Growth support device, growth support method and growth support program

Abstract

To provide a growth support device allowing a user to set a goal to satisfy himself / herself and allowing the user to receive objective evaluation.SOLUTION: A growth support device includes: acquiring a goal set by a user for achieving by himself / herself; presetting candidates of an intermediate goal to be selected by the user to achieve the goal, where the user selects the intermediate goal from the candidates, and acquiring the intermediate goal selected by the user; presenting a behavioral goal to be achieved and presenting the behavioral goal to be achieved to the user and a plurality of evaluators for evaluating the user; acquiring evaluations of the plurality of evaluators of the user acting on the basis of the presented behavioral goal, as evaluation information; acquiring an achievement degree to the behavioral goal, of the user's behavior acting based on the presented behavioral goal, as achievement degree information; and a score calculation part of calculating a score relating to a user's job satisfaction as a job satisfaction score on the basis of the evaluation information and achievement degree information.SELECTED DRAWING: Figure 5

Description

[Technical field]

[0001] The present invention relates to a growth support device, a growth support method, and a growth support program, and more particularly to a growth support device, a growth support method, and a growth support program that focus on improving a user's job satisfaction. [Background technology]

[0002] Improving the job satisfaction of employees who make up an organization or company is important for increasing the business performance and corporate value of the organization or company. This is also evident from the correlation between ES (employee satisfaction) and CS (customer satisfaction).

[0003] A human resource development support system has been proposed that is capable of improving the capabilities and job satisfaction of each employee and providing support toward achieving this (see Patent Document 1).

[0004] According to the human resource development support system disclosed in Patent Document 1, the plan executor (corresponding to an employee) inputs plan information (corresponding to a plan) and action information (corresponding to implementation status) related to the plan information himself / herself, and the plan executor can receive feedback on the plan information and action information from a supporter (corresponding to a superior, etc.) selected by the plan executor.

[0005] In the human resource development support system disclosed in Patent Document 1, the plan executor sets the plan information and action information himself / herself, which ensures the autonomy of the plan executor. However, feedback from the supporter selected by the plan executor may be influenced by the supporter's subjectivity, making it difficult to objectively evaluate the plan executor. [Prior art documents] [Patent documents]

[0006] [Patent Document 1] Patent Publication No. 2022-160304 Summary of the Invention [Problem to be solved by the invention]

[0007] Therefore, an object of the present invention is to provide a growth support device, a growth support method, and a growth support program that enable a user to set goals that satisfy the user and receive an objective evaluation. [Means for solving the problem]

[0008] That is, the growth support device according to the first aspect is a growth support device that supports the growth of a user, and is characterized by comprising: a goal acquisition unit that acquires a goal that the user has set for himself to achieve; an intermediate goal to be selected in order to achieve the goal, where candidates that can be selected as the user's intermediate goal are set in advance, and the user selects an intermediate goal for achieving the goal from the candidates, and the intermediate goal acquisition unit acquires the intermediate goal selected by the user; a behavioral goal presentation unit in which behavioral goals to be achieved in order to achieve the intermediate goal acquired by the intermediate goal acquisition unit are set in advance, and presents the behavioral goals to be achieved in order to achieve the intermediate goal selected by the user to the user and a plurality of evaluators who evaluate the user; an evaluation acquisition unit that acquires, as evaluation information, the evaluations of the multiple evaluators regarding the user who acts based on the behavioral goals presented by the behavioral goal presentation unit; an achievement acquisition unit that acquires, as achievement information, the degree of achievement of the user's behavior based on the behavioral goals presented by the behavioral goal presentation unit with respect to the behavioral goals; and a score calculation unit that calculates a score related to the user's job satisfaction as a job satisfaction score based on the evaluation information and the achievement information.

[0009] In a second aspect, in the growth support device of the first aspect, a user's goals, intermediate goals, and behavioral goals are represented by one Mandala chart, one goal acquired by a goal acquisition unit is set for the one Mandara chart, eight intermediate goals acquired by an intermediate goal acquisition unit are set for the one goal, and eight predetermined behavioral goals to be carried out in order to achieve the intermediate goal are set for each of the eight intermediate goals.

[0010] In a third aspect, in the growth support device of the second aspect, the behavioral goal presentation unit may present the behavioral goal in a display mode of a Mandala chart in which a second Mandala is arranged around a first Mandala, with the intermediate goal at the center and eight behavioral goals around the intermediate goal, around a first Mandala, with the intermediate goal at the center and eight behavioral goals around the intermediate goal.

[0011] In a fourth aspect, in the growth support device of the first aspect, an ES information acquisition unit is further provided that acquires the user's employee satisfaction as ES information, and the score calculation unit may calculate the user's job satisfaction score based on the ES information, evaluation information, and achievement level information.

[0012] In a fifth aspect, in the growth support device of the fourth aspect, a CS information acquisition unit is further provided that acquires customer satisfaction of the user's customers as CS information, and the score calculation unit may calculate the user's job satisfaction score based on the CS information, ES information, evaluation information, and achievement level information.

[0013] As for a sixth aspect, in the growth support device according to the first aspect, the goal may be promotion of the user to a next job rank.

[0014] In a seventh aspect, in the growth support device of the first aspect, candidates for intermediate goals may be set based on intermediate goals set by analyzing behavioral characteristics of high performers who have achieved goals related to the intermediate goals with excellent results. In an eighth aspect, in the growth support device of the first aspect, the behavioral goal may be set by analyzing the behavioral characteristics of the behavior of a high performer who has achieved an intermediate goal or goal related to the behavioral goal with excellent results.

[0015] In a ninth aspect, in the growth support device of the first aspect, the device may further include a score display control unit that displays a graph relating to the value of the user's work satisfaction score calculated by the score calculation unit by extending the length of the gauge unit in proportion to the value.

[0016] A growth support method according to a tenth aspect is a growth support method for supporting the growth of a user, the method comprising the steps of: causing a computer to execute a goal acquisition step of acquiring a goal that the user has set for himself / herself to achieve; an intermediate goal acquisition step of acquiring an intermediate goal selected by the user, the intermediate goal being an intermediate goal to be selected in order to achieve the goal, where candidates that can be selected as the user's intermediate goal are set in advance, and the user selects an intermediate goal for achieving the goal from the candidates; a behavioral goal presentation step of presenting to the user and a plurality of evaluators who evaluate the user, behavioral goals to be performed in order to achieve the intermediate goal acquired in the intermediate goal acquisition step are set in advance, and the behavioral goals to be performed in order to achieve the intermediate goal selected by the user are presented to the user and a plurality of evaluators who evaluate the user; an evaluation acquisition step of acquiring, as evaluation information, evaluations by the plurality of evaluators of the user acting based on the behavioral goals presented in the behavioral goal presentation step; an achievement acquisition step of acquiring, as achievement information, a degree of achievement of the behavioral goal of the user acting based on the behavioral goals presented in the behavioral goal presentation step; and a score calculation step of calculating a score related to the user's job satisfaction as a job satisfaction score based on the evaluation information and the achievement information.

[0017] The growth support program according to an eleventh aspect is a growth support program that supports the growth of a user, and is characterized in that it causes a computer to perform the following: a goal acquisition function that acquires a goal that the user has set for himself to achieve; an intermediate goal acquisition function that acquires an intermediate goal selected by the user, which is an intermediate goal to be selected in order to achieve the goal, and candidates that can be selected as the user's intermediate goal are set in advance, and the user selects an intermediate goal for achieving the goal from the candidates; a behavioral goal presentation function that sets in advance behavioral goals to be performed in order to achieve the intermediate goal acquired in the intermediate goal acquisition function, and presents the behavioral goals to be performed in order to achieve the intermediate goal selected by the user to the user and a plurality of evaluators who evaluate the user; an evaluation acquisition function that acquires, as evaluation information, the evaluations of the multiple evaluators of the user who acts based on the behavioral goals presented by the behavioral goal presentation function; an achievement acquisition function that acquires, as achievement information, the degree of achievement of the user's behavior based on the behavioral goals presented in the behavioral goal presentation function with respect to the behavioral goals; and a score calculation function that calculates a score related to the user's job satisfaction as a job satisfaction score based on the evaluation information and the achievement information. Effect of the Invention

[0018] The growth support device etc. according to the present invention is a growth support device that supports the growth of a user, and is characterized by comprising: a goal acquisition unit that acquires a goal that the user has set for himself to achieve; an intermediate goal to be selected for achieving the goal, candidates that can be selected as the user's intermediate goal are set in advance, and the user selects an intermediate goal for achieving the goal from the candidates, and an intermediate goal acquisition unit that acquires the intermediate goal selected by the user; a behavioral goal presentation unit that presents the behavioral goals to be performed for achieving the intermediate goal acquired by the intermediate goal acquisition unit to the user and a plurality of evaluators who evaluate the user, where behavioral goals to be performed for achieving the intermediate goal selected by the user are set in advance; an evaluation acquisition unit that acquires, as evaluation information, evaluations by the multiple evaluators of the user who acts based on the behavioral goals presented by the behavioral goal presentation unit; an achievement acquisition unit that acquires, as achievement information, the degree of achievement of the behavior of the user who acts based on the behavioral goals presented by the behavioral goal presentation unit with respect to the behavioral goals; and a score calculation unit that calculates a score related to the user's job satisfaction as a job satisfaction score based on the evaluation information and the achievement information. Therefore, the user can set goals that satisfy him or her, and the user can receive an objective evaluation. [Brief description of the drawings]

[0019] [Figure 1] FIG. 1 is a conceptual diagram of a service profit chain adopted by the growth support device according to this embodiment. [Diagram 2] FIG. 2 is a diagram showing an infrastructure configuration including the growth support device according to this embodiment. [Diagram 3] FIG. 3 is a domain model diagram of a server accessed by the growth support device according to this embodiment. [Figure 4] FIG. 4 is a block diagram for explaining the configuration of the growth support device according to this embodiment. [Diagram 5] FIG. 5 is a block diagram for explaining the functional configuration of the growth support device according to this embodiment. [Figure 6] FIG. 6 is a diagram for explaining intermediate goal candidates according to this embodiment. [Figure 7] FIG. 7 is a diagram for explaining the Mandala chart employed by the growth support device according to this embodiment. [Figure 8] FIG. 8 is a diagram for explaining the Mandala chart employed by the growth support device according to this embodiment. [Figure 9] FIG. 9 is a diagram for explaining the Mandala chart employed by the growth support device according to this embodiment. [Figure 10] FIG. 10 is a diagram for explaining templates presented to the user when creating a Mandala chart according to this embodiment. [Figure 11] FIG. 11 is a diagram for explaining templates presented to the user when creating a Mandala chart according to this embodiment. [Figure 12] FIG. 12 is a diagram for explaining an example of a behavior goal linked to an intermediate goal according to this embodiment. [Figure 13] FIG. 13 is a diagram for explaining an example of a behavior goal linked to an intermediate goal according to this embodiment. [Figure 14] FIG. 14 is a flowchart for explaining an example of a flow of evaluation in the growth support device according to this embodiment. [Figure 15] FIG. 15 is a diagram for explaining an example of a display screen of the display unit of the growth support device according to this embodiment. [Figure 16] FIG. 16 is a diagram for explaining an example of a display screen of the display unit of the growth support device according to this embodiment. [Figure 17] FIG. 17 is a flowchart of the growth support program according to this embodiment. DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS

[0020] Hereinafter, a growth support device 20 according to one embodiment of the present invention will be described with reference to FIGS. First, a service profit chain, which is a concept adopted by the growth support device 20 according to the present embodiment, will be described with reference to Fig. 1. Fig. 1 is a conceptual diagram of the service profit chain adopted by the growth support device 20 according to the present embodiment.

[0021] The service profit chain is a virtuous cycle in which improved employee satisfaction (ES) leads to improved customer satisfaction (CS), which in turn leads to improved business performance. And improved business performance is passed on to employees as improved internal service quality. As shown in Figure 1, the service profit chain repeats the following steps 2 to 10 between the start of the loop 1 and the end of the loop 11 in a chain, generating profits for employees, customers, and the company.

[0022] Specifically, as shown in FIG. 1, an improvement in the quality 2 of in-house services for employees, such as personnel, labor, general affairs, and legal affairs, leads directly to an improvement in employee satisfaction 3, and boosts employee loyalty 4 and employee productivity 5. Employee loyalty 4 refers to the degree of company spirit and loyalty felt by employees belonging to an organization. The improvement in employee loyalty 4 and employee productivity 5 leads to an increase in the value 6 of services for customers. The increase in the value 6 of services leads to customer satisfaction 7 and improves customer loyalty 8. Customer loyalty 8 refers to the degree of attachment and trust that customers have toward a company. The increase in customer loyalty 8 leads to an increase in the number of times customers use the service and their willingness to purchase, as well as the acquisition of new customers, which leads to an increase in sales and profits for the company. Companies improve the quality 2 of in-house services in order to return the profits they have earned to their employees. The growth support device 20 according to this embodiment, the growth support method and growth support program described below promote the service profit chain, which is a chain of ES, CS, and the company's performance, as a virtuous cycle.

[0023] Employees and former employees who are users of the growth support device 20 according to this embodiment enjoy a service that supports the user's own growth through the growth support device 20. A former employee is a user who has used the growth support device 20, the growth support method described below, or the growth support program as an employee in the past and is still using them at present. Therefore, hereinafter, a user is used as a general term for employees and former employees who enjoy the service. The terminal used by the evaluator who evaluates the user is referred to as the evaluator terminal 24, the terminal used by the person in charge of the business providing the service is referred to as the business person terminal 25, the terminal used by the engineer of the business providing the service is referred to as the engineer terminal 26, and the terminal installed in the store and mainly used by customers is referred to as the in-store terminal 27.

[0024] 2, an infrastructure configuration diagram including a growth support device 20, an evaluator terminal 24, a business person terminal 25, an engineer terminal 26, and an in-store terminal 27 will be described. FIG. 2 is an infrastructure configuration diagram including the growth support device 20 according to this embodiment. The growth support device 20, the evaluator terminal 24, the business person terminal 25, the engineer terminal 26, and the in-store terminal 27 are a type of information processing device (computer), and are connected to a server 28 via a network 21 including the Internet. The server 28 accumulates various data for supporting the growth of the user who uses the growth support device 20, and communicates with the growth support device 20. The server 28 also stores a growth support program, which will be described later.

[0025] The evaluator terminal 24 communicates with the server 28 to transmit and receive various data for supporting the user's growth. Note that the growth support device 20 and the evaluator terminal 24 communicate with each other via the server 28, but they can also communicate with each other directly without going through the server 28. The business manager's terminal 25 runs a web browser, connects securely to the server 28 via the web browser by HTTPS communication, and displays a display screen for the business manager. The engineer terminal 26 is a terminal used by an engineer of a business entity who performs maintenance, management, repair, etc. of the server 28. In-store terminal 27 is installed in the store and can be connected to server 28 via network 21, allowing customers to input customer satisfaction levels and answers to questionnaires presented to them into the terminal, and the customer satisfaction levels and answers are stored as CS information, which will be described later, in server 28. In-store terminal 27 can also obtain word-of-mouth information and evaluations about products, stores, employees, etc. from customers, and store and accumulate them in server 28.

[0026] A user who wishes to receive the growth support service based on the above-mentioned service profit chain connects to the server 28 via the network 21 using an information processing device (computer) such as his / her own smartphone, and downloads and installs a growth support program described below into his / her own information processing device, whereby the user uses his / her own information processing device as the growth support device 20. The growth support device 20 has a web browser running thereon, and can securely connect to the server 28 via the web browser by HTTPS communication, and display to the user a display screen described below for the user.

[0027] The server 28 is managed and operated by a business that provides the above-mentioned growth support service to users, etc. The server 28 may be installed on-premise by the business, or may be a cloud server of a cloud computing service used by the business. On-premise means that physical equipment is installed on the premises of a facility managed by the business and a system used to provide the service is operated. A cloud computing service means the provision of a computing service via a network 21, and includes, for example, GCP (registered trademark) (Google Cloud Platform), AWS (registered trademark) (Amazon Web Services), and AZURE (registered trademark).

[0028] In the above-mentioned growth support service, the server 28 provides an interface for a person (hereinafter, referred to as an evaluator) who is in a position to evaluate a user in an organization, company, or the like to which the user belongs. The evaluator uses an information processing device (computer) such as his / her own smartphone as an evaluator terminal 24 to connect to the server 28 via the network 21, and the evaluator participates in the growth support of the user from the standpoint of an evaluator using the evaluator terminal 24. The server 28 communicates with the evaluator terminal 24 via the network 21, and provides a display screen for the evaluator to the evaluator terminal 24. The evaluator terminal 24 has a web browser running on it, is securely connected to the server 28 via the web browser by HTTPS communication, and presents the display screen for the evaluator to the evaluator.

[0029] Server 28 is provided with an interface used by a person in charge of the business providing the service (hereinafter referred to as the business person), and an interface used by an engineer of the business (hereinafter referred to as the engineer). The business person connects to server 28 via network 21 using business person terminal 25. Business person terminal 25 runs a web browser, connects securely to server 28 via the web browser by HTTPS communication, and presents a display screen for the administrator to the business person. An engineer uses an engineer's terminal 26 to connect to the server 28 via the network 21. A web browser runs on the engineer's terminal 26, which connects to the server 28 via the web browser using SSH communication, the security of which is ensured by public key authentication, and presents the engineer's display screen to the engineer.

[0030] In FIG. 2, for convenience, only one each of the growth support device 20, evaluator terminal 24, business manager terminal 25, and engineer terminal 26 is shown, but this is not limited to this, and two or more of each can be connected to the server 28 via the network 21.

[0031] Next, the server 28 will be described using a domain model diagram with reference to Fig. 3. Fig. 3 is a domain model diagram of the server 28 accessed by the growth support device 20 according to this embodiment. In this embodiment, the server 28 is a cloud server for a cloud computing service. The server 28 has a virtual public area 29 and a virtual private area 19 in a main memory. The virtual public area 29 refers to an area in which an environment constructed by a cloud computing service provider is shared with other users. The virtual private area 19 refers to an environment created in the virtual public area 29, which is logically separated for each user, and which can be occupied by each user.

[0032] In the virtual public area 29, users can use each service, such as a firewall 29a, an Event Bridge 29b, a DNS web service 29c, a Cloud Watch 29d, a Security Manager 29e, s3-protected 29f, an ECR 29g, an SES 29h, and a Cloud Formation 29i, as a function.

[0033] The purpose of the firewall 29a is to block external attacks, such as cross-site scripting (XSS) and SQL injection. All requests that pass through the ALB (Application Load Balancer) 19k (described later) are checked by the firewall 29a.

[0034] The Event Bridge 29b generates periodic events. An event is a change in the state of the virtual space environment. The event is used as a trigger for batch processing by the batch server 19f, which will be described later.

[0035] DNS Web Service 29c manages two domains used for the business that provides this growth support service. DNS Web Service 29c is used by ALB19k, ACM, Cloudfront, and other services described below. ACM stands for AWS Certificate Manager, and is a fully managed service that issues, manages, and automates SSL / TLS certificates. Cloudfront is a CDN (Contents Delivery Network) service.

[0036] Cloud Watch 29d manages real-time logs of a first API server 19g and a second API server 19h, which will be described later. The security manager 29e manages confidential information of the first API server 19g and the second API server 19h, which will be described later.

[0037] s3-protected29f manages assets using Amazon (registered trademark) s3 (Simple Storage Service). Amazon s3 is an object storage service that uses a method of storing data on an object-by-object basis. s3-protected29f refers to a data storage service that uses Amazon s3, which has excellent durability.

[0038] The ECR 29g stores Docker (registered trademark) images of applications that run on a first API server 19g and a second API server 19h, which will be described later. A Docker image is a template file that serves as the operating environment for a Docker container. A Docker container is a running instance of a Docker image. An instance refers to a computer program, a data structure, and the like that is deployed on main memory and made ready for processing and execution.

[0039] The SES 29h is an email platform for sending and receiving emails using a user's own email address and domain. The SES 29h is called from the first API server 19g and the second API server 19h.

[0040] Cloud Formation29i is a service that provisions resources for cloud computing services. Provisioning refers to allocating and configuring resources to make them available for use and operation. Cloud Formation29i is a configuration management tool, and CDK defines the infrastructure configuration using code, and Cloud Formation29i converts the CDK code into CloudFormation and executes it. CDK stands for Cloud Development Kit, and is a service that aggregates and provides resources on cloud computing services by program parts (components) with certain functions, and supports application development on cloud computing services. CDK defines cloud infrastructure (equipment and applications that form the basis of building a virtual space, such as servers, storage, and networks, as well as applications that enable virtualization) in code and provisions it through the aforementioned CloudFormation.

[0041] A virtual private cloud (VPC) 19 includes a first public subnet 19a, a second public subnet 19b, a first private subnet 19c, and a second private subnet 19d. A subnet is an area obtained by logically dividing the virtual private cloud 19. A public subnet is a subnet that is routed (a route is secured) to an Internet gateway and can be accessed from outside via the network 21. A private subnet is a subnet that does not have a route (a route) to an Internet gateway, cannot be accessed directly from outside, and only supports access via communication within the virtual private cloud 19.

[0042] The first public subnetwork 19a and the second public subnetwork 19b are subnetworks that can be directly accessed by external requests that have passed through the ALB 19k described below without being rejected by the firewall 29a. Requests from the growth support device 20, the evaluator terminal 24, and the business manager terminal 25 first reach the ALB 19k, and only those requests that have passed through the ALB 19k can reach the first API server 19g or the second API server 19h.

[0043] The first private subnet 19c is accessible from the first public subnet 19a and the second public subnet 19b. Note that the second private subnet 19d does not have a route secured to any of the above brick subnets.

[0044] The first public subnetwork 19a includes a springboard server 19e, a batch server 19f, and a first API server 19g. The springboard server 19e is a relay server for external access to a destination server, and serves as a relay server when an engineer uses an engineer terminal 26 to access a primary DB (Data Base) instance 19i, which will be described later. The engineer terminal 26 accesses the springboard server 19e by SSH communication, the security of which is ensured by public key authentication, and further accesses the primary DB instance 19i. The springboard server 19e is used to defend against attacks and unauthorized access to the primary DB instance 19i.

[0045] The primary DB instance 19i and the standby DB instance 19j described below are applications for operating a database that are deployed in a first private subnet 19c and a second private subnet 19d on the main memory of the server 28 and made ready for processing and execution.

[0046] The batch server 19f performs batch processing on the primary DB instance 19i using events that are periodically generated by the Event Bridge 29b as triggers. Batch processing on a database refers to the collective processing of multiple accumulated data items, such as database backup, data transfer, and creation of statistical data.

[0047] The first API server 19g is a server that provides an API (Application Programming Interface) for an external application to use the functions of the primary DB instance 19i and s3-protected 29f, and plays a role of returning a response to a request from the growth support device 20, the evaluator terminal 24, and the business manager terminal 25 that has passed through the ALB 19k described later. The API is an interface when providing the functions of the primary DB instance 19i and s3-protected 29f to an application that has accessed from outside. In response to a request, the first API server 19g processes the primary DB instance 19i and s3-protected 29f using its own data and functions, generates a response to the request, and returns it to the growth support device 20, the evaluator terminal 24, and the business manager terminal 25.

[0048] The second public subnetwork 19b includes a second API server 19h. The second API server 19h, like the first API server 19g, is a server that provides an API for an external application to use the functions of the primary DB instance 19i and s3-protected 29f, and plays a role of returning a response to a request from the growth support device 20, the evaluator terminal 24, and the business manager terminal 25 that has passed through the ALB 19k described below. In response to the request, the second API server 19h processes the primary DB instance 19i and s3-protected 29f using its own data and functions, generates a response to the request, and returns it to the growth support device 20, the evaluator terminal 24, and the business manager terminal 25.

[0049] The ALB (Application Load Balancer) 19k distributes requests from the outside so as not to be biased to one side, in order to suppress concentration of load on the first API server 19g and the second API server 19h. The ALB 19k distributes requests from the external growth support device 20, the evaluator terminal 24, and the business manager terminal 25 to the first API server 19g and the second API server 19h without bias, thereby preventing requests from being concentrated on one of the two API servers 19g and 19h. The concentration of requests to the API servers 19g and 19h causes the servers to be unable to keep up with the processing, resulting in a decrease in processing capacity and even a breakdown of the servers. To avoid this situation, the ALB 19k distributes requests from the outside so as not to be biased to one side.

[0050] The first private subnet 19c includes a primary DB (Database) instance 19i. The primary DB instance 19i is an instance that performs operations on a primary relational database in a cloud computing service. The primary DB instance 19i performs basic operations such as saving, updating, and deleting data, management such as data backup and recovery, ensuring high availability and fault tolerance such as data synchronization and replication, and performing processes such as data analysis and querying for the primary relational database.

[0051] The second private subnet 19d includes a standby DB instance 19j. The standby DB instance 19j is an instance that performs operations on a relational database in a cloud computing service, similar to the primary DB instance 19i. The standby DB instance 19j generates a standby relational database as a replica of the primary relational database operated by the primary DB instance 19i. When a malfunction or problem such as a failure occurs in the primary DB instance 19i or the primary relational database, the standby DB instance 19j and the standby relational database are used instead. The second private subnet 19d is not connected to the first API server 19g and the second API server 19h, and therefore does not accept requests (requests) from outside. The standby DB instance 19j receives data from the primary DB instance 19i synchronously or asynchronously, and generates a standby relational database as a replica of the primary relational database.

[0052] A relational database is a type of database that manages multiple data in table format by relating them to each other, and allows the user to combine and extract the necessary data. In this embodiment, the relational database accumulates and stores data such as the user's personnel and labor information, evaluation information (described later), the Mandala chart 60 created by the user, achievement information, sales information, profit information, ES information, and CS information.

[0053] The relational database also stores the growth support program described below, various applications, and various data used by the applications, which are necessary for a user to use his or her information processing device as the growth support device 20.

[0054] The server 28 stores data in both s3-protected 29f and a relational database. s3-protected 29f is an object storage that stores data on an object-by-object basis, and basically only allows data to be read and written, so data operability is poor, but it has high durability and excellent availability. On the other hand, a relational database is structured and stored in a predetermined format, so data retrieval, aggregation, and other operability are excellent. By storing data using both s3-protected 29f and a relational database, the server 28 can provide excellent operability and availability for data, as well as high durability.

[0055] The configuration of the growth support device 20 will be described with reference to Fig. 4. Fig. 4 is a block diagram for explaining the configuration of the growth support device 20 according to this embodiment. The growth support device 20 is a type of information processing device (computer) typified by a personal computer (hereinafter, PC), a tablet PC, a notebook PC, a smartphone, and the like. In addition, the user at the site may use the growth support device 20 that has executed the growth support program described below on a smartphone. The user at the site may have the opportunity to use the growth support device 20 during work, and using it as an application on a portable smartphone leads to improved convenience.

[0056] In addition, like the growth support device 20, the evaluator terminal 24, the business manager terminal 25, and the engineer terminal 26 are a type of information processing device (computer) represented by a personal computer (hereinafter, PC), tablet PC, notebook PC, smartphone, etc.

[0057] The growth support device 20 includes a communication interface 20a, a ROM (Read Only Memory) 20b, a RAM (Random Access Memory) 20c, a storage unit 20d, a CPU (Central Processing Unit) 20e, and an input / output interface 20f.

[0058] The communication interface 20a has a function of transmitting and receiving data of the growth support device 20 to and from other devices including the server 28, the evaluator terminal 24, the business person terminal 25, and the engineer terminal 26 via the network 21 including the Internet. The data of the growth support device 20 is information exchanged between the growth support device 20 used by a user and the growth support device 20 used by another user, such as evaluation information described below, a Mandala chart 60 created by the user, achievement level information, sales information, profit information, ES information, and CS information.

[0059] The storage unit 20d can be used as a storage device for the growth support device 20, and stores a growth support program described below, firmware required for the operation of the growth support device 20, an OS (Operating System), various applications, and various data used by the applications. The firmware is a type of software built into the growth support device 20, and has a function of managing basic control of the growth support device 20.

[0060] The growth support device 20 stores a growth support program, which will be described later, in the ROM 20b or the storage unit 20d, and loads the growth support program into a main memory constituted by the RAM 20c, etc. The CPU 20e accesses the main memory into which the growth support program has been loaded, and executes the growth support program.

[0061] The input / output interface 20f transmits and receives data to and from devices external to the growth support device 20. The external devices are an input device 20g and an output device 20h that input and output data to and from the growth support device 20. The input device 20g is a keyboard, a mouse, and the like, and the output device 20h is an internal monitor that is the display unit 22, an external monitor, a printer, an external speaker, and the like. A software keyboard 23 displayed on the display unit 22 is used as the input device 20g. A user can input characters to the growth support device 20 by touching the software keyboard 23.

[0062] Next, the functional configuration of the growth support device 20 will be described with reference to Fig. 5. Fig. 5 is a block diagram for explaining the functional configuration of the growth support device 20 according to this embodiment. By executing a growth support program described later, the growth support device 20 is provided with functional units such as a goal acquisition unit 30, an intermediate goal acquisition unit 31, a behavioral goal presentation unit 32, an evaluation acquisition unit 33, an achievement level acquisition unit 34, an ES information acquisition unit 35, a CS information acquisition unit 36, a score calculation unit 37, and a score display control unit 38 in the CPU 20e.

[0063] The goal acquisition unit 30 acquires a goal 41 that the user has set to achieve. The user can operate the software keyboard 23 to input a goal 41 that the user wants to achieve into the growth support device 20 . Goal 41 may be the user's promotion to the next job grade, as described below.

[0064] The intermediate goal acquisition unit 31 is an intermediate goal to be selected in order to achieve the goal 41, and candidates that can be selected as the user's intermediate goal are set in advance, and the user selects an intermediate goal for achieving the goal 41 from among the candidates, and acquires the intermediate goal selected by the user.

[0065] Candidates for intermediate goals are set by analyzing the behavioral characteristics (specialized knowledge, skills, know-how, basic abilities, thought patterns, etc.) of high performers who have achieved goals 41 related to the intermediate goal with excellent performance, or high performers who demonstrate excellent results in their job or work roles.

[0066] In addition, the intermediate goal candidates may be the intermediate goals adopted by the high performers, or may be set with reference to the behavioral characteristics of the high performers in successful companies in different industries or business types.

[0067] The intermediate goal is selected by the user from among preset candidates. The user selects eight intermediate goals from the candidates in order to achieve the goal 41. The intermediate goal may be input by the user through an input operation using the software keyboard 23 on the growth support device 20, or may be input through a selection operation such as a touch operation from among candidates registered in advance in the growth support device 20. The touch operation refers to an operation performed by touching or moving a display screen of the growth support device 20, such as a smartphone, with a finger or the like.

[0068] Since the user sets the intermediate goal by himself / herself from among candidates set from the behavioral analysis of the behavior of high performers, the user's autonomy can be ensured, and the user can set intermediate goals modeled on high performers while learning the specialized knowledge, techniques, know-how, basic abilities, thought patterns, etc. of high performers, and can obtain know-how for achieving the goals 41 that he / she has set himself / herself. Since the user can set the goals 41 that he / she wants to achieve and obtain know-how for achieving these goals 41, the user can improve his / her satisfaction with his / her work.

[0069] A list of intermediate goal candidates for training subjects employed by a company in the food and beverage industry will be described below as an example with reference to Fig. 6. Fig. 6 is a diagram for explaining intermediate goal candidates according to this embodiment.

[0070] The growth support device 20 according to the present embodiment, and the growth support method and the growth support program described below can be used not only in the food and beverage industry, but also in various other industries. The intermediate goal candidates and the behavioral goals linked to each intermediate goal can be set according to the characteristics of various industries, and thus can be effective in those industries.

[0071] Candidates for intermediate goals are classified into four major categories: mind, skill, body, and life, as shown in Figure 6. The broad category of spirit is divided into two medium categories: culture and mind. The broad category of skills is divided into four medium categories: basic, operation, expert, and knowledge. In the medium category of knowledge, kitchen staff have more knowledge to acquire than dining staff, so intermediate goal candidates are set specifically for kitchen staff. The broad category of body (stance) includes one medium category, grid. The broad category of lifestyle (style) includes one medium category, well-being.

[0072] Candidates for intermediate goals vary depending on the grade, and candidates appropriate for each grade are set. Grades are classified into training recipients, new graduates / foreign employees, field employees, managers, experts, etc.

[0073] For example, in terms of potential intermediate goals for training recipients, the candidate belonging to the broad category "heart" and the medium category "culture" is "philosophy," while the candidates belonging to the medium category "mind" are "understanding the key points of greetings," "appearance," and "business etiquette."

[0074] The Mandara chart 60 will be described with reference to Figures 7 to 9. Figures 7 to 9 are diagrams for explaining the Mandara chart 60 employed by the growth support device 20 according to this embodiment.

[0075] First, the first mandala 40 will be described with reference to Fig. 7. The first mandala 40 has a target 41 placed at its center, and intermediate targets 1 to 8 (41 to 49) placed around the target 41. The first mandala 40 consists of the central nine squares of the mandala chart 60 shown in Fig. 9.

[0076] In the mandala chart 60 shown in FIG. 9, eight second mandalas 50 are arranged around the first mandala 40. The second mandala 50 will be described with reference to FIG. 8. Each of intermediate goals 1 to 8 (41 to 49) is arranged in the center of the second mandala 50. Intermediate goal A51 will be used to represent intermediate goals 1 to 8 (41 to 49) arranged in the center of the second mandala 50. A is an integer from 1 to 8, and when A is 1, it means intermediate goal 1, and when A is 2, it means intermediate goal 2. Similarly, when A is 3 to 8, it means intermediate goals 3 to 8, respectively. The same applies below.

[0077] 8, in the second mandala 50, action goals A-1 to A-8 (52 to 59) are arranged around the intermediate goal A51. The action goals A-1 to A-8 (52 to 59) are specific actions for achieving the intermediate goal A51.

[0078] Mandala Chart 60 is a method of thinking design that generates actions. By filling the mandala-like squares with action goals, thoughts can be organized and development actions can be planned. Mandalas are known as paintings created to attain enlightenment in esoteric Buddhism (a school of Buddhism). Mandala Chart 60 is formed by filling a total of 81 squares, 9 squares vertically and 9 squares horizontally, with keywords. The user sets the next job rank to be aimed for as goal 41 in the center, and fills in related intermediate goals 42 to 49 around it. Intermediate goals 42 to 49 to achieve the goal 41 set in the center can be set in detail, and the essential parts can be clarified, which can organize thoughts more deeply and encourage action. Mandala Chart 60 also functions as a support for logical thinking ability to achieve the goal 41 imposed on the user.

[0079] Intermediate goals 42-49 for achieving goal 41 set in the center of Mandala Chart 60 are designed by comprehensively incorporating the knowledge of successful and growing companies and the know-how of high performers, and intermediate goals 42-49 and competencies (action goals) related to the company's MVV (Mission, Vision, Values) can be designed independently for each company. It is also possible to extract intermediate goals 42-49 and competencies (action goals) for the development of each user's talents based on their personal profile (resume). Mandala Chart 60 shows the path for growth according to each user's profile (resume).

[0080] The benefits of using the Mandala Chart 60 include being able to visualize detailed growth thinking and actions specific to an industry, clarifying the specific process for achieving growth goals, identifying issues, and taking stock of the knowledge of veteran employees and sharing it within an organization or company, thereby raising the overall skills of the organization or company.

[0081] The Mandara Chart 60 is particularly suitable for the service industry, because the service industry is an accumulation of fixed daily actions, and the Mandara Chart 60 can present users with optimal behavioral goals for those fixed daily actions.

[0082] Intermediate goals 1 to 8 (42 to 49) are set for the purpose of cultivating the mind and spirit, cultivating skills such as basic ability, management ability, technical ability, and customer service ability, improving attitude toward work, and well-being (life skills).

[0083] The Mandala chart 60 is a collection of one goal 41, eight intermediate goals 1-8 (42-49), and 64 action goals A-1-A-8 (A:1-8). Intermediate goals 1-8 (42-49) are the types of actions (themes) required to achieve goal 41, and action goals A-1-A-8 (A:1-8) are actions that specifically represent intermediate goals 1-8 (42-49).

[0084] The organization, company, etc. to which the user belongs may provide a template that the user should refer to when setting the eight intermediate goals. Templates that a user should refer to when setting eight intermediate goals will be described with reference to Figures 10 and 11. Figures 7 and 8 are diagrams for explaining templates presented to a user when creating a Mandala chart 60 according to this embodiment.

[0085] As shown in Fig. 10, when the user selects an intermediate goal, the user may specify in advance the major category of the intermediate goal candidate to be selected. For example, for intermediate goal 1 (42) to intermediate goal 8 (49) shown in Fig. 7, the major category may be specified in advance as shown in Fig. 10, and the user may select intermediate goal 1 (42) to intermediate goal 8 (49) from among the intermediate goal candidates belonging to the specified major category. For example, when setting intermediate goal 1 (42), the user refers to the template shown in Fig. 10 and selects from among the candidates belonging to the major category "heart."

[0086] 10, an organization, company, etc. may use a template to indicate to the user that intermediate goal 1 (42) in the first mandala 40 should be selected from intermediate goal candidates belonging to the major category "mind". As with intermediate goal 1 (42), intermediate goal 2 (43) to intermediate goal 8 (49) may also be indicated by a template to indicate that they should be selected from intermediate goal candidates belonging to the major categories of "skill", "body", "body", "skill", "skill", "lifestyle", and "mind".

[0087] Also, as shown in Fig. 11, when the user selects an intermediate goal, the user may specify in advance the intermediate category of the intermediate goal candidate to be selected. For example, for intermediate goal 1 (42) to intermediate goal 8 (49) shown in Fig. 7, the intermediate categories may be specified in advance as shown in Fig. 11, and the user may select intermediate goal 1 (42) to intermediate goal 8 (49) from among the intermediate goal candidates belonging to the specified intermediate categories. For example, when setting intermediate goal 1 (42), the user refers to the template shown in Fig. 11 and selects from among the candidates belonging to the medium category "culture."

[0088] 11, an organization, company, etc. may use a template to indicate to the user that intermediate goal 1 (42) in the first mandala 40 should be selected from intermediate goal candidates belonging to the medium category "Culture". As with intermediate goal 1 (42), intermediate goal 2 (43) to intermediate goal 8 (49) may also be indicated by a template to indicate that they should be selected from intermediate goal candidates belonging to the medium categories "Basic", "Grid", "Grid", "Expert", "Operation", "Well-being", and "Mind".

[0089] Organizations, companies, etc. can reflect the intentions of the organization, company, etc. to a certain extent in the intermediate goals selected by the user, and can guarantee the independence of the user. Furthermore, since leaving the selection of intermediate goals to the user's will alone may cause bias in the intermediate goals set by the user, organizations, companies, etc. can suppress bias in the intermediate goals selected by the user by specifying the major categories of intermediate goals in advance. Furthermore, organizations, companies, etc. can show the user that they consider the health and happiness of the user important in addition to the user's growth by including the major categories "mind", "body", and "life" or the medium categories "culture", "mind", "grid", and "well-being" in the above template.

[0090] Goal 41 may be promotion of the user to the next job grade. By setting the goal 41 as promotion to the next job grade, the user can improve his / her motivation for work, and the organization, company, etc. can expect the improvement and activation of the skills of the entire organization because experienced employees (users) can demonstrate leadership and guide their subordinates. In addition, the growth support device 20 can support the growth of part-time workers, part-time employees, new recruits, young employees, veteran employees, middle managers, senior managers, and executives by setting intermediate goals and action goals for each job grade.

[0091] The user's goal 41, intermediate goal, and behavioral goal may be represented by one Mandara chart 60, one goal 41 acquired by the goal acquisition unit 30 may be set for the one Mandara chart 60, eight intermediate goals acquired by the intermediate goal acquisition unit 31 may be set for the one goal 41, and eight predetermined behavioral goals to be performed in order to achieve the intermediate goal may be set for each of the eight intermediate goals. Note that the intermediate goal may be regarded as a theme representing characteristics, features, attributes, etc. common to the eight behavioral goals.

[0092] The behavioral goal presentation unit 32 has pre-set behavioral goals to be achieved in order to achieve the intermediate goal acquired by the intermediate goal acquisition unit 31, and presents the behavioral goals to be achieved in order to achieve the intermediate goal selected by the user to the user and to multiple evaluators who evaluate the user. A behavioral goal is set by analyzing the behavioral characteristics of the behavior of high performers who have achieved an intermediate goal or target 41 related to the behavioral goal with excellent results.

[0093] Eight behavioral goals are set in advance for each intermediate goal. A behavioral goal is a specific action or attitude that is linked to an intermediate goal and should be practiced in order to achieve the intermediate goal. Behavioral goals, as well as potential intermediate goals, are set by analyzing the behavioral characteristics (such as specialized knowledge, skills, know-how, basic abilities, and thought patterns) of high performers who have achieved related intermediate goals or goals 41 with excellent performance, or who demonstrate excellent results in their job or work roles.

[0094] In addition, the behavioral goals may be those actually adopted by the high performers, or may be set with reference to the behavioral characteristics of the high performers in successful companies in different industries or business types. Eight behavioral goals are set in advance for each intermediate goal, and the user can obtain eight behavioral goals to be carried out in order to achieve the intermediate goal by selecting an intermediate goal from the intermediate goal candidates listed above.

[0095] The behavioral goals are registered in advance in the growth support device 20 or the server 28, and when an intermediate goal is selected from among the candidates, the behavioral goals linked to each intermediate goal are presented and assigned to the user as the goals of the behavior to be performed by the user. Since the user can obtain the behavioral goals set from the behavioral analysis of the behavior of high performers, the user can obtain the know-how to achieve the intermediate goals he or she has set himself or herself while learning the specialized knowledge, techniques, know-how, basic abilities, and thought patterns of high performers.

[0096] The behavioral goal presentation unit 32 may present the behavioral goal in a display mode of a mandala chart 60 (see Figure 9) in which a second mandala 50 (see Figure 8) is arranged around an intermediate goal A (A:1 to 8) 51, with eight behavioral goals A-1 to A-8 (A:1 to 8) 52 to 59 arranged around the intermediate goal A (A:1 to 8) 51, and a first mandala 40 (see Figure 7) in which a goal 41 is placed at the center and eight intermediate goals 1 to 8 (42 to 49) are arranged around the goal 41.

[0097] An example of a behavior goal linked to an intermediate goal will be described with reference to Fig. 12 and Fig. 13. Fig. 12 and Fig. 13 are diagrams for explaining an example of a behavior goal linked to an intermediate goal according to this embodiment.

[0098] The intermediate goal candidate "Philosophy" belonging to the medium category "Culture" of the large category "Heart" for training subjects is linked to eight action goals, "Receive an explanation of the company philosophy," "Memorize the company philosophy," "Pass the company philosophy test," "Receive an explanation of the credo," "Memorize the credo," "Pass the credo test," "Receive an explanation of taboos," and "Memorize taboos," as shown in Figure 12. A user who selects "Philosophy" as an intermediate goal is given the above eight action goals linked to "Philosophy."

[0099] The intermediate goal candidate "Understanding the key points of greetings", which belongs to the medium category "Mind" of the large category "Heart" for training target persons, is linked to eight behavioral goals, "Say hello to customers when they enter the store", "Say hello to customers when they leave the store", "Greeting all staff", "Greeting vendors", "Greeting calmly and without rushing", "Greeting in a cheerful voice", "Stop what you are doing to greet", and "Greeting by making eye contact", as shown in Figure 13. A user who selects "Understanding the key points of greetings" as an intermediate goal is given the above eight behavioral goals linked to "Understanding the key points of greetings" as their behavioral goal.

[0100] The evaluation acquisition unit 33 acquires evaluations by a plurality of evaluators of the user who behaves based on the action goals A-1 to A-8 (A:1 to 8) 52 to 59 presented by the action goal presentation unit 32 as evaluation information. The multiple evaluators are the user's superiors, subordinates, colleagues, etc. who are involved in daily activities with the user, and this system practices 360-degree evaluation, which is a system for evaluating a single user from multiple perspectives and comprehensively. In addition, since the user is evaluated by multiple evaluators, it is expected that the evaluation will be objective.

[0101] The evaluation information may be information indicating which evaluator selected and voted for whoever was the MVP (most valuable player), praising the person who was the most active, worked the hardest, contributed the most to the organization, or achieved the best results on a certain day during the evaluation period by the evaluator who evaluates the user. The number of times a user is praised as an MVP during a certain period is the user's score.

[0102] The evaluator information may include a qualitative evaluation made by the evaluator with respect to the user. Qualitative evaluation refers to the subjective evaluation of an event that cannot be expressed numerically. The evaluator evaluates the user's knowledge acquisition, attitude, proactiveness, discipline, sense of responsibility, cooperativeness, process, policy, work speed, ingenuity, and consideration for customers or coworkers, as well as achievements that are difficult to quantify, such as communication skills and leadership skills, and quantifies or classifies them into a predetermined rank based on the evaluator's subjective evaluation to create evaluation information. The predetermined ranks are, for example, gold, silver, bronze, pine, bamboo, plum, colors and their shades, etc. The colors and their shades can be, for example, based on the virtues of Confucianism, such as virtue (= purple), benevolence (= blue), propriety (= red), faith (= yellow), righteousness (= white), and wisdom (= black), and each virtue can be divided into major and minor to create a total of twelve ranks.

[0103] The advantage of qualitative evaluation is that it does not judge only on the results of work or tasks, but also on the invisible aspects that are difficult to measure numerically, so from the user's point of view, it is easier to feel that the evaluation is fair, and it can increase the user's motivation for their work or tasks. Another advantage is that it is easier to evaluate new employees and foreign employees who have difficulty producing results in their work or tasks.

[0104] The disadvantage of qualitative evaluation is that it requires judgment based on aspects that are difficult to quantify, and the judgment is based on the evaluator's subjective opinion, so it tends to depend on the relationship between the user and the evaluator, or the evaluator's personality and ability, making it difficult to make an objective evaluation. The growth support device 20 in this embodiment uses evaluations by multiple evaluators for one user as evaluation information, thereby ensuring the objectivity and fairness of the evaluation in comparison with an evaluation by a single evaluator.

[0105] An example of an evaluation flow in the growth support device 20 according to this embodiment will be described with reference to Fig. 14. Fig. 14 is a flowchart for explaining an example of an evaluation flow in the growth support device 20 according to this embodiment.

[0106] The evaluation in the growth support device 20 described below is performed by three evaluators, a field supervisor, a manager, and a human resources person, and a 360-degree evaluation by multiple evaluators is practiced. The field supervisor refers to the user's supervisor who works at the workplace where the user performs work, and is in a position to give instructions and orders to the user and has the role of managing the user's work. The manager is in a position to supervise the members of the team or project to which the user belongs, and has the role of supporting and coaching the members' work. The human resources person refers to a person in charge of personnel management and work such as human resource development in an organization or company. The number of evaluators is not limited to three, and may be two or four or more.

[0107] The evaluation acquisition unit 33 of the growth support device 20 acquires, as evaluation information, the final evaluation of the user determined according to the evaluation flow shown in the flowchart of Fig. 14. That is, the evaluation is performed in two stages, an intermediate evaluation and a final evaluation.

[0108] S12: Goal setting steps In the goal setting step S12, an intermediate goal is selected by the user, and eight behavioral goals linked to the intermediate goal are given to the user to complete goal setting. The set intermediate goal and behavioral goals are stored and accumulated in the server 28. The behavioral goal presenting unit 32 displays the behavioral goals to be achieved by the user on the growth support device 20 and the evaluator terminal 24, and presents them to the user and the three evaluators who will evaluate the user. Thereafter, the growth support device 20 and the evaluator terminal 24 notify the user and the three evaluators that the intermediate evaluation period has begun.

[0109] S13: Intermediate self-assessment step In the interim self-assessment step S13, the user performs an interim self-assessment of the user's behavior based on the behavioral goal presented by the behavioral goal presenting unit 32. The interim self-assessment step S13 ends when the user inputs the interim self-assessment into the growth support device 20. The interim self-assessment of the user input into the growth support device 20 is stored and accumulated in the server 28.

[0110] S14: Interim evaluation step for on-site supervisors In step S14 of the on-site supervisor's interim evaluation, the on-site supervisor evaluates the user who behaves based on the behavioral goal presented by the behavioral goal presentation unit 32. The on-site supervisor may evaluate the user by obtaining from the server 28 and referring to the user's previous interim self-evaluation, or may evaluate the user without referring to the user's self-evaluation. Step S14 of the on-site supervisor's interim evaluation is completed when the on-site supervisor inputs the interim evaluation of the user into the evaluator terminal 24. The interim evaluation of the user by the on-site supervisor is stored and accumulated in the server 28.

[0111] After the on-site supervisor completes the interim evaluation step S14, the on-site supervisor may interview the user and provide feedback such as informing the user of the interim evaluation and exchanging opinions. The interview may be attended by the manager, a human resources officer, etc., in addition to the user and the on-site supervisor. When the interview is conducted, records such as minutes of the interview, interview record, interview file, and record book are prepared by the on-site supervisor and / or the user, and are stored and accumulated in the server 28. The manager and the human resources officer can view the interview records stored in the server 28 using the evaluator terminal 24. Records are also prepared for interviews conducted after the completion of the final evaluation described below, and are stored and accumulated in the server 28.

[0112] Next, the growth support device 20 and the evaluator terminal 24 notify the user and the three evaluators (the on-site supervisor, the manager, and the human resources officer) that the final evaluation period has begun. S15: Final evaluation step of self-assessment In the final evaluation step S15 of the self-assessment, the user performs a final self-assessment of the user acting on the basis of the behavioral goal presented by the behavioral goal presenting unit 32. The user may perform a final self-assessment by viewing or obtaining and referring to the previous interim evaluation by the on-site superior or a record document of an interview with the on-site superior on the server 28. The final evaluation step S15 of the self-assessment is completed when the user inputs the final evaluation of himself / herself into the growth support device 20. After the final evaluation step S15 of the self-assessment is completed, an interview may be conducted between the on-site superior and the user. The final evaluation of the user's self-assessment and the record documents of the subsequent interviews are stored and accumulated in the server 28.

[0113] S16: Manager's final evaluation step In manager's final evaluation step S16, the manager evaluates the user who behaves based on the behavioral goal presented by the behavioral goal presentation unit 32. The manager may make a final evaluation of the user by viewing or obtaining and referring to the previous interim evaluations by the user and the on-site superior, the final evaluation by the user himself, and the interview record documents on the server 28. The manager's final evaluation of the user is input into the evaluator terminal 24, whereby the manager's final evaluation step S16 is completed. The manager's final evaluation of the user is stored and accumulated in the server 28.

[0114] S17: Final evaluation step for personnel personnel In the human resources personnel's final evaluation determination step S17, the human resources personnel views or obtains and refers to the interim evaluation and final evaluation of the user, the on-site supervisor's interim evaluation, the manager's final evaluation, and the interview record document if an interview was conducted, all of which are stored in the server, to determine the final evaluation of the user. The human resources personnel's final evaluation determination step S17 ends when the human resources personnel inputs the finalized final evaluation of the user into the evaluator terminal 24. The final evaluation of the user determined by the human resources personnel is stored and accumulated in the server 28. The evaluation acquisition unit 33 of the growth support device 20 acquires the final evaluation determined in the human resources personnel's final evaluation determination step S17 from the server 28 as evaluation information. As described above, the evaluator's evaluation in the growth support device 20 according to this embodiment is performed while referring to the user's self-evaluation, so that the user's self-evaluation can be respected. In addition, by holding an interview between the evaluator and the user if necessary, the evaluator can communicate with the user and understand problems that the user has and help solve them.

[0115] The achievement level acquisition unit 34 acquires the degree of achievement of the user's behavior based on the action goals A-1 to A-8 (A:1 to 8) presented by the action goal presentation unit 32, as achievement level information.

[0116] The user himself / herself may input the degree of achievement of the user's behavioral goal into the growth support device 20, or an evaluator who evaluates the user may input the degree of achievement as achievement information into the growth support device 20. In this case, the achievement acquisition unit 34 acquires the achievement information from the growth support device 20 held by the evaluator. The degree of achievement of the user's behavioral goal is not influenced by the subjectivity of the evaluator, and the degree of achievement of the user's behavioral goal is acquired based on the user's behavior, so that the user can be objectively evaluated.

[0117] The achievement level acquiring section 34 may acquire the achievement level based on an MBO (Management By Objectives) evaluation as the achievement level information. The MBO evaluation is an evaluation method for evaluating a user based on a personal goal set by the user and the degree of achievement of the personal goal. For example, the user may be made to set a sales goal for a predetermined period, and the degree of achievement may be calculated by comparing the sales goal with the actual sales value of the user for the period to obtain achievement information. The achievement information may be input by the user into the growth support device 20, and the achievement information may be obtained by the achievement information obtaining unit 34, or the achievement information may be obtained by the evaluator of the user inputting the achievement information of the user into the evaluator terminal 24, and the achievement information may be obtained by the achievement information obtaining unit 34 of the growth support device 20 of the user.

[0118] The individual goals may be profit goals, ES (Employee Satisfaction) goals, and CS (Customer Satisfaction) goals in addition to sales goals. If the personal goal is a profit goal, the user may be asked to set his / her own profit goal for a specified period of time, and the degree of achievement of that goal may be calculated by comparing it with the user's actual profit measurement value for that period to obtain achievement level information.

[0119] If the personal goal is an ES goal, the user may be asked to set a target value for his / her own employee satisfaction for a specified period of time, and after the period has passed, the user may be asked to indicate his / her employee satisfaction level for that period. The degree of achievement may then be calculated in comparison with the target value for employee satisfaction, thereby obtaining achievement information.

[0120] If the personal goal is a CS goal, the user may be asked to set a target value for customer satisfaction of the user's customers for a specified period of time, and after the period has passed, the degree of achievement may be calculated by comparing it with the actual measured value of customer satisfaction for that customer for that period, thereby obtaining achievement information.

[0121] The actual measured value of customer satisfaction may be obtained by a customer inputting his / her customer satisfaction level into a terminal installed in the store (hereinafter, in-store terminal 27; see FIG. 2), or by a customer inputting answers to a questionnaire into in-store terminal 27 and analyzing the answers. The actual measured value of customer satisfaction may also be obtained by a customer inputting his / her customer satisfaction level into a web screen on the store's homepage, or by a customer inputting answers to a questionnaire into the web screen and analyzing the answers. The customer satisfaction level obtained from in-store terminal 27 and the web screen on the store's homepage is stored and accumulated as CS information in server 28.

[0122] Furthermore, evaluations of store clerks and stores, including users, and word-of-mouth information acquired on the in-store terminal 27 and the web screen of the store's homepage can be stored and accumulated in the server 28. The evaluations of store clerks and stores, including users, and word-of-mouth information accumulated in the server 28 can be viewed or obtained using the growth support device 20 and the evaluator terminal 24, so that these customer evaluations and word-of-mouth information can be fed back to the user, and the evaluator can refer to these customer evaluations and word-of-mouth information when evaluating the user.

[0123] The score calculation unit 37 calculates points related to the user's job satisfaction as a job satisfaction score based on the evaluation information and the achievement level information. By looking at their job satisfaction scores, users can objectively recognize the "job satisfaction" of their work. In addition, the user can realize that in order to further improve the "job satisfaction" of their work, they should practice the action goals A-1 to A-8 (A:1 to 8) presented based on the Mandala Chart 60, and thus improve their motivation for work.

[0124] The growth support device 20 may further include an ES information acquisition unit 35. The ES information acquisition unit 35 acquires the user satisfaction level of the user as ES information. The user may input the user satisfaction level with respect to his / her job, work, or role in an organization as the user satisfaction level into the growth support device 20 using the software keyboard 23. The ES information acquisition unit 35 acquires the user satisfaction level input by the user as ES information.

[0125] In this case, the score calculation unit 37 calculates the user's job satisfaction score based on the ES information, the evaluation information, and the achievement level information. The user's job satisfaction score is calculated taking into account the ES information, so the user can recognize the job satisfaction score as a more familiar score because it reflects the user's satisfaction with his or her job, work, or role in the organization.

[0126] The growth support device 20 may further include a CS information acquisition unit . The CS information acquisition unit 36 ​​acquires the customer satisfaction of the user's customers as CS information. The CS information may be acquired as CS information by the user or the user's evaluator conducting a survey of the customers, and input to the growth support device 20 or the evaluator terminal 24. The CS information input to the growth support device 20 or the evaluator terminal 24 is stored and accumulated in the server 28. The CS information acquisition unit 36 ​​acquires the customer satisfaction of the user input by the user or the evaluator as CS information, and further acquires the CS information accumulated in the server 28.

[0127] In this case, the score calculation unit 37 calculates the user's job satisfaction score based on the CS information, ES information, evaluation information, and achievement level information. The user's job satisfaction score is calculated taking into account the CS information, so that the job satisfaction score reflects the customer satisfaction of the user's customers. By recognizing the user's own job satisfaction score, the user is encouraged to act from the customer's perspective.

[0128] The growth support device 20 may further include a score display control unit . The score display control unit 38 extends the length of the gauge unit 39 in proportion to the value of the user's work satisfaction score calculated by the score calculation unit 37, thereby displaying a graph relating to that value (see FIG. 16). By extending the length of the gauge section 39 in proportion to the value of the user's worthiness score, the worthiness score can be intuitively recognized. Although the gauge section 39 has an arc shape, this is not limiting, and the gauge section 39 may have a rod shape, for example.

[0129] Next, an example of a display screen of the display unit 22 of the growth support device 20 will be described with reference to Fig. 15 and Fig. 16. Fig. 15 and Fig. 16 are diagrams for explaining an example of a display screen of the display unit 22 of the growth support device 20 according to this embodiment.

[0130] First, the display screen when inputting the Mandara chart 60 of the growth support device 20 will be described with reference to Fig. 16. The growth support device 20 displays the Mandara chart 60 on the display unit 22. As described above, the user completes the Mandara chart 60 by selecting and inputting intermediate goals from among candidates that can become intermediate goals prepared in advance into blank squares of the Mandara chart 60 using the software keyboard 23.

[0131] As shown in FIG. 15, the growth support device 20 displays, on the display unit 22, in addition to the Mandala chart 60, a save button 22a, a home button 22b, a Mandala display button 22c, an evaluation display button 22d, a talk display button 22e, a career log display button 22f, a progress display bar 22g, and a progress display section 22h.

[0132] The save button 22a is a button that is touched when storing the created Mandara chart 60, and the created Mandara chart 60 is stored in the memory unit 20d of the growth support device 20 or in an auxiliary storage device (not shown) accessed via the network 21. Even if the Mandara chart 60 is incomplete, it can be stored in the memory unit 20d or in an auxiliary storage device (not shown) accessed via the network 21 by touching the save button 22a.

[0133] The home button 22b is a button that is touched when displaying a home screen on the display unit 22 of the growth support device 20. The home screen is the most basic display screen among a plurality of display screens provided, or the display screen that is displayed first when the user logs in to the growth support device 20.

[0134] The Mandala display button 22c is a button that is touched when displaying a Mandala chart 60 on the display unit 22. The evaluation display button 22d is a button that is touched when displaying evaluation information on the display unit 22. The talk display button 22e is a button that is touched when displaying a talk application screen on the display unit 22. The career log display button 22f is a button that is touched when displaying career log data such as the user's work history on the display unit 22. The user's career log data is recorded for the period during which the growth support device 20 was used, and even if the user has changed jobs, the career log data before the job can be referred to.

[0135] The progress display bar 22g uses the length of a bar graph to display the progress of a task (processing, work, job, etc.) displayed on the display unit 22. The progress display bar 22g shown in FIG. 15 represents the progress of the work of creating the Mandala chart 60, and indicates that it is 8 / 8, i.e., completed. The progress display section 22h displays the progress of the task displayed on the display unit 22 as a percentage. The progress display section 22h shown in FIG. 15 indicates 100%.

[0136] 16, a display screen for displaying an evaluation of a user on the display unit 22 of the growth support device 20 will be described. A user profile display section 22i is provided at the top of the display screen displayed on the display unit 22, and a profile of the user is displayed together with a facial photograph.

[0137] A dashboard 22j is further displayed on the display unit 22. A worthwhile work score display section 22k, a profit display section 22l, an ES display section 22m, and a CS display section 22n are displayed on the dashboard 22j.

[0138] The worthwhile work score display unit 22k displays the worthwhile work score of the user calculated by the score calculation unit 37 using a numerical value and a gauge unit 39. The profit display unit 22l displays the profit generated by the user during the target period using a numerical value and a gauge unit 39. The ES display section 22m displays the ES information acquired by the ES information acquisition section 35. The CS display unit 22n displays the CS information acquired by the CS information acquisition unit .

[0139] Next, a growth support program according to an embodiment of the present invention will be described together with a growth support method with reference to Fig. 17. Fig. 17 is a flowchart of the growth support program according to this embodiment. The growth support method is executed by the CPU 20e of the growth support device 20 based on the growth support program.

[0140] The growth support program causes the CPU 20e of the growth support device 20 to realize various functions such as a goal acquisition function, an intermediate goal acquisition function, a behavioral goal presentation function, an evaluation acquisition function, an achievement level acquisition function, an ES information acquisition function, a CS information acquisition function, a score calculation function, and a score display control function. These functions are executed in the order shown in Fig. 17, but the order can be changed as appropriate. Note that each function overlaps with the description of the various functional parts of the growth support device 20 described above, and therefore detailed description thereof will be omitted.

[0141] The goal acquisition function acquires a goal that the user has set to achieve (S30: goal acquisition step). The intermediate goal acquisition function is an intermediate goal to be selected in order to achieve a goal, and candidates that can be selected as the user's intermediate goal are set in advance, and the user selects an intermediate goal from the candidates in order to achieve the goal, and acquires the intermediate goal selected by the user (S31: intermediate goal acquisition step).

[0142] The behavioral goal presentation function sets in advance the behavioral goals to be achieved in order to achieve the intermediate goal acquired in the intermediate goal acquisition step, and presents the behavioral goals to be achieved in order to achieve the intermediate goal selected by the user to the user and multiple evaluators who evaluate the user (S32: behavioral goal presentation step).

[0143] The evaluation acquisition function acquires, as evaluation information, evaluations by a plurality of evaluators for a user who behaves based on the behavioral goals A-1 to A-8 (A:1 to 8) presented by the behavioral goal presentation function (S33; evaluation acquisition step).

[0144] The achievement level acquisition function acquires the degree of achievement of the user's behavior based on the behavior goals A-1 to A-8 (A: 1 to 8) presented in the behavior goal presentation function as achievement level information (S34: achievement level acquisition step).

[0145] The ES information acquisition function acquires the user satisfaction level of the user as ES information (S35: ES information acquisition step).

[0146] The CS information acquisition function acquires the customer satisfaction level of the user's customers as CS information (S36: CS information acquisition step).

[0147] The score calculation function calculates points related to the user's job satisfaction as a job satisfaction score based on the evaluation information and the achievement level information (S37: score calculation step).

[0148] The score display control function displays a graph relating to the value of the user's job satisfaction score calculated by the score calculation function by extending the length of the gauge portion in proportion to the value (S38: score display control step).

[0149] According to the growth support device 20, the growth support method, and the growth support program of the above-mentioned embodiments, the points related to the user's job satisfaction are calculated as a job satisfaction score and presented to the user, so that the user can understand the job satisfaction score for his or her own job as a numerical value and can be motivated to further improve the job satisfaction score.

[0150] Furthermore, according to the growth support device 20, the growth support method, and the growth support program of the above-described embodiment, a job satisfaction score is calculated based on evaluation information obtained by qualitatively evaluating a user who acts based on a behavioral goal by multiple evaluators, and achievement level information obtained by quantitatively evaluating the user based on the achievement level of the behavioral goal. The job satisfaction score is a user's score obtained based on qualitative evaluation and quantitative evaluation, so that the user's abilities and achievements can be evaluated from different perspectives based on the job satisfaction score.

[0151] Qualitative evaluation evaluates users based on achievements that are difficult to quantify, such as the knowledge they acquire in their work, their attitude, their proactiveness, their discipline, their sense of responsibility, their cooperativeness, their processes, their policies, their work speed, their ingenuity, and their consideration for customers or coworkers, as well as their communication skills and leadership skills, thereby increasing the users' motivation and desire to grow.

[0152] Furthermore, since qualitative evaluation is performed based on the subjective judgment of the evaluator, there is a risk of bias and lack of fairness due to the influence of the characteristics of the evaluator, such as their abilities and personality, but according to the growth support device 20, growth support method, and growth support program according to the above-mentioned embodiment, a 360-degree evaluation is performed in which multiple evaluators evaluate one user, so that it is possible to prevent bias in the evaluation and suppress lack of fairness. Quantitative evaluation can clarify the results by quantifying and evaluating the user's performance.

[0153] In this way, the user evaluation based on the job satisfaction score has a good balance between qualitative and quantitative evaluation, and can fairly evaluate the user's abilities and actions without being biased toward evaluation based only on results. Therefore, the user evaluation based on the job satisfaction score increases the company spirit and loyalty of users belonging to organizations and companies, leading to improved employee loyalty4 (see Figure 1), and thus contributing to the promotion of a virtuous cycle in the service profit chain.

[0154] Furthermore, according to the growth support device 20, the growth support method, and the growth support program of the above-mentioned embodiments, the calculation of the job satisfaction score takes into account ES information indicating the user's employee satisfaction in addition to the evaluation information and achievement level information, so that the user's evaluation based on the job satisfaction score leads to the user's desire to further increase the user's employee satisfaction, thereby increasing the user's motivation.

[0155] Furthermore, according to the growth support device 20, the growth support method, and the growth support program of the above-mentioned embodiments, the calculation of the job satisfaction score takes into account CS information indicating customer satisfaction in addition to the evaluation information, achievement information, and the user's employee satisfaction, so that the user's evaluation based on the job satisfaction score motivates the user to increase customer satisfaction, thereby contributing to promoting a virtuous cycle in the service profit chain.

[0156] The present invention is not limited to the growth support device 20, the growth support method, and the growth support program according to the above-described embodiments, and can be implemented by various other modified examples or application examples without departing from the gist of the present invention described in the claims. [Explanation of symbols]

[0157] 1 Start of loop 2. Quality of in-house services 3. Employee Satisfaction 4. Employee loyalty 5. Employee Productivity 6 Value of our service 7 Customer Satisfaction 8. Customer Loyalty 9. Sales Increase 10 Improve profits 11 End of Loop 19 Virtual Private Space 19a First public subnet 19b Second public subnet 19c First Private Subnet 19d Second private subnet 19e Bastion Server 19f Batch server 19g First API Server 19h Second API server 19i Primary DB instance 19j Standby DB Instance 19k ALB20 growth support device 20a Communication Interface 20b ROM (Read Only Memory) 20c RAM (Random Access Memory) 20d storage section 20e CPU(Central Processing Unit) 20f Input / Output Interface 20g Input Device 20g output device 21 Network 22 Display section 22a Save button 22b Home button 22c Mandala display button 22d Rating display button 22e Talk display button 22f Career log display button 22g Progress Bar 22h Progress Status Display 22i User profile display section 22j Dashboard 22k Work satisfaction score display 22l Profit display section 22m ES display section 22n CS display section 23 Software Keyboard 24 Evaluator terminal 25 Terminals for business personnel 26 Engineer's Terminal 27 In-store terminals 28 Server 29 Virtual Public Sphere 29a Firewall 29b Event Bridge 29c DNS Web Services 29d Cloud Watch 29e Security Manager 29f s3-protected 29g ECR 29h SES 29i Cloud Formation 30 Target acquisition part 31 Intermediate Goal Acquisition Division 32 Action goal presentation section 33 Evaluation Department 34 Achievement Level Acquisition Department 35 ES information acquisition department 36 CS information acquisition department 37 Score Calculation Section 38 Score display control unit 39 Gauge section 40 First Mandala 41 Goal 42 Intermediate goal 1 43 Intermediate goal 2 44 Intermediate goal 3 45 Intermediate goal 4 46 Intermediate Goal 5 47 Intermediate Goal 6 48 Intermediate Goal 7 49 Intermediate Goal 8 50 Second Mandala 51 Intermediate Goal A 52 Action goal A-1 53 Action goal A-2 54 Action goal A-3 55 Action goal A-4 56 Action goal A-5 57 Action goal A-6 58 Action goal A-7 59 Action goal A-8 60 Mandala Chart S12 Goal Setting Steps S13 Intermediate self-assessment step S14 Interim evaluation step by on-site supervisor S15 Final step in self-assessment S16 Manager's Final Evaluation Step S17 Final evaluation confirmation step for HR personnel S31 Steps to Acquire Behavioral Goals S32 Action goal presentation step S33 Evaluation acquisition steps S34 Steps to Acquire Achievement S35 ES information acquisition step S36 CS information acquisition step S37 Score calculation step S38 Score display control step

Claims

1. A growth support device that supports the growth of a user, a goal acquisition unit that acquires a goal that the user has set to achieve; an intermediate goal acquisition unit that acquires the intermediate goal selected by the user, the intermediate goal being selected to achieve the goal, and in which candidates that can be selected as the intermediate goal of the user are set in advance, and the user selects an intermediate goal for achieving the goal from among the candidates; a behavioral goal presentation unit that presents the behavioral goals to be performed in order to achieve the intermediate goal acquired by the intermediate goal acquisition unit to the user and a plurality of evaluators who evaluate the user, the behavioral goals being set in advance and to be performed in order to achieve the intermediate goal selected by the user; an evaluation acquisition unit that acquires, as evaluation information, evaluations by the plurality of evaluators regarding the user who behaves based on the behavioral goal presented by the behavioral goal presentation unit; an achievement level acquisition unit that acquires, as achievement level information, an achievement level of the user's behavior based on the behavior goal presented by the behavior goal presentation unit; A score calculation unit that calculates a score related to the user's job satisfaction as a job satisfaction score based on the evaluation information and the achievement level information; A growth support device comprising:

2. The growth support device of claim 1, characterized in that the user's goal, intermediate goal, and behavioral goal are represented by one Mandala chart, one goal acquired by the goal acquisition unit is set for the one Mandala chart, eight intermediate goals acquired by the intermediate goal acquisition unit are set for the one goal, and eight predetermined behavioral goals to be carried out in order to achieve each of the eight intermediate goals are set.

3. The growth support device described in claim 2, characterized in that the behavioral goal presentation unit presents the behavioral goal in a display format of a mandala chart in which a second mandala is arranged around a first mandala in which the intermediate goal is placed at the center and the eight intermediate goals are placed around the goal, and a second mandala is arranged around the intermediate goal, in which the eight behavioral goals are placed around the intermediate goal.

4. The method further includes: acquiring employee satisfaction of the user as ES information; The growth support device according to claim 1, characterized in that the score calculation unit calculates the work satisfaction score of the user based on the ES information, the evaluation information, and the achievement level information.

5. A CS information acquisition unit that acquires customer satisfaction of the user's customers as CS information, The growth support device according to claim 4, characterized in that the score calculation unit calculates the work satisfaction score of the user based on the CS information, the ES information, the evaluation information, and the achievement level information.

6. 2. The growth support device according to claim 1, wherein the goal is promotion of the user to a next job rank.

7. The growth support device according to claim 1, characterized in that the candidates for intermediate goals are set based on intermediate goals set by analyzing the behavioral characteristics of the behavior of high performers who have achieved the goals related to the intermediate goals with excellent results.

8. 2. The growth support device according to claim 1, wherein the behavioral goal is set by analyzing the behavioral characteristics of the behavior of a high performer who has achieved an intermediate goal or goal related to the behavioral goal with excellent results.

9. The growth support device as described in claim 1, further comprising a score display control unit that displays a graph relating to the value of the user's work satisfaction score calculated by the score calculation unit by extending the length of a gauge section in proportion to the value.

10. A growth support method for supporting a user's growth, comprising: On the computer, A goal acquisition step of acquiring a goal set by the user to be achieved by the user; an intermediate goal acquisition step in which intermediate goals to be selected for achieving the goal, candidates that can be selected as the intermediate goal of the user are set in advance, and the user selects an intermediate goal for achieving the goal from among the candidates, and the intermediate goal selected by the user is acquired; a behavioral goal presentation step in which a behavioral goal to be performed in order to achieve the intermediate goal acquired in the intermediate goal acquisition step is set in advance, and the behavioral goal to be performed in order to achieve the intermediate goal selected by the user is presented to the user and a plurality of evaluators who evaluate the user; an evaluation acquisition step of acquiring, as evaluation information, evaluations by the plurality of evaluators regarding the user who behaves based on the behavioral goal presented in the behavioral goal presentation step; an achievement level acquisition step of acquiring, as achievement level information, an achievement level of the user's behavior based on the behavioral goal presented in the behavioral goal presentation step; A score calculation step of calculating a score related to the user's job satisfaction as a job satisfaction score based on the evaluation information and the achievement level information; A growth support method comprising:

11. A growth support program for supporting the growth of a user, On the computer, A goal acquisition function for acquiring a goal set by the user to achieve; an intermediate goal acquisition function that acquires the intermediate goal selected by the user, the intermediate goal being selected to achieve the goal, and in which candidates that can be selected as the intermediate goal of the user are set in advance, and the user selects an intermediate goal for achieving the goal from among the candidates; a behavioral goal presentation function that presets behavioral goals to be performed in order to achieve the intermediate goal acquired by the intermediate goal acquisition function, and presents the behavioral goals to be performed in order to achieve the intermediate goal selected by the user to the user and a plurality of evaluators who evaluate the user; an evaluation acquisition function that acquires, as evaluation information, evaluations by the plurality of evaluators regarding the user who behaves based on the behavioral goal presented by the behavioral goal presentation function; an achievement level acquisition function that acquires, as achievement level information, an achievement level of the user's behavior based on the behavioral goal presented by the behavioral goal presentation function, with respect to the behavioral goal; A score calculation function that calculates a score related to the user's job satisfaction as a job satisfaction score based on the evaluation information and the achievement level information; A growth support program that allows participants to demonstrate their abilities.

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