay days for each level" for each region. When the difference value is above the threshold, the CPU provides guidance to confirm the training content and composition of the service personnel at that level and the current lecture status and conduct research and discussion (S61). The visualization screen including the visualization map and guidance is output to the terminal 3 of the global training headquarters.

[0145] Fig.30 2 is a diagram showing a display example of the visualization screen 51 output to the terminal 3 of the global training headquarters. An area selection button 512 for selecting an area is provided at the upper portion of the visualization screen 51 .

[0146] The left half of the visualization screen 51 is an area for comparing the number of service personnel in each level, including a service personnel number graph 521, an average value graph 523, and a guide string 525. The service personnel number graph 521 shows the "corrected number of service personnel between each level area" of the selected area, and the average value graph 523 shows the "average number of service personnel in each level" (see Fig.24 S41).

[0147] When the difference between the "corrected number of service personnel in each level area" and the "average number of service personnel in each level area" is greater than the threshold, the guidance character string 525 is selected and displayed from the pre-prepared messages (see Fig.24 S42). The message of the instruction string 525 may be sent to the trainer of the target area.

[0148] The right half of the visualization screen 51 is an area for comparing the level upgrade speed of each level, including a level upgrade speed graph 531, an average value graph 533, and a guide string 535. The level upgrade speed graph 531 shows the "corrected level stay days between level areas" of the selected area, and the average value graph 533 shows the "average level stay days for each level" (see Fig.29 S60).

[0149] When the difference between the "corrected level stay days between each level area" and the "average level stay days for each level" is greater than the threshold, the guidance character string 535 is selected and displayed from the pre-prepared messages (see Fig.29 S61). The message of the instruction string 535 may be sent to the trainer of the target area.

[0150] According to the above-described embodiment, the composition ratio of the number of service personnel and the level upgrade speed can be centrally managed in consideration of various factors such as the economic growth rate and education level of each region and the market penetration of the company.

[0151] This will correct the differences in the level of technical mastery of global common educational content and the time required to reach that level between regions due to differences in teaching experience and capabilities of trainers at each regional education center, and will enable the improvement and equalization of the capabilities of global service personnel.

[0152] As described above, this specification discloses various aspects of technology, and its main technologies are summarized as follows.

[0153] A personnel training support system according to one embodiment includes: an acquisition unit that acquires the number of service personnel belonging to one area based on the number of service personnel of industrial machinery in each area; a correction unit that normalizes the number of service personnel belonging to the one area using a correction coefficient specified for each area; and an output unit that outputs the number of service personnel belonging to the one area normalized using the correction coefficient. A storage medium storing a personnel training support program according to another embodiment stores a program for causing a computer to function as the following unit: an acquisition unit that acquires the number of service personnel belonging to one area based on the number of service personnel of industrial machinery in each area; a correction unit that normalizes the number of service personnel belonging to the one area using a correction coefficient specified for each area; and an output unit that outputs the number of service personnel belonging to the one area normalized using the correction coefficient.

[0154] Preferably, in these talent training support systems and storage media, the acquisition unit acquires the number of service personnel of each level belonging to an area based on the number information of the service personnel in each area and each level, the correction unit corrects the number of service personnel of each level belonging to the area using a correction coefficient specified for each area and each level, and the output unit outputs the number of service personnel of each level belonging to the area standardized by the correction coefficient.

[0155] This human resource training support system and its program have correction coefficients specified for each region, so it is possible to centrally manage service personnel while taking into account the situation in each region.

[0156] In another aspect, in the above-mentioned human resource development support system and storage medium, the correction coefficient is defined according to the economic growth rate of each region.

[0157] Such a human resource training support system and its procedures can appropriately consider the economic growth rate of each region.

[0158] In another aspect, in the above-mentioned human resource development support system and storage medium, the correction coefficient is defined according to the market penetration of each region.

[0159] Such a human resource training support system and its procedures can appropriately consider the market penetration of each region.

[0160] In another aspect, in the above-mentioned personnel training support system and storage medium, the output unit outputs the number of service personnel belonging to the one area normalized by the correction coefficient together with a representative value of the number of service personnel belonging to each area normalized by the correction coefficient.

[0161] This type of human resource training support system and its program can appropriately and centrally manage the number of service personnel belonging to a region and their representative value.

[0162] In other embodiments, in the talent training support system and storage medium, the output unit outputs a specified message when the difference between the number of service personnel belonging to the one area after being standardized by the correction coefficient and the representative value of the number of service personnel belonging to each area after being standardized by the correction coefficient is greater than a threshold.

[0163] This human resource training support system and its procedures can appropriately confirm the situation and conduct research and discussion.

[0164] A personnel training support system according to another embodiment of the present invention includes: an acquisition unit that acquires a representative value of the level stay period of a service personnel belonging to one area staying at one level based on the level stay period information of the service personnel of industrial machinery in each area and each level; a correction unit that standardizes the representative value of the level stay period using a correction coefficient specified for each area; and an output unit that outputs the representative value of the level stay period standardized by the correction coefficient. A storage medium storing a personnel training support program according to another embodiment stores a program for causing a computer to function as the following unit: an acquisition unit that acquires a representative value of the level stay period of a service personnel belonging to one area staying at one level based on the level stay period information of the service personnel of industrial machinery in each area and each level; a correction unit that standardizes the representative value of the level stay period using a correction coefficient specified for each area; and an output unit that outputs the representative value of the level stay period standardized by the correction coefficient.

[0165] This human resource training support system and its program have correction coefficients specified for each region, so it is possible to centrally manage service personnel while taking into account the situation in each region.

[0166] In another aspect, in the above-mentioned human resource development support system and storage medium, the correction coefficient is defined according to the education level of each region.

[0167] Such a human resource training support system and its procedures can appropriately consider the educational level of each region.

[0168] In another aspect, in the above-mentioned personnel training support system and storage medium, the correction coefficient is defined according to the number of teaching materials included in the training received by the service personnel.

[0169] This human resource training support system and its procedures can appropriately consider the amount of training materials for each region.

[0170] In another aspect, in the above-mentioned human resource development support system and storage medium, the correction coefficient is defined according to the level of social infrastructure development in each region.

[0171] Such a human resource training support system and its procedures can appropriately consider the level of social infrastructure development in each region.

[0172] In another aspect, in the above-mentioned personnel training support system and storage medium, the output unit outputs the representative value of the level stay period normalized by the correction coefficient together with the representative value of the level stay period of each area normalized by the correction coefficient.

[0173] This human resource training support system and its program can appropriately and centrally manage the representative value of the level stay period.

[0174] In other embodiments, in the talent training support system and storage medium, the output unit outputs a specified message when the difference between the representative value of the level stay period normalized by the correction coefficient and the representative value of the level stay period of each area normalized by the correction coefficient is greater than a threshold.

[0175] This human resource training support system and its procedures can appropriately confirm the situation and conduct research and discussion.

[0176] This application is based on Japanese patent application No. 2018-125950 filed on July 2, 2018, the contents of which are incorporated herein by reference.

[0177] In order to describe the present invention, the present invention is appropriately and fully described above with reference to the accompanying drawings and through the embodiments, but it should be recognized that as long as a person skilled in the art can easily change and / or improve the above-mentioned embodiments. Therefore, it is interpreted that as long as the changes or improvements implemented by those skilled in the art do not depart from the scope of the rights of the claims recorded in the claims, the changes or improvements are included in the scope of the rights of the claims.

[0178] Industrial Applicability

[0179] According to the present invention, it is possible to provide a human resource training support system and a storage medium storing a program thereof.

Claims

1. A talent training support system, characterized in that It includes a terminal and a management server, and the management server performs the following functions as a unit: an acquisition unit, which acquires the number of service personnel of each level belonging to an area based on the number information of service personnel of industrial machinery in each area; a correction unit that normalizes the number of service personnel of each level belonging to the one area using a correction coefficient specified for each area and each level; and an output unit, outputting the number of service personnel of each level belonging to the one area normalized by the correction coefficient, The output unit outputs a predetermined message when the difference between the number of service personnel of each level belonging to the one area normalized by the correction coefficient and the representative value of the number of service personnel of each level belonging to all areas normalized by the correction coefficient is greater than a threshold value, The correction coefficient is specified according to the economic growth rate of each region or the market penetration rate of each region.

2. The human resource training support system according to claim 1, characterized in that: The output unit outputs the number of service personnel belonging to the one area normalized by the correction coefficient together with a representative value of the number of service personnel belonging to all areas normalized by the correction coefficient.

3. The human resource training support system according to claim 1, characterized in that: Also available: A database for managing information related to agencies for each region; and A database for managing information related to service personnel at each agency. The number of service personnel of each level belonging to the one area is acquired from a database for managing information on the agency for each area and a database for managing information on service personnel for each agency.

4. A talent training support system, characterized in that It includes a terminal and a management server, and the management server performs the following functions as a unit: an acquisition unit that acquires a representative value of the level stay period of service personnel belonging to one area staying at one level, based on level stay period information of service personnel of the industrial machinery in each area and each level, wherein the representative value is an average value of the level stay period of all service personnel of the target level; a correction unit that normalizes the representative value of the level stay period using a correction coefficient specified for each area; and an output unit that outputs a representative value of the level stay period normalized by the correction coefficient, The output unit outputs a predetermined message when the difference between the representative value of the level stay period normalized by the correction coefficient and the representative value of the level stay period of the entire area normalized by the correction coefficient is greater than a threshold value, The correction coefficient is determined based on the education level of each region, the amount of teaching materials included in the training received by the service personnel, or the level of social infrastructure development in each region.

5. The human resource training support system according to claim 4, characterized in that: The output unit outputs the representative value of the level stay period normalized by the correction coefficient together with the representative value of the level stay period of the entire area normalized by the correction coefficient.

6. The human resource training support system according to claim 4, characterized in that: Also available: A database for managing information related to agencies for each region; A database for managing information related to service personnel for each agency; and A database for managing information related to the level of stay for each service member.

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