Personnel computer system and computer program

Abstract

To ensure that a system can calculate a human capital indicator even if personnel data is not structured in a format suitable for determining the human capital indicator.SOLUTION: The disclosed personnel computer system displays a setting screen for setting mapping data that maps a data value included in personnel data of an enterprise to data categories for calculating a human capital indicator of the enterprise, accepts an operation for setting the mapping data, and stores the mapping data in a storage device, obtains from the personnel data the data for indicator calculation corresponding to the data category for calculating the human capital indicator based on the mapping data stored in the storage device, and calculates the human capital indicator of the enterprise from the data for indicator calculation, then displays the human capital indicator of the enterprise.SELECTED DRAWING: Figure 1

Description

[Technical field]

[0001] The present disclosure relates to a human resources computer system and a computer program. [Background technology]

[0002] Patent Document 1 discloses a system that collects data such as the ratio of female managers and outputs information based on that data. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Patent Publication No. 2021-9696 Summary of the Invention

[0004] In recent years, in order to realize human capital management, there is a demand for disclosure of human capital information. There are several indicators of human capital information that are desired to be disclosed, such as the ratio of female managers. The ratio of female managers is defined as the percentage of female managers among the total number of managers in a company.

[0005] In order to disclose information on human capital, it is desirable to derive human capital indicators from the personnel data held by a company. However, personnel data is not always structured in a format suitable for deriving human capital indicators. For example, personnel data may include the gender of employees, their job titles and professional qualifications within the company, but it can be difficult to automatically derive human capital indicators such as the ratio of female managers from such data.

[0006] For example, if a system is to automatically calculate the ratio of female managers, the system must at least be able to identify those in the personnel data who are managers. However, personnel data does not necessarily contain data that directly indicates whether or not someone is a manager. For example, personnel data may contain data indicating the title or professional qualification of each person, but the title or professional qualification name varies from company to company, making it difficult to identify whether or not someone is a manager from the title or professional qualification name. In particular, a title with the same name may be a manager in one company but not in another company. In this case, it is very difficult for the system to identify whether or not someone is a manager from the title or professional qualification.

[0007] Furthermore, if the system is to automatically calculate the female manager ratio, the system needs to identify women among those included in the personnel data. Although personnel data may generally include data indicating gender, in some cases it may be difficult to identify "women" when calculating the indicator, such as the female manager ratio. In other words, in recent years, many genders are used that take into account not only legal gender but also gender identity. For this reason, the genders (types and numbers) in personnel data may vary from company to company. Therefore, it may be difficult for the system to uniquely identify "women" when calculating the indicator, such as the female manager ratio, from the genders in the personnel data.

[0008] Moreover, the data values ​​of personnel data such as job title, professional qualifications, and gender vary from company to company, and the same data values ​​may have different meanings, making it difficult to calculate human capital indices that span multiple companies. An example of a human capital index that spans multiple companies is a human capital index for the entire group of companies that consists of multiple companies. Another example of a human capital index that spans multiple companies is a statistical value (e.g., average value) of the human capital indexes for multiple companies.

[0009] Thus, a solution to any of the above difficulties would be desirable.

[0010] One aspect of the present disclosure is a human resources computer system configured to execute a process including: displaying a setting screen for setting mapping data that corresponds data values ​​included in a company's human resources data to data categories for calculating a human capital index of the company, accepting an operation to set the mapping data, storing the mapping data in a storage device, obtaining index calculation data corresponding to the data categories for calculating the human capital index from the human resources data based on the mapping data stored in the storage device, calculating the human capital index of the company from the index calculation data, and displaying the human capital index of the company.

[0011] Another aspect of the present disclosure is a computer program, which causes a computer to execute processes including: displaying a setting screen for setting mapping data that corresponds data values ​​included in personnel data of a company to data categories for calculating a human capital index of the company, accepting an operation for setting the mapping data, storing the mapping data in a storage device, obtaining index calculation data corresponding to the data categories for calculating the human capital index from the personnel data based on the mapping data stored in the storage device, calculating the human capital index of the company from the index calculation data, and displaying the human capital index of the company.

[0012] Further details will be described in the following embodiments. [Brief description of the drawings]

[0013] [Figure 1] FIG. 1 is a configuration diagram of a personnel computer system. [Diagram 2] FIG. 2 is a diagram showing an example of a display screen of an aggregate human capital index. [Diagram 3] FIG. 3 is an explanatory diagram of a drill-down display. [Figure 4] FIG. 4 is a diagram showing an example of an entire company view. [Diagram 5]FIG. 5 is a block diagram showing a method of calculating the index. [Figure 6] FIG. 6 is a diagram showing an example of personnel data. [Figure 7] FIG. 7 is a diagram showing an example of the mapping screen. [Figure 8] FIG. 8 is a diagram showing an example of the mapping screen. [Figure 9] FIG. 9 is a diagram showing an example of the mapping screen. DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS

[0014] <1. Overview of the personnel computer system and computer program>

[0015] (1) A personnel computer system according to an embodiment may execute a process including: displaying a setting screen for setting mapping data that corresponds data values ​​included in a company's personnel data to data categories for calculating the company's human capital index, accepting an operation to set the mapping data, storing the mapping data in a storage device, obtaining, from the personnel data based on the mapping data stored in the storage device, data for index calculation corresponding to the data categories for calculating the human capital index, calculating the human capital index of the company from the data for index calculation, and displaying the human capital index of the company. By using the mapping data, the system can calculate the human capital index even if the personnel data is not configured in a format suitable for calculating the human capital index.

[0016] (2) The step of obtaining the data for index calculation may include obtaining the data for index calculation for each of the plurality of companies set as a group of companies from the personnel data of each of the plurality of companies based on the mapping data for each of the plurality of companies. The process may further include calculating an aggregate human capital index for the entire plurality of companies from the data for index calculation for each of the plurality of companies and displaying the aggregate human capital index. In this case, the aggregate human capital index can be calculated from the personnel data of the plurality of companies, each of which may have different data values.

[0017] (3) The process may further include, when an operation to drill down from the display of the aggregate human capital index to a display of a human capital index for any one of the multiple companies set as the group of companies or any one of the departments within each company is accepted, drilling down and displaying a human capital index for any one of the multiple companies set as the group of companies or any one of the departments within each company. In this case, drilling down from the aggregate human capital index becomes possible.

[0018] (4) The step of obtaining the data for index calculation may include obtaining the data for index calculation for each of the multiple companies from the personnel data of each of the multiple companies based on the mapping data for each of the multiple companies. The process may further include calculating statistical data of human capital indexes of the multiple companies from the data for index calculation for each of the multiple companies and displaying the statistical data. In this case, the statistical data of human capital indexes can be calculated from the personnel data of the multiple companies, each of which may have different data values. (4A) The obtaining of the data for index calculation may include obtaining data for index calculation for each of a plurality of first companies from personnel data of each of the plurality of first companies based on the mapping data of each of the plurality of first companies set as a group of companies, and obtaining data for index calculation for each of the plurality of second companies from personnel data of each of the plurality of second companies based on mapping data of each of a plurality of second companies including at least a company other than the plurality of first companies set as a group of companies. The process may further include calculating an aggregate human capital index of the entire plurality of first companies from the data for index calculation for each of the plurality of first companies, calculating statistical data of the human capital index of the plurality of second companies from the data for index calculation for each of the plurality of second companies, and displaying the aggregate human capital index and the statistical data side by side.

[0019] (5) The data categories for calculating the human capital indicators may include one or more data categories selected from the group consisting of gender categories, regular employee categories, managerial categories, categories for first-time parental leave recipients, and categories for relationship to the child.

[0020] (6) Obtaining the index calculation data may include obtaining index calculation data corresponding to a data category for calculating the human capital index from data included in the personnel data that matches a filtering condition based on the mapping data. Calculating the human capital index may include calculating the human capital index from the index calculation data obtained from the data that matches the filtering condition.

[0021] (7) A computer program according to an embodiment causes a computer to execute a process including: displaying a setting screen for setting mapping data that corresponds data values ​​included in personnel data of a company to data categories for calculating a human capital index of the company, accepting an operation for setting the mapping data, storing the mapping data in a storage device, obtaining index calculation data corresponding to the data categories for calculating the human capital index from the personnel data based on the mapping data stored in the storage device, calculating the human capital index of the company from the index calculation data, and displaying the human capital index of the company. The computer program may be stored in a non-transitory computer-readable storage medium.

[0022] <2. Examples of outlines of personnel computer systems and computer programs>

[0023] Hereinafter, a system and a computer program according to an embodiment will be described in more detail with reference to the drawings.

[0024] 1 illustrates a system 10 according to an embodiment. The system 10 may operate as a human resources computer system. The system 10 determines one or more human capital indicators from human resources data 124 and visualizes the human capital indicators.

[0025] The system 10 according to the embodiment may operate in cooperation with a personnel management system or may have the functionality of a personnel management system. The personnel management system may be configured, for example, as a personnel database server system that manages personnel data. The personnel management system may provide a service (e.g., SaaS) for personnel management to a company that has a contract to use the personnel management system. Note that the personnel data may include attendance data, wage data, and other data related to people belonging to the company, as necessary.

[0026] 1, it is assumed that the companies A1 and A2 and the companies X, Y, and Z have contracted to use a personnel management system that operates in conjunction with the system 10. However, it is assumed that the company A3 has contracted to use another personnel management system and does not use a personnel management system that operates in conjunction with the system 10.

[0027] Also, as an example, it is assumed here that the three companies A1, A2, and A3 Co., Ltd. make up one group G. Group G is, for example, a number of companies (group companies) that make up a holdings-type corporate structure. Here, holdings is a holding company that manages and guides the companies under its umbrella. In addition, a group of multiple companies, including the companies under a holdings and, if necessary, the holdings themselves, is sometimes referred to as "the entire holdings" (the entire HD). Note that the structure of a group of companies is not limited to this, and it may be, for example, a collection of companies formed by capital ties or contracts even if they are not helds.

[0028] The system 10 according to the embodiment can calculate and visualize the human capital index of the entire group G from the personnel data 124 of each of the multiple companies constituting one group. The system 10 visualizes the human capital index of the entire group G to which the company belongs for the company that has signed a usage contract with the system 10, and enables comparison with statistical data of the human capital index. Note that at least Co., Ltd. A1, which is the holding company of group G, has signed a usage contract with the system 10, and a display screen provided by the system 10 can be displayed on a computer 22 in Co., Ltd. A1. Note that companies X, Y, and Z are, for example, other companies in the same industry as group G, and these companies X, Y, and Z have also signed a usage contract with the system 10.

[0029] The system 10 according to the embodiment is configured by one or more computers. The system 10 may be configured by, for example, one or more server computers. The system 10 may be configured as, for example, a client / server system, and may be used by a user from a client computer 22, 23, 24, 25, 26, 27 owned by the user via a network 15 such as the Internet. The user may be, for example, a human resources officer, a system administrator, or other employee of the company that uses the system 10.

[0030] In the following, the client computers are referred to as "terminals." The terminals 22, 23, 24, 25, 26, and 27 are, for example, personal computers, smartphones, and tablets. The terminals 22, 23, 24, 25, 26, and 27 are equipped with a display device (computer screen) and can display display data provided from the system 10 on the display device. The terminals 22, 23, 24, 25, 26, and 27 can also accept user operations using input devices such as a keyboard, mouse, and touch panel, and transmit signals based on the user operations to the system 10.

[0031] As shown in FIG. 1, the computer constituting the system 10 may include a processor 110 and a storage device 120. The processor 110 is connected to the storage device 120. The storage device 120 includes, for example, a primary storage device and a secondary storage device. The primary storage device is, for example, a RAM. The secondary storage device is, for example, a hard disk drive (HDD) or a solid state drive (SSD). The storage device 120 includes a computer program 121 executed by the processor 110. The processor 110 reads and executes the computer program 121 stored in the storage device 120. The computer program 121 has program code including instructions for causing the computer to execute various processes in order to operate the computer as the system 10 according to the embodiment. The computer constituting the system 10 also includes a communication unit 150 for communicating with an external device such as a terminal. The system 10 transmits data to the outside and receives data from the outside via the communication unit 150.

[0032] The processing realized by the processor 110 executing the computer program 121 may include, for example, first to sixth processings 111, 112, 113, 114, 115, and 116 shown in FIG.

[0033] The first process 111 is a process in which the system 10 imports personnel data. The imported personnel data may be personnel data of a personnel management system linked to the system 10, or may be data of another personnel management system. The import of personnel data is performed, for example, by uploading a personnel data file to the system 10 from the personnel management system linked to the system 10 or from a user's terminal. The personnel data file is, for example, in CSV format.

[0034] The second process 112 is a process for setting mapping data 125. The third process 113 is a process for calculating a human capital index for each company. The fourth process 114 is a process for calculating an aggregate human capital index for the entire group of companies. The fifth process 115 is a process for calculating statistical data. The sixth process 116 is a process for displaying various data on a display device. The display device is, for example, a display device provided in a terminal. The second to sixth processes 112 to 116 will be described in detail later.

[0035] As shown in FIG. 1, storage device 120 includes a database 122 for storing data used in system 10 .

[0036] The database 122 includes group company setting data 123. The group company setting data 123 is data that sets a plurality of companies (group companies) that constitute one group for each group. In the group company setting data 123, for example, three companies A1, A2, and A3 Co., Ltd. are set as one group G. The group company setting data 123 can be created, for example, by a person in charge of Co., Ltd. A1, which is a holdings (HD), accessing the system 10 from the terminal 22 and performing an operation to set Co., Ltd. A1, A2, and A3 as one group G in the group company setting data 123. The group company setting data 123 can include a setting of the industry of the entire group G or the industry of each company that constitutes the group G.

[0037] The database 122 includes personnel data 124. The personnel data 124 is, for example, personnel data imported from a personnel management system linked to the system 10 or another personnel management system. The imported personnel data is stored as personnel data 124 in the database 122. Note that, if the system 10 also has a function as a personnel management system, there is no need to import personnel data that the system 10 already has. Also, the personnel data 124 is, for example, for each fiscal year.

[0038] As an example, a user in charge of Co., Ltd. A1, which is a holdings (HD), can set up group company setting data 123 with Co., Ltd. A1, A2, and A3 as group companies, and then perform an operation to import personnel data into system 10. For personnel data of Co., Ltd. A1 and A2, which use a personnel management system linked to system 10, system 10 imports the personnel data from that personnel management system. For personnel data of Co., Ltd. A3, which uses a different personnel management system, the personnel data is uploaded to system 10 from terminal 22.

[0039] The system 10 can calculate and visualize the human capital index of the entire group G from the personnel data 124 of each of the multiple companies set in the group company setting data 123. The system 10 can also calculate and visualize the human capital index of a single company from the personnel data 124 of each company, and can also calculate and visualize the human capital index of each department within a company.

[0040] The database 122 includes mapping data 125. The mapping data 125 is data set by the second process 112 (mapping process 112). The user sets the mapping data 125 corresponding to each of the personnel data 124 imported into the system 10. The mapping data 125 is data that associates data values ​​included in the personnel data with data categories for calculating human capital indicators.

[0041] The system 10 refers to the mapping data 125 to match the data values ​​contained in the personnel data 124 to data categories for calculating the human capital index, and calculates the human capital index from the corresponding data values ​​in the personnel data 124 (data for index calculation).

[0042] The database 122 includes statistical data 126. The statistical data 126 is a value calculated by a fifth process 115 that calculates statistical data. The statistical data is, for example, a statistical value of a human capital index. The statistical value of the human capital index is, for example, an average value of the human capital index for each industry and / or an average value of the human capital for all industries.

[0043] The statistical data 126 here is a statistical value calculated from the personnel data 124 and mapping data 125 of multiple companies imported into the system 10. As an example, the statistical data 126 refers to data in a state where it is not possible to identify which company the data belongs to (a collection of two or more companies). The statistical data 126 for each industry or for all industries is calculated, for example, when the personnel data 124 and the mapping data 125 thereof for three or more companies exist for each industry or for all industries, and may not be calculated when the data 124, 125 for only one or two companies exist for each industry or for all industries.

[0044] The system 10 allows a user to compare the human capital index of the entire HD (group G) (aggregate human capital index) or the human capital index of a company with the human capital index indicated by the statistical data 126 .

[0045] 2 shows an example of a screen 200 (dashboard) that displays human capital indicators for HD consisting of Corporations A1, A2, and A3, together with statistical data 126. The display data for this screen 200 is generated by the system 10 and is displayed on terminal 22, for example, for screen display on terminal 22 logged in to system 10. Terminal 22 is, for example, a terminal of a person in charge of Holdings, Corporation A1. On terminal 22, screen 200 is displayed using, for example, browser software.

[0046] On screen 200, three human capital indicators are displayed, for example, the wage difference between men and women, the rate at which men take childcare leave, and the ratio of women in managerial positions. To display these indicators, screen 200 has a first display section 210 for the wage difference between men and women, a second display section 220 for the rate at which men take childcare leave, and a third display section 230 for the ratio of women in managerial positions. Note that first display section 210 for the wage difference between men includes, for example, the display of three indicators, "gender wage difference (all workers)", "gender wage difference (regular employees)", and "gender wage difference (non-regular employees)".

[0047] In each of the display sections 210, 220, and 230, the value in the “Company” column indicates the value of the human capital index for the entire HD or the value of the human capital index for any of the companies that make up the HD. “Company” is selected in the company selection section 201.

[0048] In the company selection section 201, one of the entire HD or a plurality of companies that make up the HD is selected. In each of the display sections 210, 220, and 230, the name of the selected HD or company is displayed in the "company" portion.

[0049] When the entire HD is selected in the company selection section 201, the screen 200 displays the aggregate human capital index of the entire HD together with the statistical data of the human capital index. When any one of the companies constituting the HD is selected, the screen 200 displays the human capital index of the selected company alone together with the statistical data of the human capital index.

[0050] In each of the display sections 210, 220, 230, the column of "Industry average of the comparison target" shows the industry average value of the human capital index as statistical data. The "industry" in the "Industry average of the comparison target" is selected in the industry selection section 202. In the industry selection section 202, the industry to be compared is selected from a plurality of industries.

[0051] In each of the display sections 210, 220, and 230, the "average across all industries" indicates the average across all industries of the personnel index as statistical data.

[0052] The human capital indexes displayed in each of the display sections 210, 220, and 230 are the values ​​for the year selected in the year selection section 203.

[0053] By referring to screen 200, the user can compare the human capital index of the entire HD (group G) or the human capital index of each company with the human capital index (benchmark) indicated by statistical data 126. Note that while the human capital index is displayed in table format on screen 200, it may be displayed in graph format or other format. Also, the human capital index of the entire HD and / or each of the multiple companies constituting the HD may be displayed simultaneously.

[0054] Screen 200 is also called Holdings View (HD View). HD View 200 is also shown in FIG. 3. HD View 200 can be used to formulate a human resources strategy. HD View 200 can be used, for example, to set key performance indicators (KPIs) for communicating the human resources strategy to the outside world. By referring to HD View 200, a user can check the situation, including comparisons with other companies, for HD (Group G) or company units. For example, a person in charge of HD can check indicators for the entire HD in HD View 200, set KPIs for the entire HD, and confirm whether they have been achieved.

[0055] When the system 10 receives an operation (drill-down operation) to select one of the multiple companies (A1, A2, A3 Co., Ltd.) that make up the HD from a state in which the entire HD is selected in the company selection unit 201, the system 10 can drill down to a display of the human capital index for each selected company. Therefore, the user can check not only the aggregate human capital index for the entire HD, but also its breakdown (human capital index for each company). The user can also compare the human capital index for each company with statistical data.

[0056] The system 10 can accept an operation (drill-down operation) to display detailed data about a company (e.g., human capital index of each business unit of the company) when a company (e.g., A2 Corporation) is displayed on the screen 200. This operation can be performed, for example, by the user selecting the characters "A2 Corporation" as a user interface displayed on the screen 200.

[0057] 4 shows an example of a screen 400 (drill-down display) displayed by a drill-down operation to Corporation A2. As shown in FIG. 3, screen 400 is also called an entire company view 400. In FIG. 4, human capital indicators for each of divisions B1 and B2 owned by Corporation A2 are displayed. As an example, entire company view 400 has a first display section 410 showing the wage difference between men and women, a second display section 420 showing the rate at which men take childcare leave, and a third display section 430 showing the ratio of women in managerial positions.

[0058] The enterprise-wide view 400 can be used to check the management indicators of the company. The enterprise-wide view 400 can be used to properly allocate personnel within the company, check the personnel planning process, and set and check the status of KPIs for management / business divisions. By referring to the enterprise-wide view 400, users can conduct personnel analysis, check the status of each business division of the company, and set and check the achievement of KPIs for the entire company.

[0059] When the system 10 receives a drill-down operation in the entire enterprise view 400 to a display of human capital indicators for one of the departments (e.g., divisions / sections) belonging to a business division of the enterprise, the system 10 can drill down to a display 500 of human capital indicators for that department. This display 500 is also called the business division / division / section view 500. The business division / division / section view 500 can be used to check the status at the division / section level. The business division / division / section view 500 can be used to tally and display human capital indicators for the division / section, check for staff surpluses or shortages, and create an organization description summary.

[0060] When the system 10 receives a drill-down operation to a display image of any personal data belonging to a department / section in the business / division / section view 500, it can drill down to a display 600 of that personal data (personal view 600). The personal view 600 can be used by a superior, including a person in the human resources department, or by the person himself / herself or another person, to confirm the personal personnel data.

[0061] Drilling down to the entire company view 400, the division / department / section view 500, and the individual view 600 may be limited to only companies that have a contract to use the personnel management system linked to the system 10. For example, in group G, only Corporations A1 and A2 have a contract to use the personnel management system, and Corporation A3 does not. Therefore, for Corporations A1 and A2, drilling down to the entire company view 400, the division / department / section view 500, and the individual view 600 may be possible, but drilling down may not be possible for Corporation A3.

[0062] The system 10 can calculate each human capital index (including statistical data) displayed in the HD View 200, the Whole Company View 400, and the Division / Division / Section View 500 from the personnel data 124 stored in the storage device 120. FIG. 5 shows a method in which the system 10 calculates the human capital index from the personnel data 124.

[0063] The system 10 uses mapping data 125 to calculate human capital indices from the personnel data 124 of each company. The mapping data 125 is set for each company. For example, mapping data 125A is set for Co., Ltd. A1. The mapping data 125A is used to obtain data for calculating indices for Co., Ltd. A1 from the personnel data 124A of Co., Ltd. A1. The data for calculating indices for Co., Ltd. A1 is used to calculate (process 113) the human capital indices for the whole of Co., Ltd. A1 or its internal departments. Similarly, mapping data 125B, 125C, 125D, 125E, and 125F are set for Co., Ltd. A2, A3, and Co., Ltd. X, Y, and Z, respectively, and are used to obtain data for calculating indices for each company from the personnel data 124B, 124C, 124D, 124E, and 124F of each company.

[0064] In order to calculate the aggregated human capital index for the entire HD, the system 10 refers to the group company setting data 123 and identifies the companies A1, A2, and A3 that are set as group companies that make up the HD (Group G). The system 10 then obtains index calculation data for each of the companies A1, A2, and A3 from the personnel data 124A, 124B, and 124C based on the mapping data 125A, 125B, and 125C for the identified companies A1, A2, and A3. The system 10 calculates the aggregated human capital index for the entire HD from the index calculation data for each of the companies A1, A2, and A3 (Process 114).

[0065] In order to calculate statistical data of the human capital index, the system 10 obtains data for index calculation of each of the companies A1, A2, A3, X, Y, and Z based on the mapping data 125A, 125B, 125C, 125D, 125E, and 125F from the personnel data 124A, 124B, 124C, 124D, 124E, and 124F of each company that has a contract to use the system 10. From the data for index calculation, the statistical value (e.g., average value) of the human capital index is calculated (process 115).

[0066] Examples of human capital indicators calculated by the system 10 include the wage difference between men and women (all workers, regular employees, and non-regular employees), the rate at which men take parental leave, and the ratio of women in management positions.

[0067] The wage differential between men and women (all workers, regular employees, non-regular employees) can be based on the calculation method for the wage differential between men and women published by the Ministry of Health, Labor and Welfare, for example. To calculate the wage differential between men and women (all workers, regular employees, non-regular employees), all workers are divided into four groups: "female regular," "female non-regular," "male regular," and "male non-regular." The total wage for each of the "female regular," "female non-regular," "male regular," and "male non-regular" groups is then divided by the number of employees in each group to find the average annual wage for each group.

[0068] The gender wage gap for all workers is calculated by dividing the average annual wage of women (regular and non-regular) by the average annual wage of men (regular and non-regular). The gender wage gap for regular employees is calculated by dividing the average annual wage of women and regular employees by the average annual wage of men and regular employees. The gender wage gap for non-regular employees is calculated by dividing the average annual wage of women and non-regular employees by the average annual wage of men and non-regular employees.

[0069] The rate of men taking childcare leave can be based on the calculation method for the rate of taking childcare leave, etc. published by the Ministry of Health, Labor and Welfare, or the rate of taking childcare leave, etc. and childcare leave. The rate of taking childcare leave, etc. is calculated by dividing the number of male workers employed by the employer who took childcare leave, etc. during the published fiscal year by the number of male workers whose spouses gave birth during the published fiscal year.

[0070] The ratio of female managers is calculated, for example, by dividing the number of female managers by the total number of managers.

[0071] The system 10 calculates the above-mentioned index from the personnel data. FIG. 6 shows an example of personnel data 124A, 124B for Corporations A1 and A2, respectively. The personnel data 124A, 124B may include employee data and data on the employees' families. The data item "gender" in the personnel data 124A for Corporation A1 takes one of two data values, male or female. On the other hand, the data item "gender" in the personnel data 124B for Corporation A1 takes many types of gender data values, taking into consideration not only legal gender but also gender identity. In this way, the gender data values ​​are different for Corporations A1 and A2.

[0072] Neither personnel data 124A nor 124B of Corporations A1 and A2 has a data item that directly indicates the distinction between regular employees and non-regular employees, nor does it have a data item that directly indicates the distinction between managerial positions and non-managerial positions.

[0073] However, the data item "employee classification" in personnel data 124A, 124B of Corporations A1 and A2 may relate to the classification of regular employee / non-regular employee. The data value of "employee classification" in personnel data 124A of Corporation A1 is determined internally by Corporation A1, and is "part-time / contract employee / contract worker / executive / employee." Meanwhile, the data value of "employee classification" in personnel data 124B of Corporation A2 is expressed slightly differently from Corporation A1, and is "regular employee / dispatch / contract employee / part-time worker / executive."

[0074] In addition, the data items of "job title" and "job qualification name" in the personnel data 124A and 124B of Co., Ltd. A1 and A2 may be related to the classification of managerial / non-managerial positions. The data values ​​of "job title" and "job qualification name" in the personnel data 124A of Co., Ltd. A1 are determined within Co., Ltd. A1, and are "team leader / member / division manager / executive / section manager / general manager" and "L1 / L2 / L3 / L4 / L5 / M1 / M2 / M3 / executive". On the other hand, the data values ​​of "job title" and "job qualification name" in the personnel data 124B of Co., Ltd. A2 are "general employee / chief / section manager / section manager / general manager / director / representative director" and "J1 / J2 / J3 / S4 / S5 / S6 / M7M8 / executive".

[0075] In this way, the data values ​​of "job title" and "professional qualification name" are different between Corporations A1 and A2. In addition, each data item of the personnel data 124A and 124B of Corporations A1 and A2 can have its own data value.

[0076] In order to calculate a unified human capital index from personnel data that may have different data values, the system 10 makes the data values ​​contained in the personnel data correspond to data categories for calculating the human capital index. Fig. 7 shows a mapping screen 700 for setting the correspondence as mapping data 125. Mapping is performed by the user performing a mapping operation on this screen 700, and the mapping data 125 is saved in the storage device 120 when the user performs a "save" operation.

[0077] The mapping screen 700 includes a first setting section 710 (see FIG. 7(A)) for setting a data category related to an “employee” in the personnel data, and a second setting section 720 (see FIG. 7(B)) for setting a data category related to the “family” of the employee.

[0078] The first setting unit 710 shown in Fig. 7(A) includes, as data classification setting units, a gender setting unit 711, a regular employee classification setting unit 712, a manager classification setting unit 713, and a first childcare leave classification setting unit 714. The second setting unit 720 shown in Fig. 7(B) includes, as a data classification setting unit, a relationship setting unit 721.

[0079] 8 and 9 show examples of the settings in the first setting unit 710 and the second setting unit 720. Here, the mapping of the data values ​​of the personnel data 124A of Corporation A1 is explained as an example, but similar mapping is performed for Corporations A2 and A3, and Companies X, Y, and Z.

[0080] FIG. 8(A) shows details of the gender setting unit 711 for setting a gender data category. Here, the system 10 is configured to uniquely identify "female" or "male" from the personnel data 124A when calculating a human capital index related to "female" or "male," such as the female manager ratio or the rate at which males take childcare leave. That is, the gender setting unit 711 sets the data value of the data item "gender" in the personnel data 124A to correspond to "female" or "male" for calculating the index. Here, the data values ​​of "male" and "female" in the personnel data 124A are respectively associated with the index calculation data categories "male" and "female."

[0081] 8(A), the system 10 reads out the data values ​​of the data item "gender" of the personnel data associated with "gender" for index calculation from the storage device 120, and displays all the read out data values ​​(here, "female [gender]" and "male [gender]") in the gender setting section 711 as candidates for data values ​​that can be associated with the data category "male" for index calculation. The user sets the gender mapping data 125 by selecting a data value that can be associated with the data category "male" or "male" for index calculation from the candidates.

[0082] FIG. 8(B) shows details of the regular employee classification setting unit 712 for setting the data classification of regular employees. Here, the system 10 is enabled to uniquely identify regular employees / non-regular employees from the personnel data 124A when calculating human capital indicators related to regular employees / non-regular employees, such as the gender wage gap (regular employees) or gender wage gap (non-regular employees). That is, the regular employee classification setting unit 712 sets the data value of the data item "employee classification" in the personnel data 124A to correspond to "regular employees / non-regular employees / others" for calculating the indicator. Here, the data value of "employee" in the personnel data 124A corresponds to the data classification for index calculation "regular employees", the data value of "part-time / contract employees / contract employees" corresponds to the data classification for index calculation "non-regular employees", and the data value of "executive" corresponds to the data classification for index calculation "others".

[0083] 8(B), the system 10 reads out from the storage device 120 the data value of the data item "employee category" of the personnel data associated with the "regular employee category" for index calculation, and displays the read out data value as a candidate for the associated data value in the regular employee category setting unit 712. Note that in each setting unit 711, 712, 713, 714, 721, it is also possible to set multiple data values ​​for one data category in combination with "and" / "or" conditions.

[0084] FIG. 8(C) shows details of the managerial job classification setting unit 713 for setting data classifications for managerial jobs. Here, the system 10 is enabled to uniquely identify managers from the personnel data 124A when calculating human capital indicators related to managerial jobs, such as the female manager ratio. That is, the managerial job classification setting unit 713 sets the data value of the data item "job title" or "job title" in the personnel data 124A to correspond to "managerial job / non-managerial job / other" for calculating the indicator. Here, the data value of "division manager / section manager / department manager" in the personnel data 124A corresponds to the data category "managerial job" for index calculation, the data value of "team leader / member" corresponds to the data category "non-managerial job" for index calculation, and the data value of "executive" corresponds to the data category "other" for index calculation.

[0085] In order to display the screen shown in Figure 8 (C), the system 10 reads from the storage device 120 the data values ​​of the data items "job qualification name" and "job title" of the personnel data associated with the "management position category" for index calculation, and displays the read data values ​​in the management position category setting section 713 as candidates for associated data values.

[0086] FIG. 9(A) shows details of the first childcare leave category setting unit 714 for setting a data category for first childcare leave. Here, the system 10 is enabled to univocally identify the "first childcare leave" from the personnel data 124A when calculating a human capital index related to childcare leave, such as the rate at which men take childcare leave. That is, the first childcare leave category setting unit 714 sets the data value of the data item "Name of reason for leave" in the personnel data 124A to correspond to the "first childcare leave" for calculating the index. Here, the data value of "◆Childcare (paid)" in the personnel data 124A is associated with the data category "first childcare leave" for index calculation.

[0087] In order to display the screen shown in Figure 9 (A), the system 10 reads from the storage device 120 the data value of the data item "Name of reason for leave" of the personnel data associated with the "First parental leave category" for index calculation, and displays the read data value in the first parental leave category setting section 714 as a candidate for the associated data value.

[0088] FIG. 9(B) shows details of the relationship setting unit 721 for setting a data category for relationship. Here, the system 10 uniquely identifies "children" from the personnel data 124A when calculating a human capital index that requires identifying workers who have "children" in their family, such as the rate at which males take childcare leave. That is, the relationship setting unit 721 sets a data value of the data item "relationship name" in the personnel data 124A to correspond to "children" for calculating the index. Here, the data value of "second daughter / second son / eldest daughter / eldest son" in the personnel data 124A is associated with the data category "children" for calculating the index.

[0089] In order to display the screen shown in Figure 9 (B), the system 10 reads from the storage device 120 the data value of the data item "relationship name" of the personnel data associated with the "relationship" for index calculation, and displays the read data value in the relationship setting section 721 as a candidate for the associated data value.

[0090] Now, when calculating the human capital index, the system 10 may filter the personnel data 124. The system 10 can calculate the human capital index using only data that matches the filtering conditions among the personnel data 124. For example, when using the personnel data of a certain company to calculate the human capital index of the company, it is possible to use only the data of those who match the filtering conditions, rather than using the data of all people included in the personnel data 124 of the company.

[0091] In this case, the system 10 obtains, based on the mapping data, data for index calculation corresponding to a data category for calculating a human capital index from the data of individuals that meet the filtering conditions among the data included in the personnel data. The system 10 then calculates a human capital index from the data for index calculation obtained from the data that meets the filtering conditions. Such filtering can also be applied when calculating aggregate human capital indexes and statistical data.

[0092] The filtering condition may be, for example, a condition for distinguishing between target data and non-target data among the personnel data used for the calculation of the human capital index. The filtering condition may be, for example, a place of residence. In this case, only the personnel data of the person whose residence information included in the personnel data is a specific place of residence or the personnel data of the person whose residence information is other than the specific place of residence is used for the calculation of the human capital index. The filtering condition such as a specific place of residence may be set in advance in the system 10, or may be set by a user's setting operation. The place of residence as a filtering condition may be, for example, a country, a region consisting of multiple countries, a customs area, a region within a country, a prefecture, a state, or a city, town, or village. As an example, only the personnel data of the person whose residence information is other than the specific area may be used for the calculation of the human capital index. In this case, the human capital index (including the aggregate human capital index and the statistical data) may be calculated by excluding the residents of the specific area.

[0093] The filtering conditions may be other attributes of each person other than the place of residence. The other attributes may be, for example, gender, age, job title, position, etc. The filtering conditions may be a combination of two or more attributes.

[0094] The present invention is not limited to the above embodiment, and various modifications are possible. For example, the human capital index calculated by the system 10 is not limited to the above, and may be, for example, the ratio of female workers among workers, the ratio of female workers among regular employees, the ratio of female workers among hired workers, the mid-career hiring ratio of hired regular employees, the male-female ratio of executives, the rate of women taking childcare leave, etc. In addition, the data categories set as mapping data are not limited to the above, and may include those required for the calculated index as appropriate. [Explanation of symbols]

[0095] 10: Personnel computer system 15: Network 22: Terminal 23: Terminal 24: Terminal 25: Terminal 26: Terminal 27: Terminal 110: Processor 111: First process 112: Second process 113: Third process 114: 4th process 115: 5th Processing 116: 6th Processing 120: Storage device 121: Computer Programs 122: Database 123: Group company setting data 124: Personnel Data 124A: Personnel Data 124B: Personnel data 124C: Personnel Data 124D: Personnel data 124E: Personnel data 124F: Personnel Data 125: Mapping data 125A: Mapping data 125B: Mapping data 125C: Mapping data 125D: Mapping Data 125E: Mapping data 125F: Mapping data 126:Statistical data 150: Communication unit 200: Screen 201: Company Selection Department 202: Industry Selection Section 203: Annual Selection Section 210: 1st display section 220: 2nd display 230:Third display 400: Screen 410: 1st display section 420: 2nd display section 430:Third display section 500:Display 600:Display 700: Mapping screen 710: First setting section 711: Gender Setting Department 712: Regular Employment Worker Classification Department 713:Management classification setting department 714: First Parental Leave Category Setting Department 720: Second setting section 721: Relationship setting section

Claims

1. 1. A human resources computer system comprising: displaying a setting screen for setting mapping data for matching data values ​​included in the company's personnel data with data categories for calculating the company's human capital index; Accepting an operation to set the mapping data, and storing the mapping data in a storage device; determining, from the personnel data, index calculation data corresponding to a data category for calculating the human capital index based on the mapping data stored in the storage device; Calculating the human capital index of the company from the index calculation data; Displaying the human capital indicators of the enterprise; A human resources computer system configured to perform a process including:

2. obtaining the index calculation data includes obtaining the index calculation data for each of the plurality of companies from personnel data of each of the plurality of companies based on the mapping data for each of the plurality of companies set as a group of companies; The process comprises: Calculating an aggregate human capital index for all of the plurality of companies from the index calculation data for each of the plurality of companies; Display the aggregate human capital indicators The human resources computer system of claim 1 further comprising:

3. The process comprises: When an operation for drilling down from the display of the aggregate human capital index to a display of a human capital index for any one of the plurality of companies set as the group companies or any one of the departments within each company is accepted, the human capital index for any one of the plurality of companies set as the group companies or any one of the departments within each company is drilled down and displayed. The human resources computer system of claim 2 , further comprising:

4. obtaining the index calculation data includes obtaining the index calculation data for each of the plurality of companies from personnel data of each of the plurality of companies based on the mapping data for each of the plurality of companies; The process comprises: Calculating statistical data of human capital indicators of the plurality of companies from the index calculation data of each of the plurality of companies; Displaying said statistical data; The personnel computer system according to claim 1 , further comprising:

5. The data categories for calculating the human capital index include one or more data categories selected from the group consisting of gender categories, regular employee categories, managerial categories, categories of first-time parental leave takers, and categories of relationship to a child.

2. The personnel computer system of claim 1.

6. obtaining the index calculation data includes obtaining, from data included in the personnel data that matches a filtering condition, index calculation data corresponding to a data category for calculating the human capital index based on the mapping data; Calculating the human capital index includes calculating the human capital index from index calculation data obtained from data that meets the filtering condition.

2. The personnel computer system of claim 1.

7. displaying a setting screen for setting mapping data for matching data values ​​included in the company's personnel data with data categories for calculating the company's human capital index; Accepting an operation to set the mapping data, and storing the mapping data in a storage device; determining, from the personnel data, index calculation data corresponding to a data category for calculating the human capital index based on the mapping data stored in the storage device; Calculating the human capital index of the company from the index calculation data; Displaying the human capital indicators of the enterprise; A computer program for causing a computer to execute a process including the steps of:

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