Human resource matching device, human resource matching method, and human resource matching program

Abstract

To provide a human resource matching device, a human resource matching method, and a human resource matching program with which it is possible to perform matching of a plurality of employees and a plurality of employers taking into account a skill match degree between desires and skills of employees and the required skills of employers, and possible to evaluate risks of dissatisfaction of matching results by the matching.SOLUTION: A human resource matching device acquires, from terminals, a skill list, a required skill list, a desire list, and dissatisfaction risk factor information. The human resource matching device calculates an order of desires of workers with respect to a plurality of places to work and an order of skill match degrees with respect to the plurality of places to work, on the basis of the skill list, the required skill list, and the desire list. From these calculated orders, and by using a plurality of matching algorithms, a matching result, a weighted risk of leaving to work and a weighted risk of failure to receive orders for each matching result, and a harmonic average of these are calculated for each matching algorithm.SELECTED DRAWING: Figure 6

Description

[Technical field]

[0001] The present invention relates to a talent matching device, a talent matching method, and a talent matching program. [Background technology]

[0002] In the personnel dispatching business, workers are matched with places of employment (dispatch destinations). After being assigned to a place of employment, there are cases where the worker leaves the job earlier than expected or loses his / her job earlier than expected. In order to avoid such mismatches of personnel, personnel matching devices have been developed. Patent Document 1 discloses a personnel matching device (hereinafter referred to as the "conventional device") that matches job seekers with recruiters and includes a personality diagnosis means for determining the personality diagnosis results of the job seeker and the recruiter's organizational members based on information on the personality diagnosis, an inference means for inferring job seekers who can work for a predetermined number of years or more in the recruiter's organization from the personality diagnosis results of the job seeker and the recruiter's organizational members, and an extraction means for extracting job seekers and recruiters who can work for a predetermined number of years or more in the recruiter's organization. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] JP 2023-54726 A Summary of the Invention [Problem to be solved by the invention]

[0004] When applying the conventional device to the personnel dispatching business, there are the following problems. That is, a workplace has many attributes such as the type of work and the place of work. Since the conditions for each attribute and the priority of attributes change depending on the situation of the worker and the workplace, the personality diagnosis result (personality traits) alone cannot accurately quantify the worker's preference for the workplace. For this reason, the conventional device cannot perform matching that takes into account the worker's accurate preference for the workplace, so there is a possibility that the worker's dissatisfaction with the matching result will lead to a high dissatisfaction risk, that is, the worker will leave the dispatching business. In addition, the conventional device cannot perform matching that takes into account the worker's skills and the required skills of the workplace, so there is a possibility that the dissatisfaction risk of the dispatching business losing the contract to provide the worker to the workplace due to the workplace's dissatisfaction with the matching result will be high. Furthermore, the conventional device does not know the dissatisfaction risk of at least one of the worker and the workplace for the matching result, so there is a possibility that a matching result with a high dissatisfaction risk will be adopted.

[0005] The present invention has been made to solve the above problems. That is, one of the objects of the present invention is to provide a human resources matching device, a human resources matching method, and a human resources matching program that can match a plurality of workers with a plurality of employment opportunities, taking into consideration the degree of desire of the workers and the skill match between the skills of the workers and the skills required by the employment opportunities, and can evaluate the risk of dissatisfaction with the matching results from the matching. [Means for solving the problem]

[0006] In order to solve the above problem, the human resources matching device of the present invention is a human resources matching device that includes an information processing device that matches a plurality of workers provided by a dispatching business operator with a plurality of the employment destinations, and the information processing device is configured to obtain aspiration-related information regarding the aspiration levels of the plurality of the workers for the plurality of the employment destinations, skill match-related information regarding the degree of match between the skills of the plurality of the workers and the required skills of the plurality of the employment destinations, as well as information on dissatisfaction risk factors of the plurality of the workers, and information on dissatisfaction risk factors of the plurality of the employment destinations, and calculates a matching result that is the result of matching the plurality of the workers with the plurality of the employment destinations for each matching algorithm using at least one matching algorithm based on the aspiration-related information and the skill match-related information, and calculates a dissatisfaction index that indicates at least one of the dissatisfaction risks of the plurality of the workers and the dissatisfaction risks of the plurality of the employment destinations for the matching result, based on at least one of a set of the aspiration-related information and information on the dissatisfaction risk factors of the workers, and a set of the skill match-related information and information on the dissatisfaction risk factors of the employment destinations.

[0007] The human resources matching method of the present invention is a human resources matching method using an information processing device that matches a plurality of workers provided by a dispatching business with a plurality of employment destinations, and the information processing device acquires aspiration-related information regarding the aspirations of the plurality of workers for the plurality of employment destinations, skill match-related information regarding the degree of match between the skills of the plurality of workers and the required skills of the plurality of employment destinations, as well as information on dissatisfaction risk factors of the plurality of workers, and information on dissatisfaction risk factors of the plurality of employment destinations, and calculates a matching result that is the result of matching the plurality of workers with the plurality of employment destinations for each matching algorithm using at least one matching algorithm based on the aspiration-related information and the skill match-related information, and calculates a dissatisfaction index that indicates at least one of the dissatisfaction risks of the plurality of workers and the dissatisfaction risks of the plurality of employment destinations for the matching result based on at least one of a set of the aspiration-related information and information on the dissatisfaction risk factors of the workers, and a set of the skill match-related information and information on the dissatisfaction risk factors of the employment destinations.

[0008] The human resources matching program of the present invention is a human resources matching program that causes a computer to match a plurality of workers provided by a dispatching agency with a plurality of employment destinations, and causes the computer to acquire aspiration-related information regarding the aspirations of the plurality of workers for the plurality of employment destinations, skill-match-related information regarding the degree of match between the skills of the plurality of workers and the required skills of the plurality of employment destinations, as well as information on dissatisfaction risk factors of the plurality of workers, and information on dissatisfaction risk factors of the plurality of employment destinations, and calculates a matching result that is the result of matching the plurality of workers with the plurality of employment destinations for each matching algorithm using at least one matching algorithm based on the aspiration-related information and the skill-match-related information, and executes a process of calculating a dissatisfaction index that indicates at least one of the dissatisfaction risks of the plurality of workers and the dissatisfaction risks of the plurality of employment destinations for the matching result, based on at least one of a set of the aspiration-related information and information on the dissatisfaction risk factors of the workers, and a set of the skill-match-related information and information on the dissatisfaction risk factors of the employment destinations. Effect of the Invention

[0009] According to the present invention, it is possible to match a plurality of workers with a plurality of employment opportunities, taking into consideration the degree of desire of the workers and the degree of skill match between the skills of the workers and the skills required by the employment opportunities, and to evaluate the risk of dissatisfaction with the matching results due to the matching. Note that the effects described here are not necessarily limited, and may be any of the effects described in the present disclosure. [Brief description of the drawings]

[0010] [Figure 1] FIG. 1 is a system configuration diagram of a system including a personnel matching device according to an embodiment of the present invention. [Diagram 2] FIG. 2 is a schematic diagram showing an example of the configuration of a terminal. [Diagram 3] FIG. 3 is a diagram illustrating an example of a list of skills stored in the storage device. [Figure 4] FIG. 4 is a diagram for explaining an example of a list of aspirations stored in a storage device. [Diagram 5] FIG. 5 is a diagram for explaining an example of a list of required skills stored in the storage device. [Figure 6] FIG. 6 is a schematic diagram showing an example of the configuration of a personnel matching device. [Figure 7] FIG. 7 is a diagram for explaining a skill match list stored in a storage device. [Figure 8] FIG. 8 is a diagram for explaining a skill match rank table stored in the storage device. [Figure 9] FIG. 9 is a diagram for explaining the application rank table stored in the storage device. [Figure 10] FIG. 10 is a diagram for explaining an example of the matching result stored in the storage device. [Figure 11A] FIG. 11A is a diagram showing a parameterized matching result according to the first matching algorithm. [Figure 11B] FIG. 11B is a diagram showing a parameterized matching result according to the second matching algorithm. [Figure 11C] FIG. 11C is a diagram showing a parameterized matching result according to the third matching algorithm. [Figure 12] FIG. 12 is a diagram showing an example of a matching information input screen displayed on the display of the terminal. [Figure 13] FIG. 13 is a diagram showing an example of a matching result comparison screen. [Figure 14] FIG. 14 is a flowchart for explaining the process of creating a skill match rank table. [Figure 15] FIG. 15 is a flowchart for explaining the process of creating a preference rank table. [Figure 16] FIG. 16 is a flowchart for explaining the preference rank calculation process. [Figure 17] FIG. 17 is a diagram for explaining the preference rank calculation process. [Figure 18]FIG. 18 is a flowchart for explaining the matching process. DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS

[0011] Hereinafter, an embodiment of the present invention will be described with reference to the drawings. In addition, in all the drawings of the embodiment, the same or corresponding parts may be denoted by the same reference numerals.

[0012] The embodiments are examples for explaining the present invention, and some omissions and simplifications have been made for the sake of clarity of explanation. The present invention can be implemented in various other forms. Unless otherwise specified, each component may be singular or plural.

[0013] In order to facilitate understanding of the invention, the position, size, shape, range, etc. of each component shown in the drawings may not represent the actual position, size, shape, range, etc. Therefore, the present invention is not necessarily limited to the position, size, shape, range, etc. disclosed in the drawings.

[0014] As examples of various types of information, expressions such as "table," "list," and "record" may be used, but the various types of information may be expressed in other data structures. For example, various types of information such as "XX table" may be expressed as "XX information." When describing identification information, expressions such as "identification ID," "name," and "title" are used, but these are mutually interchangeable. Furthermore, the expressions for identification information used may be replaced with expressions for other identification information.

[0015] When there are multiple components having the same or similar functions, they may be described by using the same reference numerals with different subscripts, or when there is no need to distinguish between these multiple components, the subscripts may be omitted.

[0016] In the embodiment, a process performed by executing a program may be described. Here, a computer executes the program using a processor (e.g., CPU, GPU), and performs the process defined by the program while using a storage resource (e.g., memory) and an interface device (e.g., communication port), etc. Therefore, the subject of the process performed by executing the program may be the processor. Similarly, the subject of the process performed by executing the program may be a controller, device, system, computer, or node having a processor. The subject of the process performed by executing the program may be a calculation unit, and may include a dedicated circuit that performs a specific process. Here, the dedicated circuit is, for example, an FPGA (Field Programmable Gate Array), an ASIC (Application Specific Integrated Circuit), or a CPLD (Complex Programmable Logic Device), etc.

[0017] The program may be installed in the computer from a program source. The program source may be, for example, a program distribution server or a computer-readable storage medium. When the program source is a program distribution server, the program distribution server may include a processor and a storage resource for storing the program to be distributed, and the processor of the program distribution server may distribute the program to be distributed to other computers. In addition, in an embodiment, two or more programs may be realized as one program, or one program may be realized as two or more programs.

[0018] <<Embodiment>> A talent matching device according to an embodiment of the present invention will be described. FIG. 1 is a system configuration diagram of a system including a talent matching device 200 according to an embodiment of the present invention. As shown in FIG. 1, the system includes a terminal 100 and the talent matching device 200. The terminal 100 and the talent matching device 200 are connected to each other via a network NW1 so as to be able to transmit and receive information to and from each other. Note that a fifth generation mobile communication system (5G (5th Generation)) may be used for transmitting and receiving (communicating) information between the terminal 100 and the talent matching device 200.

[0019] 2 is a schematic diagram showing a configuration example of the terminal 100. The terminal 100 is used by a user (e.g., an employee of a temp agency). As shown in FIG. 2, the terminal 100 includes a non-volatile storage device 110 capable of reading and writing data, a memory 120 (e.g., RAM), a CPU 130, an input / output interface 140, a network interface 150, and a display 160.

[0020] The storage device 110 holds (stores, holds) a program 111 and a database 112 .

[0021] The CPU 130 loads the program 111 stored in the storage device 110 into the memory 120. The CPU 130 executes the program 111 loaded into the memory 120 to realize various functions of the terminal 100.

[0022] The database 112 includes a skill list 112a, aspiration list 112b, required skill list 112c, and dissatisfaction risk factor information 112d. Details of these pieces of information will be described later. The aspiration list 112b is information for evaluating the worker's aspirations for the workplace, and may also be referred to as "aspiration-related information." The aspiration list 112b is also referred to as "aspiration level information." The skill list 112a and required skill list 112c are information for evaluating the degree of match between the worker's skills and the required skills of the workplace, and may also be referred to as "skill match-related information."

[0023] In the memory 120, the program 111 to be executed by the CPU 130 is loaded as described above, and data used when the CPU 130 executes the program 111 is temporarily stored.

[0024] The input / output interface 140 is an interface for connecting operation devices such as a keyboard and a mouse, a display 160, etc. The network interface 150 is an interface for connecting the terminal 100 to the network NW1. The display 160 does not necessarily have to be included in the terminal 100. For convenience, the display 160 may also be referred to as a "display device."

[0025] FIG. 3 is a diagram for explaining an example of skill list 112a stored in storage device 110. As shown in FIG. 3, skill list 112a includes worker 301 and possessed skills 302 as columns for storing information (values). In skill list 112a, information corresponding to each column related to worker skills is associated with each other and stored as row-based information (records). Specifically, worker 301 stores the name of a worker to be matched. Possessed skills 302 stores the skills possessed by the corresponding worker.

[0026] FIG. 4 is a diagram for explaining an example of the aspiration list 112b stored in the storage device 110. As shown in FIG. 4, the aspiration list 112b includes worker 401, workplace 402, and aspiration level 403 as columns for storing information (values). In the aspiration list 112b, information corresponding to each column related to the worker's aspiration for a workplace is associated with each other and stored as row-based information (records). Specifically, the worker 401 stores the name of the worker to be matched. The workplace 402 stores the name of the workplace to be matched. The aspiration level 403 stores information (numeric value) indicating the aspiration level for the workplace.

[0027] FIG. 5 is a diagram for explaining an example of the required skill list 112c stored in the storage device 110. As shown in FIG. 5, the required skill list 112c includes workplace 501 and required skills 502 as columns for storing information (values). In the required skill list 112c, information corresponding to each column regarding skills required of workers by a workplace is associated with each other and stored as row-by-row information (records). Specifically, the name of the workplace to be matched is stored in the workplace 501. The type of skill required by the corresponding workplace is stored in the required skill 502.

[0028] Although not shown in the figure, the dissatisfaction risk factor information 112d includes information on dissatisfaction risk factors of multiple workers and information on dissatisfaction risk factors of multiple workplaces. More specifically, the dissatisfaction risk factor information 112d includes the accumulated dissatisfaction level of each worker with the dispatching business (sometimes referred to as the "dispatch company" or "dispatch agency") (the accumulated dissatisfaction level of the worker), the applicability level of each worker, the accumulated dissatisfaction level of each workplace with the dispatching business (the accumulated dissatisfaction level of the workplace), and the applicability level of the workplace. The accumulated dissatisfaction level of each worker is an index showing the satisfaction level of the worker with the dispatching business in the matching so far, and can be created, for example, by a Likert scale questionnaire. The applicability level of a worker is an index showing the degree to which the dispatching business does not want the worker to leave the dispatching business, and is, for example, any number from 1 to 5, and the applicability level is expressed on a five-level scale from 1 to 5, and the higher the number, the higher the degree to which the dispatching business does not want the worker to leave the dispatching business. The accumulated dissatisfaction of the workplace is an index of whether the workplace is satisfied with the temporary staffing business (dispatch agency) in the matching process so far, and can be calculated, for example, by a Likert scale questionnaire. The applicability of the workplace is an index showing the degree to which the temporary staffing business wishes not to lose the contract with the workplace that provides the worker to the workplace, and is, for example, a number from 1 to 5, and the applicability is expressed on a 5-point scale from 1 to 5, with the higher the number, the higher the degree to which the temporary staffing business wishes not to lose the contract with the workplace.

[0029] Fig. 6 is a schematic diagram showing a configuration example of the talent matching device 200. As shown in Fig. 6, the talent matching device 200 includes a non-volatile storage device 210 capable of reading and writing data, a memory 220 (e.g., RAM), a CPU 230, an input / output interface 240, and a network interface 250. For convenience, the device including the CPU 230, the storage device 210, the memory 220, the input / output interface 240, the network interface 250, and the bus 260 is also referred to as an "information processing device." The information processing device may be a plurality of information processing devices or a virtual information processing device constructed on a cloud.

[0030] The storage device 210 holds (stores, holds) a program 211 and a database 212. The CPU 230 loads the program 211 stored in the storage device 210 into the memory 220. The CPU 230 executes the program 211 loaded into the memory 220 to realize various functions of the talent matching device 200.

[0031] The database 212 includes a skill match list 212a, a skill match rank table 212b, a preference rank table 212c, matching results 212d, and parameterized matching results 212e.

[0032] The skill match list 212a and the skill match rank table 212b may also be referred to as "skill match related information". The aspiration rank table 212c may also be referred to as "aspiration related information". The skill match list 212a may also be referred to as "skill match degree information".

[0033] Into the memory 220, the program 211 to be executed by the CPU 230 is loaded as described above, and data used when the CPU 230 executes the program 211 is temporarily stored.

[0034] The input / output interface 240 is an interface for connecting operation devices such as a keyboard and a mouse, a display, etc. The network interface 250 is an interface for connecting the talent matching device 200 to the network NW1.

[0035] FIG. 7 is a diagram for explaining the skill match list 212a stored in the storage device 210. As shown in FIG. 7, the skill match list 212a includes a worker 701, an employer 702, and a skill match degree 703 as columns for storing information (values). In the skill match list 212a, information corresponding to each column regarding the skill match between the worker and the employer is associated with each other and stored as row-based information (records). Specifically, the worker's name is stored in the worker 701. The employer 702 stores the name of the employer. The skill match degree 703 stores the skill match degree (numeric value) between the corresponding worker and employer. The skill match degree can be calculated, for example, by dividing the number of skills of the worker that satisfy the skills required by the employer by the number of skills required by the employer.

[0036] FIG. 8 is a diagram for explaining the skill matching rank table 212b stored in the storage device 210. As shown in FIG. 8, the skill matching rank table 212b includes rank ID 801, worker 802, workplace 803, and skill matching rank 804 as columns for storing information (values). In the skill matching rank table 212b, information corresponding to each column relating to the rank (rank) of the skill match between the worker and the workplace is associated with each other and stored as information (record) on a row-by-row basis. Specifically, the rank ID 801 stores an identification ID of the information (record). The worker 802 stores the name of the worker. The workplace 803 stores the name of the workplace. The skill matching rank 804 stores the rank (rank) of the skill match.

[0037] FIG. 9 is a diagram for explaining the aspiration rank table 212c stored in the storage device 210. As shown in FIG. 9, the aspiration rank table 212c includes a rank ID 901, a worker 902, a workplace 903, and aspiration rank 904 as columns for storing information (values). In the aspiration rank table 212c, information corresponding to each column related to the aspiration rank (aptitude order) of the worker's workplace is associated with each other and stored as information (records) on a row-by-row basis. Specifically, the rank ID 901 stores an identification ID of the information (record). The worker's name is stored in the worker 902. The workplace 903 stores the name of the workplace. The aspiration rank 904 stores the rank (order) of the aspiration of the corresponding worker's workplace.

[0038] FIG. 10 is a diagram for explaining an example of the matching result 212d stored in the storage device 210. As shown in FIG. 10, the matching result 212d includes a worker 1001 and a workplace 1002 as columns for storing information (values). In the matching result 212d, information corresponding to each column related to the matching result is associated with each other and stored as information (records) in rows. Specifically, the worker 1001 stores the name of the worker. The workplace 1002 stores the name of the workplace matched with the corresponding worker. The matching result 212d is created for each matching algorithm and stored in the storage device 210. In this example, for example, three matching algorithms are used, so three matching results 212d are created and the three matching results 212d are stored in the storage device 210.

[0039] 11A to 11C are diagrams for explaining an example of a plurality of parameter-attached matching results 212e using a plurality of matching algorithms. FIG. 11A shows a parameter-attached matching result 212e1 by a first matching algorithm, FIG. 11B shows a parameter-attached matching result 212e2 by a second matching algorithm, and FIG. 11C shows a parameter-attached matching result 212e3 by a third matching algorithm. Note that the first parameter-attached matching result 212e1 to the third parameter-attached matching result 212e3 may be referred to as "parameter-attached matching results 212e" when there is no need to particularly distinguish between them.

[0040] FIG. 11A is a diagram for explaining an example of a parameter-attached matching result 212e1 by the first matching algorithm stored in the storage device 210. As shown in FIG. 11A, the parameter-attached matching result 212e1 includes, as columns for storing information (values), a worker 1101, an accumulated dissatisfaction level 1102 of the worker, an applicability level 1103 of the worker, a workplace 1104, an accumulated dissatisfaction level 1105 of the workplace, an applicability level 1106 of the workplace, aspiration level 1107, a skill match level 1108, a risk of leaving the job (aspiration level) 1109, and a risk of losing the job (skill) 1110. In the first parameter-attached matching result 212e1, information corresponding to each column related to the parameters corresponding to the matching result 212d is associated with each other and stored as information (records) on a row-by-row basis. Specifically, the worker 1101 stores the name of the worker. The worker's accumulated dissatisfaction level is stored in the worker's accumulated dissatisfaction level 1102. The worker's applicability level 1103 is stored in the worker's applicability level.

[0041] The name of the workplace of the matching result of the corresponding worker is stored in the place of employment 1104. The accumulated dissatisfaction level of the workplace is stored in the accumulated dissatisfaction level of the workplace 1105. The applicability level of the workplace 1106 is stored in the applicability level of the workplace.

[0042] Aspiration degree 1107 stores a numerical value indicating the aspiration degree of the corresponding worker for the workplace. Skill match degree 1108 stores a numerical value indicating the skill match degree of the corresponding worker for the workplace. Job turnover risk (aspiration degree) 1109 stores a numerical value indicating the job turnover risk of the corresponding worker (risk of the worker leaving the temporary staffing business). Loss risk (skill) 1110 stores a numerical value indicating the job loss risk of the corresponding workplace (risk of the temporary staffing business losing a contract to provide the corresponding worker to the workplace). Details of the information stored in Figures 11B and 11C are the same as those in Figure 11A, so explanations will be omitted.

[0043] <Overview of operation> An overview of the operation of the talent matching device 200 according to the embodiment of the present invention will be described. The terminal 100 transmits information required for matching between workers and employers and for calculating various parameters for the matching result 212d to the talent matching device 200 via the network NW1 (see FIG. 1). The information required for matching and for calculating various parameters for the matching result 212d includes, for example, a skill list 112a, aspiration list 112b, required skill list 112c, and dissatisfaction risk factor information 112d.

[0044] 12 shows an example of a matching information input screen GM1 displayed on the display 160 of the terminal 100. The matching information input screen GM1 is a GUI (Graphical User Interface) screen. The matching information input screen GM1 includes a first operation button 1201, a second operation button 1202, a third operation button 1203, a fourth operation button 1204, and a matching start button 1205.

[0045] The first operation button 1201 is a button configured with an image for selecting and deciding the skill list 112a to be uploaded to the talent matching device 200 stored in the storage device 110 of the terminal 100. The second operation button 1202 is a button configured with an image for selecting and deciding the preference list 112b to be uploaded to the talent matching device 200 stored in the storage device 110 of the terminal 100. The third operation button 1203 is a button configured with an image for selecting and deciding the required skill list 112c to be uploaded to the talent matching device 200 stored in the storage device 110 of the terminal 100. The fourth operation button 1204 is a button configured with an image for selecting and deciding the dissatisfaction risk factor information 112d to be uploaded to the talent matching device 200 stored in the storage device 110 of the terminal 100.

[0046] The matching start button 1205 is a button composed of an image that is operated to start matching. When the matching start button 1205 is operated, the selected and determined information required for matching is uploaded to the talent matching device 200. The talent matching device 200 starts matching using the uploaded information.

[0047] When starting matching, the talent matching device 200 calculates a matching result 212d for each matching algorithm and a first parameter-attached matching result 212e1 to a third parameter-attached matching result 212e3.

[0048] The talent matching device 200 displays a matching result comparison screen GM2 on a display device (for example, the display 160 of the terminal 100) based on the first parameter-attached matching result 212e1 to the third parameter-attached matching result 212e3 and other necessary information. Figure 13 shows an example of the matching result comparison screen GM2.

[0049] As shown in FIG. 13, the matching result comparison screen GM2 includes first information 1301, second information 1302, third information 1303, fourth information 1304, and a button 1305 for selecting possible workplaces.

[0050] The first information 1301 is information about the matching result 212d by the first matching algorithm. The first information 1301 includes the first parameter-added matching result 212e1, a weighted turnover risk value calculated based on the first parameter-added matching result 212e1, a weighted loss risk value, and a harmonic mean value thereof.

[0051] The second information 1302 is information about the matching result 212d by the second matching algorithm. The second information 1302 includes the second parameterized matching result 212e2, a weighted turnover risk value calculated based on the second parameterized matching result 212e2, a weighted loss risk value, and a harmonic mean value thereof.

[0052] The third information 1303 is information about the matching result 212d by the third matching algorithm. The third information 1303 includes the third parameter-added matching result 212e3, a weighted turnover risk value calculated based on the third parameter-added matching result 212e3, a weighted loss risk value, and a harmonic mean value thereof.

[0053] The fourth information 1304 includes information indicating recommended employment proposals. The employment proposal selection button 1305 is a button composed of an image operated to select an employment proposal. By looking at the matching result comparison screen GM2, a user (e.g., an employee of a temporary staffing agency) can understand the dissatisfaction risk of the matching result 212d and which workers and employment places in the matching result 212d have a high dissatisfaction risk (risk of quitting and / or risk of losing the job).

[0054] The effects of the above-described human resource matching device 200 will now be described. A dispatching business handles many workers and employment destinations, and it is difficult to match the preferences of all workers and employment destinations. Therefore, since a mismatch in preferences can lead to a risk of workers quitting their jobs and a risk of employers losing out, it is desirable to select matching results after visualizing the risk of dissatisfaction between workers and employment destinations due to a mismatch in preferences. However, with conventional technology, it was not possible to estimate whether the risk of dissatisfaction between workers and employment destinations was high for each matching result.

[0055] In contrast, the human resources matching device 200 according to the embodiment uses multiple matching algorithms (three matching algorithms in this example) to match multiple workers with multiple employment opportunities, and calculates multiple matching results 212d for each of the multiple matching algorithms. By using multiple different matching algorithms, multiple matching results are calculated to obtain optimal matching results. In order to make it easier to select a matching result 212d from the multiple matching results 212d, the human resources matching device 200 performs a dissatisfaction risk assessment for the matching results 212d and prioritizes the matching results 212d.

[0056] In the dissatisfaction risk assessment, the human resources matching device 200 quantifies and visualizes the dissatisfaction risk of each worker and each workplace. The human resources matching device 200 presents the visualized data (image) to a user of the temporary staffing business, for example by displaying it on the display 160 (display device) of the terminal 100. By looking at the image, the user of the temporary staffing business can see which workers are highly dissatisfied with the temporary staffing business and which workplaces are highly dissatisfied with the temporary staffing business from among the matching results 212d. This allows the human resources matching device 200 to urge the temporary staffing business to provide support to the highly dissatisfied workers and workplaces, thereby reducing the risk of workers quitting their jobs and the risk of workplaces losing out.

[0057] Furthermore, the human resources matching device 200 calculates dissatisfaction indices (weighted turnover risk, weighted loss risk, and harmonic mean) indicating dissatisfaction risks for the matching results 212d using the worker's dissatisfaction risk (risk of quitting) and the employer's dissatisfaction risk (risk of losing the job), and prioritizes the multiple matching results 212d based on the dissatisfaction indices so that the matching results 212d with lower dissatisfaction indices have a higher priority. The human resources matching device 200 determines the recommended matching results 212d with lower dissatisfaction indices based on the priorities of the multiple matching results 212d, and presents them to the temporary staffing business, thereby encouraging the temporary staffing business to select (adopt) the matching results 212d with lower dissatisfaction risks.

[0058] <Specific operation> A specific operation of the talent matching device 200 according to the embodiment of the present invention will be described. Fig. 14 is a flow chart for explaining the creation process of the skill match rank table 212b. When matching is started, the CPU 230 of the talent matching device 200 starts the process from step 1400, and after sequentially executing the processes of steps 1405 to 1415 described below, proceeds to step 1495 and temporarily ends this processing flow.

[0059] Step 1405: The CPU 230 calculates the skill match list 212a based on the skill list 112a and the required skill list 112c uploaded from the terminal 100, thereby obtaining the skill match list 212a, and stores the skill match list 212a in the database 212.

[0060] Step 1410: The CPU 230 ranks each place of employment based on the skill match list 212a.

[0061] Step 1415: The CPU 230 creates a skill match rank table 212 b for the employment destination based on the ranking result, and stores the table in the database 212 .

[0062] 15 is a flow chart for explaining the process of creating the application rank table 212c. When matching is started, the CPU 230 of the personnel matching device 200 starts the process from step 1505, and after sequentially executing the processes of steps 1505 to 1515 described below, proceeds to step 1595 and temporarily ends this processing flow.

[0063] Step 1505 : The CPU 230 acquires the application list 112 b uploaded from the terminal 100 .

[0064] Step 1510: The CPU 230 uses the aspiration list 112b to rank each worker. Specifically, the CPU 230 ranks each worker by executing the aspiration rank creation process shown in Fig. 16. The aspiration rank creation process will be described in detail later.

[0065] Step 1515: The CPU 230 creates a worker preference ranking table 212 c based on the ranking results, and stores the table in the database 212 .

[0066] Fig. 16 is a flow chart for explaining the preference rank calculation process. When the CPU 230 of the personnel matching device 200 proceeds to step 1510 in Fig. 15, it starts the process from step 1600, executes the processes from step 1605 to step 1625 described below in order, proceeds to step 1695 to end this processing flow for the time being, and proceeds to step 1515 in Fig. 15.

[0067] Step 1605: CPU 230 calculates the average aspiration level for each job (place of employment). As shown in table 1700 in Fig. 17, for example, if the place of employment is suburban call center operator, the average aspiration level is calculated by adding up the aspiration levels for suburban call center operator for each worker and then dividing the total by the number of workers. The average aspiration level is calculated similarly for other jobs (places of employment (suburban general office worker, suburban restaurant hall staff, urban general office worker, urban call operator)).

[0068] Step 1610: The CPU 230 calculates the difference between the preference and the average preference for each job, as shown in Fig. 17, by subtracting the average preference from the corresponding preference.

[0069] Step 1615: The CPU 230 uses the difference from the average preference for each job, and sorts the jobs so that the larger the difference, the higher the rank, as shown in FIG.

[0070] Step 1620: The CPU 230 sorts the applications by the degree of preference, as shown in FIG. 17, so that the higher the degree of preference, the higher the rank.

[0071] Step 1625: The CPU 230 derives an aspiration rank for each worker based on the results of the processes in steps 1615 and 1620, as shown in FIG.

[0072] Fig. 18 is a flow chart for explaining the matching process. When the CPU 230 of the personnel matching device 200 finishes the process of creating the skill match rank table 212b in Fig. 14 and the process of creating the preference rank table 212c in Fig. 15, it starts the process from step 1800, executes the processes from step 1805 to step 1840 described below in order, and then proceeds to step 1895 to end this processing flow for the time being.

[0073] Step 1805: The CPU 230 acquires from the database 212 the skill matching rank table 212b created by the process of creating the skill matching rank table 212b and the aspiration rank table 212c created by the process of creating the aspiration rank table 212c.

[0074] Step 1810: The CPU 230 performs matching using the acquired skill match rank table 212b and aspiration rank table 212c. This matching is performed using the first matching algorithm to the third matching algorithm.

[0075] An example of the first matching algorithm and the second matching algorithm is an algorithm that applies the Gale-Shapley algorithm. The first matching algorithm and the second matching algorithm are modifications of the application method of the Gale-Shapley algorithm.

[0076] The Gale-Sharpley algorithm is an algorithm used to solve stable marriage problems, and is an algorithm that can stably match men and women in a group of men and women with a prioritized list. Specifically, the Gale-Sharpley algorithm is an algorithm in which a man proposes to his favorite woman who has not been rejected, and a woman matches with a man who has proposed to her unless she receives a proposal from a man she likes more, and is known to result in an optimal match for the man.

[0077] By applying this algorithm to matching, it is possible to stably match multiple prioritized workers (i.e., workers with aspiration ranks) with prioritized employers (i.e., multiple employers with skill match ranks) (i.e., stable matching can be achieved by taking into account the worker's aspirations and the skill match between the worker's skills and the employer's required skills).

[0078] In the first matching algorithm and the second matching algorithm, the male side is chosen to be either the worker or the employer, and in the first matching algorithm, the employer is chosen to be the male side, while in the second matching algorithm, the worker is chosen to be the male side. Therefore, in the first matching algorithm, the matching result gives priority to the employer's preferences, while in the second matching algorithm, the matching result gives priority to the worker's preferences.

[0079] The third matching algorithm is an algorithm that can perform matching that compromises between the preferences of employers and workers. The third matching algorithm calculates the harmonic mean of the preferences of employers and workers (skill match and aspiration), and matches are made in descending order of the harmonic mean. Note that the third matching algorithm ignores matches that overlap with existing matches in either the employer or worker.

[0080] Step 1815: The CPU 230 obtains the matching result 212d for each matching algorithm calculated in step 1810, and stores it in the database 212. That is, the CPU 230 obtains three matching results 212d by each of the first matching algorithm to the third matching algorithm, and stores them in the database 212.

[0081] Step 1820: The CPU 230 calculates the risk of turnover for each worker in the matching result 212d and the risk of losing the job for each workplace. The risk of turnover is the risk that a worker will leave the temporary staffing company (dispatch source), and is one of the indicators for evaluating matching. The CPU 230 calculates the risk of turnover based on the worker's accumulated dissatisfaction level and aspiration level. For example, the CPU 230 calculates the risk of turnover by applying the worker's accumulated dissatisfaction level and aspiration level to the calculation formula (1).

[0082] Risk of quitting = (5 - aspiration) + employee's accumulated dissatisfaction coefficient x employee's accumulated dissatisfaction... formula (1) The coefficient of accumulated dissatisfaction level of the employee in formula (1) is a predetermined value set in advance. This allows the CPU 230 to calculate the risk of each worker in the matching results 212d leaving the temporary staffing agency, which indicates the risk that each worker leaves the temporary staffing agency.

[0083] The degree of preference is obtained from the preference list 112c uploaded from the terminal 100 to the personnel matching device 200, and the worker's accumulated dissatisfaction degree is obtained from the dissatisfaction risk factor information 112d uploaded from the terminal 100 to the personnel matching device 200.

[0084] The risk of losing a contract is the risk that a staffing agency (dispatch source) will lose a contract to provide a worker to a dispatched destination (placement), and is one of the indices for evaluating matching. The CPU 230 calculates the risk of losing a contract based on the accumulated dissatisfaction level and skill match level of the place of employment. For example, the CPU 230 calculates the risk of losing a contract by applying the accumulated dissatisfaction level and skill match level of the place of employment to the calculation formula (2).

[0085] Risk of losing a job = (5 - skill match) + (employer's accumulated dissatisfaction coefficient x employer's accumulated dissatisfaction) ... formula (2) The coefficient of accumulated dissatisfaction with the workplace in formula (2) is a predetermined value. This enables the CPU 230 to calculate the risk of losing each employment destination, which indicates the risk that each dispatch business in the matching result 212d will lose a contract with the employment destination that provides the worker to the employment destination.

[0086] Step 1825: The CPU 230 creates matching results 212e1 to 212e3 with employee turnover risk and job loss risk values ​​(i.e., matching result 212e1 with the first parameter to matching result 212e3 with the third parameter) based on the dissatisfaction risk factor information 112d uploaded from the terminal 100, the matching result 212d, and the employee turnover risk and job loss risk of each employer calculated in step 1820.

[0087] Step 1830: The CPU 230 calculates a weighted attrition risk, a weighted loss risk, and a harmonic mean of the weighted attrition risk and the weighted loss risk for each matching result 212d (each parameterized matching result 212e (the first parameterized matching result 212e1 to the third parameterized matching result 212e3)).

[0088] The weighted employee turnover risk is calculated based on the employee turnover risk and the applicability of the employee calculated in step 1820. Specifically, the CPU 230 calculates the weighted employee turnover risk by summing the value of each employee's employee turnover risk multiplied by the applicability in each of the parameterized matching results 212e1 to 212e3.

[0089] The weighted risk of losing is calculated based on the risk of losing and the applicability of the place of employment calculated in step 1820. Specifically, the CPU 230 calculates the weighted risk of losing by summing the value of the risk of losing and the applicability of each worker in each of the first parameter-attached matching result 212e1 to the third parameter-attached matching result 212e3. Furthermore, the CPU 230 calculates the harmonic mean of the weighted resignation risk and the weighted risk of losing for each matching result 212d.

[0090] Step 1835: The CPU 230 prioritizes the matching results 212d. For example, the CPU 230 prioritizes the matching results 212d such that the matching results 212d with a smaller harmonic mean are prioritized. By prioritizing based on the harmonic mean, the prioritization is performed taking into consideration both the weighted turnover risk and the weighted loss risk. The CPU 230 may determine the matching result 212d with the highest priority (i.e., the matching result 212d with the smallest harmonic mean) as the recommended matching result 212d.

[0091] Step 1840: The CPU 230 displays a matching result comparison screen GM2 including an image showing the information based on the first parameter-attached matching result 212e1 to the third parameter-attached matching result 212e3 and the calculated weighted turnover risk, weighted loss risk, and harmonic average of these for each matching result 212d. As described above, a user (e.g., an employee of a temporary staffing agency) can check the matching results 212d between multiple workers and multiple employment destinations, the weighted turnover risk, weighted loss risk, and harmonic average of each matching result 212d, and recommended employment destinations by viewing the matching result comparison screen GM2. By viewing the matching result comparison screen GM2, the user can select (adopt) a matching result 212d with a low dissatisfaction risk, taking into consideration the dissatisfaction risk between the worker and the employment destination.

[0092] <Effects> As described above, the human resources matching device 200 according to the embodiment of the present invention can perform stable matching by taking into consideration the worker's aspirations and the skill match between the worker's skills and the skills required by the employer, and can evaluate the dissatisfaction risk of the matching result 212d due to the matching. The human resources matching device 200 can determine the matching result 212d with the lowest dissatisfaction risk from among the multiple matching results 212d of the multiple matching algorithms.

[0093] <<Modifications>> The present invention is not limited to the above-described embodiment, and various modifications can be adopted within the scope of the present invention.

[0094] In the above embodiment, the human resources matching device 200 uses multiple matching algorithms to calculate multiple matching results 212d, and the weighted attrition risk, weighted loss risk, and harmonic mean thereof for each matching result 212d, but it may also be configured to calculate one matching result 212d, and the weighted attrition risk, weighted loss risk, and harmonic mean thereof for one matching result 212d using one matching algorithm.

[0095] In the above embodiment, any one or two of the weighted turnover risk, the weighted loss risk, and the harmonic mean thereof may be calculated for the matching result 212d. At least one of the weighted turnover risk, the weighted loss risk, and the harmonic mean thereof is an index indicating the dissatisfaction risk of at least one of the workers and the workplaces of the matching result 212d. For convenience, the index indicating the dissatisfaction risk of at least one of the workers and the workplaces of the matching result 212d may also be referred to as a "dissatisfaction index."

[0096] In the above embodiment, the weighted turnover risk, weighted loss risk, and harmonic average were calculated for the matching result 212d, but instead of the weighted turnover risk, other indicators indicating the risk that a worker for the matching result 212d will leave the dispatching business may be calculated, and instead of the weighted loss risk, other indicators indicating the risk that the dispatching business will lose a contract with a workplace for the matching result 212d may be calculated, and these other harmonic averages may be calculated. The weighted turnover risk and other indicators instead of the weighted turnover risk may also be referred to as "turnover risk indicators." The weighted loss risk and other indicators instead of the weighted loss risk may also be referred to as "loss risk indicators."

[0097] In the above embodiment, in step 1835, the CPU 230 may prioritize the matching results 212d based on the weighted attrition risk or the weighted loss risk such that matching results 212d with a lower dissatisfaction risk are given priority.

[0098] In the above embodiment, the human resources matching device 200 determined the matching result 212d with the lowest harmonic mean as the recommended matching result 212d based on the harmonic mean, but it may also determine the matching result 212d with the lowest weighted turnover risk as the recommended matching result 212d based only on the weighted turnover risk.

[0099] Furthermore, the talent matching device 200 may determine the matching result 212d with the lowest weighted risk of losing the contract as the recommended matching result 212d based on the weighted risk of losing the contract. The talent matching device 200 may be configured to specify (select) the criteria for determining the recommended matching result 212d based on an input from an external device such as the terminal 100.

[0100] The talent matching device 200 may display an image indicating the priority order of the multiple matching results 212d on a display device.

[0101] In the above embodiment, the aspiration rank table 212c is created by calculating the aspiration rank table 212c based on the aspiration list 112b, but the method of creating the aspiration rank table 212c is not limited to this and may be created by other methods. In the above embodiment, the skill match list 212a is created based on the skill list 112a and the required skill list 112c, and the skill match rank table 212b is created based on the skill match list 212a, but the method of creating the skill match rank table 212b is not limited to this and may be created by other methods.

[0102] In the above embodiment, the human resources matching device 200 may perform a worker dissatisfaction risk evaluation to evaluate the dissatisfaction risk of each worker for the matching result based on the aspiration-related information and the information on the dissatisfaction risk factors of the worker, and a workplace dissatisfaction risk evaluation to evaluate the dissatisfaction risk of each workplace for the matching result based on the skill match-related information and the information on the dissatisfaction risk factors of the workplace, and calculate a dissatisfaction index using the evaluation results. An example of the worker dissatisfaction risk evaluation is performed by calculating the worker's turnover risk as described above, but may also be performed by calculating other parameters representing the risk that the worker will turn over from the temporary staffing business based on the aspiration-related information and the information on the dissatisfaction risk factors of the worker. An example of the workplace dissatisfaction risk evaluation is performed by calculating the workplace's loss risk as described above, but may also be performed by calculating other parameters representing the risk that the temporary staffing business will lose a contract with the workplace to which the temporary staffing business provides the worker, based on the skill match-related information and the information on the dissatisfaction risk factors of the workplace.

[0103] The present invention can also have the following configuration.

[0104] A human resource matching method using an information processing device that matches a plurality of workers provided by a dispatching business with a plurality of employment destinations, comprising: By the information processing device, Acquire aspiration-related information regarding the aspirations of the plurality of workers for the plurality of workplaces, skill-match-related information regarding the degree of match between the skills of the plurality of workers and the required skills of the plurality of workplaces, as well as information regarding dissatisfaction risk factors of the plurality of workers and information regarding dissatisfaction risk factors of the plurality of workplaces; Calculate a matching result, which is a result of matching between a plurality of the workers and a plurality of the employment opportunities, for each matching algorithm using at least one matching algorithm based on the aspiration-related information and the skill-matching-related information; Calculating a dissatisfaction index indicating at least one of a plurality of dissatisfaction risks of the workers and a plurality of dissatisfaction risks of the workplaces with respect to the matching result, based on at least one of a set of the aspiration-related information and information on dissatisfaction risk factors of the workers, and a set of the skill-match-related information and information on dissatisfaction risk factors of the workplaces; Talent matching methods.

[0105] A human resources matching program that causes a computer to match a plurality of workers provided by a dispatching business to a plurality of employment destinations with the plurality of employment destinations, cause the computer to acquire aspiration-related information relating to the aspirations of the multiple workers for the multiple employment destinations, skill-match-related information relating to the degree of match between the skills of the multiple workers and the required skills of the multiple employment destinations, as well as information on dissatisfaction risk factors of the multiple workers, and information on dissatisfaction risk factors of the multiple employment destinations; calculate matching results that are the results of matching the multiple workers with the multiple employment destinations for each matching algorithm using at least one matching algorithm based on the aspiration-related information and the skill-match-related information; and execute a process of calculating a dissatisfaction index that indicates at least one of the dissatisfaction risks of the multiple workers and the dissatisfaction risks of the multiple employment destinations for the matching result, based on at least one of a set of the aspiration-related information and information on the dissatisfaction risk factors of the workers, and a set of the skill-match-related information and information on the dissatisfaction risk factors of the employment destinations; Talent matching program. [Explanation of symbols]

[0106] 100... terminal, 112a... skill list, 112b... application list, 112c... required skill list, 112d... dissatisfaction risk factor information, 160... display, 200... human resources matching device, 212a... skill match list, 212b... skill match rank table, 212c... application rank table, 212d... matching result, 212e... matching result with parameters, GM1... matching information input screen, GM2... matching result comparison screen

Claims

1. A human resources matching device including an information processing device that matches a plurality of workers provided by a dispatching business with a plurality of employment destinations, The information processing device includes: Acquire aspiration-related information regarding the aspirations of the plurality of workers for the plurality of workplaces, skill-match-related information regarding the degree of match between the skills of the plurality of workers and the required skills of the plurality of workplaces, as well as information regarding dissatisfaction risk factors of the plurality of workers and information regarding dissatisfaction risk factors of the plurality of workplaces; Using at least one matching algorithm based on the aspiration-related information and the skill-matching-related information, calculate a matching result, which is a result of matching between a plurality of the workers and a plurality of the employment opportunities, for each matching algorithm; Calculating a dissatisfaction index indicating at least one of a plurality of dissatisfaction risks of the workers and a plurality of dissatisfaction risks of the workplaces with respect to the matching result, based on at least one of a set of the aspiration-related information and information on dissatisfaction risk factors of the workers, and a set of the skill-match-related information and information on dissatisfaction risk factors of the workplaces; It was configured as follows: Talent matching device.

2. The personnel matching device according to claim 1, The information processing device includes: A dissatisfaction risk assessment of each worker based on the aspiration-related information and information regarding the worker's dissatisfaction risk factors, assessing the worker's dissatisfaction risk with respect to the matching result; and A dissatisfaction risk evaluation of each of the employment destinations for the matching result based on the skill match related information and information on dissatisfaction risk factors of the employment destinations. and calculating the dissatisfaction index using the evaluation results. It was configured as follows: Talent matching device.

3. 3. The personnel matching device according to claim 2, The aspiration-related information includes aspiration information indicating the aspirations of the multiple workers to the multiple employment destinations, and the skill-matching-related information includes skill-matching information indicating the skill-matching degrees between the skills of the multiple workers and the required skills of the multiple employment destinations, The information regarding the worker's dissatisfaction risk factors includes an accumulated dissatisfaction level of the worker indicating the worker's accumulated dissatisfaction with the dispatching business, The information regarding the dissatisfaction risk factors of the workplace includes an accumulated dissatisfaction level of the workplace indicating accumulated dissatisfaction of the workplace with the dispatching business operator, The information processing device includes: A dissatisfaction risk assessment is performed for each of the workers in the matching result by calculating a turnover risk of each of the workers based on the aspiration degree and the accumulated dissatisfaction degree of the workers; A dissatisfaction risk assessment of the employment destination is performed by calculating a loss risk of each of the employment destinations of the matching result based on the skill match degree and the accumulated dissatisfaction degree of the employment destination. It was configured as follows: Talent matching device.

4. The personnel matching device according to claim 1, The aspiration-related information includes a preference ranking of each of the workers for the plurality of employment destinations, and the skill-match-related information includes a ranking of the skill match degree of each of the workers for the plurality of employment destinations, The information processing device includes: calculating the matching result for each matching algorithm using at least one of the matching algorithms based on the preference ranking of each of the workers for the multiple employment destinations and the ranking of the skill match degree of each of the workers for the multiple employment destinations; It was configured as follows: Talent matching device.

5. The personnel matching device according to claim 1, The aspiration-related information includes aspiration information indicating the aspirations of the multiple workers to the multiple employment destinations, and the skill-matching-related information includes skill-matching information indicating the skill-matching degrees between the skills of the multiple workers and the required skills of the multiple employment destinations, The information processing device includes: Using the preference information, a preference ranking of each of the workers for the plurality of places of employment is calculated; Using the skill match information, a ranking of the skill match degree of each of the workers with respect to the plurality of workplaces is calculated; calculating the matching result for each matching algorithm using at least one of the matching algorithms based on the preference ranking of each of the workers for the multiple employment destinations and the ranking of the skill match degree of each of the workers for the multiple employment destinations; It was configured as follows: Talent matching device.

6. The personnel matching device according to claim 1, The information processing device includes: Calculating a plurality of said matching results using a plurality of said matching algorithms; calculating the dissatisfaction index for each of a plurality of the matching results; Prioritizing the plurality of matching results based on the calculated dissatisfaction index, and determining a recommended matching result from among the plurality of matching results based on the priorities. It was configured as follows: Talent matching device.

7. The personnel matching device according to claim 1, The dissatisfaction index includes at least one of a turnover risk index indicating a turnover risk of the plurality of workers for the matching result, a job loss risk index indicating a job loss risk of the plurality of places of employment for the matching result, and a harmonic mean of the turnover risk index and the job loss risk index; Talent matching device.

8. The personnel matching device according to claim 7, The aspiration-related information includes aspiration information indicating the aspirations of the multiple workers to the multiple employment destinations, and the skill-matching-related information includes skill-matching information indicating the skill-matching degrees between the skills of the multiple workers and the required skills of the multiple employment destinations, The information on the worker's dissatisfaction risk factors includes an accumulated dissatisfaction level of the worker, which indicates the worker's accumulated dissatisfaction with the dispatching business operator, and an applicability level of the worker, The information on the dissatisfaction risk factors of the workplace includes an accumulated dissatisfaction level of the workplace indicating accumulated dissatisfaction of the workplace with the dispatching business operator and an applicability of the workplace, The turnover risk index is a weighted turnover risk, The risk of losing a deal index is a weighted risk of losing a deal The information processing device includes: Calculate the turnover risk of each of the workers in the matching result based on the aspiration level and the accumulated dissatisfaction level of the worker, and calculate the weighted turnover risk for each of the workers based on the worker's suitability and the worker's turnover risk; Calculate a loss risk for each of the workplaces of the matching results based on the skill match degree and the accumulated dissatisfaction degree of the workplaces, and calculate the weighted loss risk based on the applicability of the workplaces for each of the workers and the loss risk of the workplaces. It was configured as follows: Talent matching device.

9. The personnel matching device according to claim 1, At least one of the matching algorithms comprises: A first matching algorithm that matches the worker with the workplace so as to prioritize the skill match of the workplace over the aspirations of the worker, a second matching algorithm that matches the worker with the workplace so as to prioritize the aspirations of the worker over the skill match of the workplace, and a third matching algorithm that matches the worker with the workplace so as to strike a balance between the aspirations of the worker and the skill match of the workplace. That is, Talent matching device.

10. 10. The personnel matching device according to claim 9, The information processing device Prioritizing the three matching results based on a predetermined criterion, and determining a recommended matching result from among the three matching results based on the priorities; It was configured as follows: Talent matching device.

11. 10. The personnel matching device according to claim 9, The information processing device Prioritizing the three matching results based on the harmonic mean, and determining the matching result with the lowest harmonic mean among the three matching results as a recommended matching result based on the priority order; It was configured as follows: Talent matching device.

12. The personnel matching device according to claim 10, The method is configured to allow a user to specify criteria for determining the recommended matching results, The information processing device includes: prioritizing the three matching results based on a specified criterion, and determining the recommended matching result from among the three matching results based on the priorities; It was configured as follows: Talent matching device.

13. The personnel matching device according to claim 1, The information processing device includes: displaying an image showing the matching result and information about parameters related to the matching result on a display device capable of displaying the image; It was configured as follows: Talent matching device.

14. A human resource matching method using an information processing device that matches a plurality of workers provided by a dispatching business with a plurality of employment destinations, comprising: By the information processing device, Acquire aspiration-related information regarding the aspirations of the plurality of workers for the plurality of workplaces, skill-match-related information regarding the degree of match between the skills of the plurality of workers and the required skills of the plurality of workplaces, as well as information regarding dissatisfaction risk factors of the plurality of workers and information regarding dissatisfaction risk factors of the plurality of workplaces; Using at least one matching algorithm based on the aspiration-related information and the skill-matching-related information, calculate a matching result, which is a result of matching between a plurality of the workers and a plurality of the employment opportunities, for each matching algorithm; Calculating a dissatisfaction index indicating at least one of a plurality of dissatisfaction risks of the workers and a plurality of dissatisfaction risks of the workplaces with respect to the matching result, based on at least one of a set of the aspiration-related information and information on dissatisfaction risk factors of the workers, and a set of the skill-match-related information and information on dissatisfaction risk factors of the workplaces; Talent matching methods.

15. A human resources matching program that causes a computer to match a plurality of workers provided by a dispatching business to a plurality of employment destinations with the plurality of said employment destinations, cause the computer to acquire aspiration-related information relating to the aspirations of the multiple workers for the multiple employment destinations, skill-match-related information relating to the degree of match between the skills of the multiple workers and the required skills of the multiple employment destinations, as well as information on dissatisfaction risk factors of the multiple workers, and information on dissatisfaction risk factors of the multiple employment destinations; calculate matching results that are the results of matching the multiple workers with the multiple employment destinations for each matching algorithm using at least one matching algorithm based on the aspiration-related information and the skill-match-related information; and execute a process of calculating a dissatisfaction index that indicates at least one of the dissatisfaction risks of the multiple workers and the dissatisfaction risks of the multiple employment destinations for the matching result, based on at least one of a set of the aspiration-related information and information on the dissatisfaction risk factors of the workers, and a set of the skill-match-related information and information on the dissatisfaction risk factors of the employment destinations; Talent matching program.

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