Information processing device, processing method of information processing device, and program

Abstract

To provide an information processing device, a processing method thereof, and a program for managing manning of an employee.SOLUTION: There is provided an information processing system in which a server 10 and a plurality of user terminals 30 are connected to each other via a network. The server 10 for generating objective information, subjective information, transfer validity information and various maps, manages a questionnaire system for asking employees if the employees find their job rewarding and shows their talent, permits the user terminals 30 to access to the questionnaire system and then commands display of the questionnaire. The server 10 quantifies answers to the questionnaire conducted by the employees through the user terminal 30 to generate subjective information.SELECTED DRAWING: Figure 8

Description

[Technical Field]

[0001] The present invention relates to a technique for managing employee allocation. [Background technology]

[0002] Techniques for analyzing the relationship between personnel and labor information and engagement have been known for some time. For example, Patent Document 1 describes a technique for analyzing the relationship between life events and engagement based on personnel and labor information and the results of a survey of employees. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Publication No. 2022-002077 Summary of the Invention [Problem to be solved by the invention]

[0004] With the technology described in Patent Document 1, it was difficult to determine whether an employee should be transferred.

[0005] The present invention aims to assist in making decisions about whether to transfer employees. [Means for solving the problem]

[0006] One aspect of the present invention provides an information processing device having a first acquisition means for acquiring first information indicating at least one of an employee's evaluation and attributes over a specified period of time, a second acquisition means for acquiring second information regarding the employee's subjective perception, which is determined based on the results of responses to a survey conducted on the employee over the specified period of time, and a generation means for generating validity information indicating the validity of changing the employee's placement based on the first information and the second information.

[0007] Another aspect of the present invention provides a processing method for an information processing device, comprising the steps of: acquiring first information indicating at least one of an employee's evaluation and attributes for a specified period; acquiring second information regarding the employee's subjective perception, which is determined based on the results of responses to a survey administered to the employee for the specified period; and generating appropriateness information indicating the appropriateness of changing the employee's placement based on the first information and the second information.

[0008] Yet another aspect of the present invention provides a program for causing a computer to execute the steps of acquiring first information indicating at least one of an employee's evaluation and attributes for a specified period of time, acquiring second information regarding the employee's subjective perception, which is determined based on the results of responses to a survey administered to the employee for the specified period of time, and generating appropriateness information indicating the appropriateness of changing the employee's placement based on the first information and the second information. [Effects of the Invention]

[0009] The present invention assists in determining whether an employee should be transferred. [Brief explanation of the drawings]

[0010] [Figure 1] FIG. 1 is a diagram showing an overview of an information processing system according to an embodiment. [Figure 2] FIG. 1 is a diagram illustrating an example of the functional configuration of an information processing system. [Figure 3] FIG. 2 is a diagram illustrating an example of the hardware configuration of a user terminal. [Figure 4] FIG. 2 is a diagram illustrating an example of a hardware configuration of a server. [Figure 5] 10 is a flowchart illustrating an example of the operation of a server that performs objective information generation processing. [Figure 6] FIG. 10 is a diagram illustrating an employee database. [Figure 7] FIG. 10 is a diagram illustrating a weighting database. [Figure 8]FIG. 10 is a sequence diagram illustrating an example of the operation of subjective information generation processing. [Figure 9] FIG. 10 is a diagram illustrating an example of a questionnaire displayed on a user terminal. [Figure 10] FIG. 10 is a diagram illustrating a subjective information map. [Figure 11] 10 is a flowchart illustrating an example of the operation of a server that performs a transfer validity generation process. [Figure 12] FIG. 10 is a diagram illustrating an example of a transfer appropriateness information map. DETAILED DESCRIPTION OF THE INVENTION

[0011] 1. Configuration FIG. 1 is a diagram showing an overview of an information processing system S according to one embodiment. The information processing system S is configured from a server 10, a network 20, and a plurality of user terminals 30-1, 30-2, . . . , 30-n (hereinafter collectively referred to as user terminals 30). The server 10 and the user terminals 30 are connected via the network 20. The network 20 includes: The network 20 is a line network such as the Internet. Each of the plurality of user terminals 30 can be wirelessly connected to the network 20, and can communicate with the server 10 connected to the network 20 via the network 20.

[0012] The information processing system S is a system that supports decision-making regarding personnel allocation. More specifically, it is a system that facilitates the identification of personnel (employees, executives, etc., regardless of employment status) belonging to a company (or corporate group) who should be transferred (reassigned) to another department. For example, a person in the human resources department uses the information processing system S to determine which personnel should be transferred to another department within the company. The information processing system S identifies transfer candidates using objective information stored in an employee database and the results of responses (i.e., subjective information) to employee questionnaires (equivalent to surveys). Note that transfers do not necessarily have to involve a change in physical work location, position, or other title, but may involve a change in the job content assigned to the employee by the company.

[0013] The server 10 generates objective information (corresponding to first information), subjective information (corresponding to second information), transfer appropriateness information, and various maps. The objective information is information (corresponding to indicators) in which an employee's attributes and evaluations of the employee by people other than the employee (corresponding to evaluations by others) over a predetermined period are quantified. Evaluations by others are, for example, the employee's evaluation history, salary increase history, or performance indicator growth rate. The attributes are, for example, job title, job type, or length of employment in the current department. The length of employment in the current department is the length of time the employee has been employed in the department to which the employee currently belongs. The subjective information is information in which an employee's evaluation of the employee over a predetermined period (corresponding to self-evaluation or subjective perception) is quantified. The subjective information is, for example, information indicating the employee's degree of boredom with the work in the current department. The subjective information is generated based on a questionnaire answered by the employee via the user terminal 30. Specifically, subjective information is information that is quantified by analyzing, using a predetermined algorithm, employee responses to a questionnaire regarding the employee's job satisfaction and ability to demonstrate their abilities. Transfer appropriateness information is quantified information that indicates the appropriateness of an employee transfer, and is information that is generated by combining objective and subjective information. Transfer refers to a change in an employee's assignment. A change in an employee's assignment does not simply mean a change in seating arrangement, but refers to a change in an employee's organizational or organizational assignment. An example of a change in organizational or organizational assignment is a transfer from the sales department to the planning department. Transfer appropriateness information is mapped onto a two-dimensional area.

[0014] The server 10 manages a questionnaire system for employees regarding their job satisfaction and ability performance. The server 10 permits the user terminal 30 to access the questionnaire system and instructs it to display the questionnaire. The server 10 quantifies the responses to the questionnaire given by the employee via the user terminal 30 and generates subjective information.

[0015] The server 10 stores an employee database including the evaluations of others and a weighting database used to generate objective information. The server 10 quantifies the evaluations of others and generates objective information.

[0016] The user terminal 30 is a PC (personal computer) used by a user who is an employee of the company. The user terminal 30 communicates with the server 10 and can display information sent from the server 10 on the display of the user terminal 30. The user terminal 30 can access a questionnaire system. A questionnaire is displayed on the display of the user terminal 30. A user using the user terminal 30 can input answers to the questionnaire via the display.

[0017] FIG. 2 is a diagram illustrating an example of the functional configuration of the information processing system S. The information processing system S includes: Reading means 201, generating means 202, storing means 203, transmitting means 205, display means 206, The server 10 includes a receiving unit 207, a transmitting unit 208, and an output unit 209. The reading unit 201, the generating unit 202, the storage unit 203, the transmitting unit 205, and the output unit 209 are implemented in the server 10. The requesting unit 204, the displaying unit 206, the receiving unit 207, and the transmitting unit 208 are implemented in the server 10. It is implemented in the user terminal 30.

[0018] The functions of the server 10 will be described. The storage means 203 stores various data. The storage means 203 stores an employee database and a weighting database. The storage means 203 stores the objective information, subjective information, transfer validity information, subjective information map, and transfer validity information map generated by the generation means 202.

[0019] The reading means 201 reads the employee database and the weighting database. The generating means 202 quantifies the evaluations by others contained in the employee database using the weights contained in the weighting database to generate objective information. The generating means 202 also quantifies responses to questionnaires completed by employees via the user terminal 30 to generate subjective information and a subjective information map. The generating means 202 further combines the objective information and the subjective information to generate transfer appropriateness information and a transfer appropriateness information map. The transmitting means 205 transmits data for displaying the questionnaire to the user terminal 30. The output means 209 outputs the subjective information map and the transfer appropriateness information map stored in the storage means 203.

[0020] The functions of the user terminal 30 will be described. The request means 204 requests the server 10 to access the questionnaire system. The display means 206 displays the questionnaire sent by the sending means 205 of the server 10. The display means 206 corresponds to the display of the user terminal 30. The receiving means 207 receives input of answers to the questionnaire from the user. The answers are input via the display of the user terminal 30. The sending means 208 transmits the answers received by the receiving means 207 to the server 10.

[0021] FIG. 3 is a diagram illustrating a hardware configuration of the user terminal 30. The user terminal 30 includes: The user terminal 30 is a computer device having a CPU (Central Processing Unit) 301, memory 302, storage 303, communication IF (Interface) 304, input unit 305, and display 306. The CPU 301 is a control device that executes programs to perform various calculations and controls other hardware elements of the user terminal 30. The memory 302 is a main storage device that functions as a work area when the CPU 301 executes programs. The storage 303 is a non-volatile auxiliary storage device that stores various programs and data. The communication IF 304 is a communication device that communicates with other devices in accordance with a predetermined communication standard (e.g., Ethernet (registered trademark)). The input unit 305 is an operation unit composed of a keyboard, mouse, touch panel, or the like, and inputs various information in response to user instructions. The display 306 is composed of a flat panel display such as a liquid crystal display or an organic electroluminescence (EL) display, and outputs images or characters.

[0022] In this example, storage 303 stores a program (hereinafter referred to as a "server program") for causing a computer device to function as a user terminal 30 in information processing system S. CPU 301 executes the server program, thereby implementing the functions of Fig. 3 in the computer device. When CPU 301 is executing the server program, CPU 301 is an example of display means 206 and reception means 207, and communication IF 304 is an example of request means 204 and transmission means 208.

[0023] 4 is a diagram illustrating an example of the hardware configuration of the server 10. The server 10 is a computer device having a CPU (Central Processing Unit) 101, memory 102, storage 103, and a communication IF (Interface) 104. The CPU 101 is a control device that executes programs to perform various calculations and controls the other hardware elements of the server 10. The memory 102 is a main storage device that functions as a work area when the CPU 101 executes a program. The storage 103 is a non-volatile auxiliary storage device that stores various programs and data. The communication IF 104 is a communication device that communicates with other devices according to a predetermined communication standard (e.g., Ethernet (registered trademark)).

[0024] In this example, the storage 103 stores a program (hereinafter referred to as a "server program") for causing the computer device to function as the server 10 in the information processing system S. The CPU 101 executes the server program, thereby implementing the functions shown in FIG. 3 in the computer device. When the CPU 101 is executing the server program, at least one of the memory 102 and the storage 103 is an example of a storage means 203, The CPU 101 is an example of the reading means 201, the generating means 202, and the output means 209. The communication IF 104 is an example of a transmission means 205 .

[0025] 2.Operation 2.1 Generating objective information Fig. 5 is a diagram illustrating an example of the operation of the server 10 that performs the objective information generation process in the information processing system S. The objective information generation process shown in Fig. 5 is started by an instruction from a user who manages the server 10, for example, a person who belongs to the human resources department. The user who manages the server 10 accesses the server 10 using a computer (not shown) that can access the server 10.

[0026] In step S501, the reading means 201 reads the employee database and the weighting database.

[0027] Figure 6 is an example of an employee database. The employee database stores the current ELTV (Employee Lifetime Value), expected ELTV, tenure in the current department, job title, and job type, linked to the employee's identification information (in this example, name). ELTV corresponds to performance, and job title and job type correspond to job position. The information stored in the employee database is evaluations by others. ELTV is a performance indicator that indicates an estimate of an employee's contribution to the organization. Generally, when an employee joins the company, their contribution to the company is low and their ELTV is low. However, once they begin to generate profits after joining the company, their ELTV increases. The higher the ELTV, the greater the employee's contribution to the company. The current ELTV indicates the employee's most recent ELTV. The current ELTV is calculated using a specified algorithm, the employee's monthly profit, and the employee's years of employment with the company. The expected ELTV is the ELTV the company expects from the employee. The expected ELTV is calculated using a specified algorithm, the employee's target monthly profit, and the employee's years of employment with the company. Therefore, if an employee's current ELTV exceeds their expected ELTV, it can be said that the employee is contributing more to the company than the company expects. Tenure in current department indicates how long the employee has been in their current department.

[0028] Figure 7 is an example of a weighting database. The weighting database stores weights w1 based on performance indicators, w2 based on length of employment in the current department, w3 based on job title, and w4 based on job type (hereinafter collectively referred to as weights w). If the current ELTV is greater than the expected ELTV, w1 = 0; if the current ELTV is less than the expected ELTV, w1 = 0.5; and if the current ELTV is equal to the expected ELTV, w1 = 1. If the length of employment in the current department is less than two years, w2 = 0; If the period of employment in the current department is between 2 and 3 years, w2 = 0.5, and if the period of employment in the current department is 3 years or more, w2 = 1. If the position is section manager, w3 = 0.3, if the position is assistant manager, w3 = 0.5, and if the position is general, w3 = 1. If the job type is a specialist, w4 = 0.5, and if the job type is other than a specialist, w4 = 1.

[0029] In step S502, the generating means 202 generates objective information. The objective information is calculated based on the information stored in the employee database and the weighting database acquired in step S501. Specifically, for employees included in the employee database selected by the user managing the server 10, the weighting database is referenced and a weight w is calculated using an algorithm possessed by the generating means 202. The objective information is a numerical value obtained by multiplying all of the calculated weights w. For example, for a person named "Sato Haruko" included in the employee database, w1 = 1, w2 = 0.5, w3 = 0.5, and w4 = 0.5, so the objective information is 0.125.

[0030] In step S503, the storage means 203 stores the objective information generated in step S502 in association with the employee.

[0031] 2.2 Generation of subjective information 8 is a sequence diagram illustrating the operation of the subjective information generation process in the information processing system S. The subjective information generation process shown in FIG.

[0032] In step S801, the request means 204 of the user terminal 30 requests the server 10 to access the questionnaire system.

[0033] In step S802, the transmission means 205 of the server 10 transmits to the user terminal 30 data for displaying the questionnaire.

[0034] In step S803, the display means 206 of the user terminal 30 displays the questionnaire on the display of the user terminal 30.

[0035] FIG. 9 is a diagram illustrating an example of a questionnaire displayed on a user terminal. The questionnaire includes questions to confirm whether the employee feels that their work is rewarding and whether the employee is able to demonstrate their abilities. The questionnaire includes options for answering the questions. The options are "yes," "neither," and "no."

[0036] In step S804, the receiving means 207 of the user terminal 30 receives input of an answer (corresponding to a self-evaluation or subjective perception) from the user. The user who inputs the answer is the employee himself / herself, and the user answers about himself / herself. The answer is input by the user selecting "Yes," "Neither," or "No" on the screen of the user terminal 30.

[0037] In step S805, the transmitting means 208 of the user terminal 30 transmits the answer inputted in step S804 to the server 10.

[0038] In step S806, the generating means 202 of the server 10 generates subjective information and a subjective information map based on the answers transmitted from the user terminal 30. The subjective information is calculated based on the answers transmitted to the server 10 in step S805. Specifically, the transmitted answers are quantified using an algorithm possessed by the generating means 202. That is, the quantified transmitted answers constitute the subjective information. For each question item and each option, values ​​indicating the level of job satisfaction (corresponding to the first index), the level of ability performance (work performance, corresponding to the second index), and the level of boredom are set. The level of job satisfaction is a numerical value indicating the level of job satisfaction felt by the employee, the level of ability performance is a numerical value indicating the sense of accomplishment felt by the employee, and the level of boredom is a numerical value indicating the level of boredom felt by the employee with their work. The level of boredom is a value correlated with the level of job satisfaction and the level of ability performance, and is a value determined in conjunction with the determination of the level of job satisfaction and the level of ability performance. The subjective information includes the level of job satisfaction, the level of ability performance, and the level of boredom.

[0039] FIG. 10 is a diagram illustrating a subjective information map. The subjective information map (corresponding to the first two-dimensional area) is a map generated by mapping subjective information onto a two-dimensional area. The subjective information map is composed of a horizontal axis indicating the level of ability development and a vertical axis indicating the level of job satisfaction. The subjective information map is divided into four zones (corresponding to the divisional areas). The boundaries of the zones are set in advance by a user who instructs the generation of the subjective information map, for example, a person belonging to the human resources department. The zone located in the upper right corner of the subjective information map is the good zone. The good zone is a zone where employees who have high levels of job satisfaction and ability development belong. The zone located in the upper left corner of the subjective information map is the transition zone. The transition zone is, This zone is for employees with a high level of job satisfaction but a low level of ability development. The zone located in the lower right of the subjective information map is the fatigue zone. The fatigue zone is for employees with a high level of job satisfaction but a low level of ability development. The zone located in the lower left of the subjective information map is the danger zone. The danger zone is for employees with a low level of job satisfaction and ability development. In the subjective information map, a "★" is displayed at a position corresponding to the employee's job satisfaction and ability development level stored in the storage means 203. When a "★" is displayed in the fatigue zone, it indicates that the employee belongs to the fatigue zone. The subjective information includes information indicating which of multiple predetermined division areas a position on a two-dimensional area defined as a combination of job satisfaction and ability development (corresponding to third information) belongs to. The subjective information also includes information indicating changes in the position on the two-dimensional area (corresponding to changes in the survey response results) generated based on the results of multiple survey responses obtained from employees over a predetermined period.

[0040] In step S807, the storage means 203 of the server 10 stores the subjective information and subjective information map generated in step S806 in association with the employee.

[0041] In step S808, the output means 209 of the server 10 outputs the subjective information map stored in step S807. Outputting the subjective information map means, for example, sending an electronic file including the subjective information map to a predetermined person by email or the like. The predetermined person is, for example, an employee corresponding to the subjective information map, the employee's supervisor, or a person in the human resources department.

[0042] 2.3 Creation of a transfer appropriateness information map FIG. 11 is a flowchart illustrating an example of the operation of the server 10 that performs the transfer validity information generation process in the information processing system S.

[0043] In step S1101, the reading means 201 reads the objective information and the subjective information stored in the storage means 203 (corresponding to the first obtaining means and the second obtaining means).

[0044] In step S1102, the generating means 202 generates a change validity information map based on the objective information and subjective information read in step S1101 (corresponding to validity information generating means and mapping means).

[0045] 12 is a diagram illustrating an example of a transfer validity information map. The transfer validity information map (corresponding to a second two-dimensional area) is a map showing the validity of an employee transfer. The transfer validity information map is a map generated by mapping the objective information and subjective information read in step S1101 onto a two-dimensional area.

[0046] The transfer validity information map is composed of a horizontal axis indicating the degree of boredom and a vertical axis indicating the objective information. The transfer validity information map is divided into four zones (corresponding to divisional areas). The boundaries of the zones are set in advance by a user who instructs the generation of the subjective information map, for example, a person belonging to the human resources department. The zone located in the upper right of the transfer validity information map is a zone where both the numerical value indicated by the objective information and the degree of boredom are high, indicating a high degree of transfer recommendation. The zone located in the upper left of the transfer validity information map is a zone where the numerical value indicated by the objective information is high, but the degree of boredom is high, indicating a moderate degree of transfer recommendation. The zone located in the lower right of the transfer validity information map is a zone where the degree of boredom is high, but the numerical value indicated by the objective information is low, indicating a low degree of transfer recommendation. When the degree of boredom is high and the numerical value indicated by the objective information is low, there is room for employee development, and therefore the degree of transfer recommendation is lower than when the degree of boredom is low and the numerical value indicated by the objective information is high (when located in the upper left of the transfer validity information map). The zone located at the bottom left of the transfer appropriateness information map is a zone where both the level of boredom and the numerical values ​​indicated by the objective information are low, indicating that there is no need for transfer. On the transfer appropriateness information map, a "★" is displayed in a position corresponding to the employee's level of boredom and objective information stored in the storage means 203. For example, if a "★" is displayed in a zone indicating a high level of transfer recommendation, it indicates that the employee belongs to a zone with a high level of transfer recommendation.

[0047] The degree of fatigue and objective information are indicators that indicate the appropriateness of changing an employee's assignment. Since the degree of fatigue is a numerical value included in subjective information, the transfer appropriateness information map is a map that is generated by taking into consideration both subjective information and objective information.

[0048] In step S1103, the storage means 203 stores the transfer appropriateness information map generated in step S1102 in association with the employee.

[0049] In step S1104, the output means 209 outputs the transfer validity information map stored in step S1103. Outputting the transfer validity information map means, for example, sending an electronic file containing the transfer validity information map to a predetermined person by email or the like. The predetermined person is, for example, the employee corresponding to the transfer validity information map, the employee's supervisor, or a person belonging to the human resources department.

[0050] According to the above embodiment, since the transfer appropriateness information map takes into consideration both subjective information and objective information, personnel in the personnel department, etc., can make a transfer appropriateness decision based solely on the wishes or intentions of the target person. This increases the likelihood of making a more appropriate decision than if the decision on whether to transfer was based solely on past performance. In addition, the transfer appropriateness information map makes it easy to visually grasp the degree to which an employee is recommended for transfer, which is expected to speed up decision-making on whether to transfer.

[0051] 3. Variations The present invention is not limited to the above-described embodiment, and various modifications are possible. Some modifications will be described below. Two or more of the features described in the following modifications may be used in combination.

[0052] The storage means may store not only the numerically converted answers sent to the server 10 but also information relating to the zone to which the employee belongs in the subjective information map.

[0053] The trigger for starting the objective information generation process is not limited to an instruction from a user who manages the server 10. For example, the server 10 may automatically and periodically perform the objective information generation process for all employees included in the employee database.

[0054] The objective information does not necessarily have to be information in which the evaluations of others and the attributes are quantified, but may be information in which only one of the evaluations of others and the attributes is quantified.

[0055] When objective information is generated using evaluation history, the performance indicator is not limited to ELTV. For example, the performance indicator may be a numerical value indicating the profit an employee has generated over a given period of time.

[0056] The weighting by the performance index w1 may be calculated using the growth rate of the performance index over a predetermined period of time, instead of using the difference between the current performance index and the expected performance index.

[0057] The objective information is not limited to the value multiplied by the weight w, but may be, for example, a numerical value itself such as the growth rate of the performance index.

[0058] The subjective information may include not only numerical values ​​of the answers sent to the server 10, but also information that indicates changes in position on the subjective information map, which is generated based on multiple survey responses obtained from employees. For example, if a survey is conducted every month from July to December 2021 and an employee falls into the fatigue zone four out of six times, the server 10 generates information that the retention rate is 66%.

[0059] The third information is not limited to information relating to a position in a two-dimensional space defined as a combination of a rewarding degree and a performance level, but may be information defined as a combination of a rewarding degree and a performance level. The information defined as a combination of a rewarding degree and a performance level is, for example, information relating to a position in a three-dimensional space.

[0060] If it is determined from the employee's responses to the questionnaire that the employee's job performance ability does not meet the predetermined conditions, the server 10 does not need to generate transfer appropriateness information and a transfer appropriateness information map. The predetermined conditions are conditions set by a person in the human resources department, for example, if the employee answers "my ability is sufficient to work in my current department" in the questionnaire. If the employee does not answer "my ability is sufficient to work in my current department," regardless of other questions in the questionnaire or objective information, I don't recommend changing.

[0061] The subjective information map and the transfer appropriateness information map may contain information about multiple employees rather than just one employee in one map. For example, the storage means 203 of the server 10 places a "★" corresponding to employee A and a "☆" corresponding to employee B in the transfer appropriateness information map, and stores the appropriateness of the transfers of the two employees together in one map.

[0062] The server 10 may generate a transfer appropriateness information map multiple times at different times, and if there is a change in the zone to which an employee belongs, generate information indicating the priority of changing the employee's assignment. For example, if an employee was in a zone indicating no need for transfer in the previously created transfer appropriateness information map, but is now in a zone indicating a high transfer recommendation in the newly created transfer appropriateness information map, priority information is assigned to the employee so that the employee will be transferred before other employees with similarly high transfer recommendation ratings. The storage means 203 of the server 10 also stores objective information and subjective information from past points in time. Priority is determined based on changes over time in the employee's objective information and subjective information, i.e., the trajectory of the employee's data in the transfer appropriateness information map.

[0063] The transfer appropriateness information may be generated using other information in addition to the objective information and subjective information. Specifically, the server 10 may acquire placement information indicating the employee's past placement and future placement plans (corresponding to a third acquisition means), and generate the transfer appropriateness information based on the consistency of the objective information, subjective information, and placement information. The placement information is information that is formulated in advance by the employer. For example, if the placement information includes a statement that an employee will be transferred if they have been with their current department for more than three years, employees who have been with their current department for more than three years will belong to a zone with a high degree of transfer recommendation, regardless of the content of the objective information and subjective information.

[0064] The method of outputting the subjective information map and the transfer appropriateness information map is not limited to email. For example, the subjective information map and the transfer appropriateness information map may be output by printing them on paper or uploading them to the cloud. Alternatively, a person corresponding to the map may access the server 10 using a computer (not shown) owned by that person, and the server 10 may transmit data of the subjective information map and the transfer appropriateness information map to the computer.

[0065] The zones of the subjective information map and the transfer validity information map are not limited to being divided into two axes and four quadrants. The zones of the subjective information map and the transfer validity information map may be, for example, three axes (i.e., three-dimensional), and the number of zones is not limited to four.

[0066] The user terminal 30 is not limited to a PC, but may be any terminal that has a display and a communication function. The user terminal 30 may be, for example, a mobile terminal such as a smartphone or a tablet PC.

[0067] The correspondence between the functional elements and the hardware elements in the information processing system S is not limited to that exemplified in the embodiment. For example, some of the functions described as the server 10 in the embodiment may be implemented in another server. Alternatively, some of the functions described as the server 10 in the embodiment may be implemented in another device on the network. The server 10 may be a physical server or a virtual server (including a so-called cloud).

[0068] The operation of the information processing system S is not limited to the above example. The order of the processing procedures of the information processing system S may be changed as long as there is no contradiction. Furthermore, some of the processing procedures of the information processing system S may be omitted. In short, the information processing system of the present invention simply requires the following steps: acquiring first information indicating at least one of an employee's evaluation and attributes for a specified period; acquiring second information regarding the employee's subjective perception, which is determined based on the results of responses to a survey administered to the employee during the specified period; and generating validity information indicating the validity of changing the employee's placement based on the first information and the second information.

[0069] The various programs exemplified in the embodiments may be provided by downloading via a network such as the Internet, or may be provided in a state recorded on a computer-readable non-transitory recording medium such as a DVD-ROM (Digital Versatile Disc Read Only Memory). [Explanation of symbols]

[0070] 10...server, 20...network, 30...user terminal, 101...CPU, 102...memory, 103...storage, 104...communication IF, 201...reading means, 202...generating means, 203...storing means, 204...requesting means, 205...transmitting means, 206...display means, 207...receiving means, 208...transmitting means, 209...output means, 301...CPU, 302...memory, 303...storage, 304...communication IF, 305...input unit, 306...display

Claims

1. A first acquisition means for acquiring first information indicating at least one of an employee's evaluation and attributes; A second acquisition means for acquiring second information generated based on the information input by the employee; a mapping means for mapping positions corresponding to the acquired first information and the acquired second information onto a two-dimensional area defined by using two indices generated based on the first information and the second information as axes; a generating means for generating appropriateness information indicating appropriateness of changing the placement of the employee based on the location; An information processing device having the above configuration.

2. The first information is objective information, and the second information is subjective information of the employee. The information processing device according to claim 1 .

3. The validity information is determined for each predetermined partition area in the two-dimensional area to which the position belongs. The information processing device according to claim 1 .

4. The first information is an index generated based on the performance, tenure, and position of the employee during the specified period. The information processing device according to claim 1 .

5. The second information includes third information defined as a combination of a first index indicating the level of motivation of the employee in the work and a second index indicating the work performance of the employee. The information processing device according to claim 1 .

6. The second information further includes information regarding the transition of the answer results of the survey, which is generated based on the answer results of the survey obtained from the employee multiple times during the predetermined period. The information processing device according to claim 5 .

7. The third information is information relating to a position on a first two-dimensional area, The second information includes information indicating to which of a plurality of predetermined divided regions on the first two-dimensional region the third information belongs. The information processing device according to claim 5 .

8. The generating means further generates information indicating a priority for the reassignment of the employees based on a change in the index indicating the validity that is generated multiple times within the predetermined period. The information processing device according to claim 1 .

9. The system further includes a third acquisition means for acquiring placement information indicating the past placement and future placement plans of the employee, the placement information being formulated by the employer of the employee; The generating means generates the validity information based on consistency between the first information, the second information, and the arrangement information. The information processing device according to claim 1 .

10. When the first information indicates that the job performance ability of the employee does not satisfy a predetermined condition, the appropriateness information is not generated, or the appropriateness information indicating that the transfer is not appropriate is generated. The information processing device according to claim 1 .

11. A step of obtaining first information indicating at least one of an employee's evaluation and attributes; acquiring second information generated based on the information input by the employee; Mapping positions corresponding to the acquired first information and the acquired second information on a two-dimensional area defined by using two indices generated based on the first information and the second information as axes; generating justification information indicating a justification for relocating the employee based on the location; The processing method of the information processing device.

12. On the computer, acquiring first information indicating at least one of an evaluation and an attribute of an employee; acquiring second information generated based on the information input by the employee; Mapping positions corresponding to the acquired first information and the acquired second information on a two-dimensional area defined by using two indices generated based on the first information and the second information as axes; generating justification information indicating a justification for relocating the employee based on the location; A program for executing the above.

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