Information processing apparatus, information processing method, and program

Abstract

To support development of human resources suitable for aspects of a person demanded by an organization to which a trainee in training belongs.SOLUTION: A server 10 comprises an input information acquisition unit 120, an organization demanded aspect information generation unit 121, and a recommendation unit 123. The input information acquisition unit 120 acquires, as input information, at least one of an organization information group related to a company or a post to which a plurality of users belongs, a subject group owned by the plurality of users and part of the company and the post, and a personal information group of the plurality of users. The organization demanded aspect information generation unit 121 generates, on the basis of the input information, human resource requirements indicating the skills and experiences of human resources demanded by the organization such as the company and the post. The recommendation unit 123 generates, on the basis of the human resource requirements, address information (for example, training, document, business operation, useful information and the like) that the company and the post and part of the users need to address.SELECTED DRAWING: Figure 3

Description

[Technical field]

[0001] The present invention relates to an information processing device, an information processing method, and a program. [Background technology]

[0002] 2. Description of the Related Art Conventionally, there have been human resource development support systems that diagnose a user's skills and support human resource development based on the results of the diagnosis (see, for example, Patent Document 1). [Prior art documents] [Patent documents]

[0003] [Patent Document 1] JP 2004-246507 A Summary of the Invention [Problem to be solved by the invention]

[0004] However, while it is clear that traditional training programs for human resource development can lead to improvements in individual users' skills by attending them, no consideration was given to whether the training would meet the needs of the users or the company (organization).

[0005] The present invention has been made in consideration of the above circumstances, and aims to support the development of human resources suited to the image desired by an organization. [Means for solving the problem]

[0006] In order to achieve the above object, an information processing device according to an embodiment of the present invention comprises: an input information acquisition means for acquiring at least one of the following as input information: an organizational information group consisting of one or more pieces of information related to an organization to which a plurality of people belong; a task group consisting of one or more pieces of information related to tasks held by each of the plurality of people and at least a portion of the organization; and a personal information group consisting of one or more pieces of information related to at least a portion of the plurality of people; a means for generating organization required appearance information that indicates an appearance required by the organization based on the input information; an effort information generating means for generating effort information indicating one or more contents that the organization and at least a part of each of the plurality of people should undertake based on the organization required appearance information; Equipped with. By recommending the initiative information generated in this way to the target person, the target person will take on tasks in accordance with the recommendation, thereby developing human resources that are suited to the image the organization is looking for, and as a result, it is possible to support human resource development that will move the company in a positive direction. An information processing method and a program corresponding to the information processing device according to one aspect of the present invention are also provided as an information processing method and a program according to one aspect of the present invention. Effect of the Invention

[0007] According to the present invention, it is possible to support the development of human resources suited to the image desired by an organization. [Brief description of the drawings]

[0008] [Figure 1] 1 illustrates an overall configuration of an information processing system according to an embodiment of the present invention. [Diagram 2] 2 is a block diagram showing a hardware configuration of a server in the information processing system of FIG. 1. [Diagram 3] 2 is a functional block diagram showing a functional configuration of a server in the information processing system of FIG. 1. [Figure 4] FIG. 13 is a diagram showing an example of an evaluation result of a user's skills associated with an evaluation index of a business skill. [Diagram 5] 4 is a flowchart showing a control process performed by the functional configuration of the server shown in FIG. 3. [Figure 6] FIG. 6 is a diagram illustrating the control process of FIG. 5 in detail, and is a diagram illustrating an example of recommendation processing by a server. [Figure 7] 4 is a diagram showing a training plan acquired as one piece of information in an organization information group by the server of FIG. 3 in a first example. FIG. [Figure 8] FIG. 4 is a diagram showing information held by companies B and C in a second example of recommendations in the server of FIG. 3. DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS

[0009] Hereinafter, an embodiment of the present invention will be described with reference to the drawings. FIG. 1 shows the overall configuration of an information processing system 1 according to one embodiment of the present invention. The information processing system 1 shown in FIG. 1 is configured by connecting a server 10 and n (n is any integer value equal to or greater than 1) user terminals 20-1 to 20-n with each other via a predetermined network NW such as the Internet. In the following description, when there is no need to distinguish between the user terminals 20-1 to 20-n, they will be collectively referred to as "user terminal 20."

[0010] The user terminal 20 is an information processing device managed for each user, and is composed of, for example, a tablet terminal, a smartphone, etc. The user undergoes predetermined human resource development for a predetermined period of time by attending one or more training courses (such as courses for improving business skills) provided by the service provider. Some users have also undergone predetermined human resource development by attending training courses from the past to the present. The server 10 is managed by the service provider. The server 10 executes various processes while controlling the operations of the user terminals 20-1 to 20-n.

[0011] Upon receiving applications from one or more companies, the service provider allows employees of the company to take designated courses as users and provides online training, etc. The service provider also tests the users to confirm their level of understanding and mastery of the content of the courses and online training they have taken, evaluates and scores (visualizes) the results of the tests, and provides advice to the users regarding their future course plans, etc. Furthermore, based on the results of each test for multiple employees (users) belonging to a company or department within that company, the service provider will support the growth of the company or department, etc., and present optimal solutions for future growth, enabling them to contribute to the development of society.

[0012] Specifically, in this embodiment, the server 10 operates in cooperation with the user terminal 20 as follows. That is, the server 10 first transmits to the user terminal 20 a business fundamentals diagnostic test (hereinafter simply referred to as a "test") consisting of one or more of a plurality of questions pre-stored in the server 10, and receives the answers entered by the user for each of the one or more questions.

[0013] The test is administered by the service provider. The questions in the test are intended to evaluate the user's basic business skills (basic business skills), and are set by the service provider for one or more business skills to be evaluated and for one or more themes for each skill. Basic business skills refer to skills or abilities that are useful in working as a member of society.

[0014] Explain the relationship between skills and themes for evaluating fundamental business skills. Skills are categorized (defined) into m categories (m is any integer value greater than or equal to 1) based on a specific perspective, and each of the one or more skills has p themes (p is any integer value greater than or equal to 1, independent of m) defined. The test will include questions on each topic related to that topic.

[0015] The user terminal 20 receives the test transmitted by the server 10. Then, the user operates the user terminal 20 to input answers to each of the multiple questions that make up the test. The user terminal 20 transmits to the server 10 the test answers (a collection of answers to each question) entered by the user.

[0016] The server 10 sequentially acquires and grades the test answers each time they are sent from each of the user terminals 20-1 to 20-n. The server 10 also normalizes the graded results for each item, and stores and manages them as scores (human power) in a database for each user and for each department (division or section) to which each user belongs.

[0017] The server 10 acquires input information from each user in addition to the test scores. The input information that can be acquired from each user includes a group of issues such as issues derived from the test scores and issues that the user recognizes (e.g., lack of knowledge). In addition, there is a group of organizational information (e.g., business plans, organizational policies, organizational roles, organizational attributes, desired personality, etc.) held by the company to which the user belongs and departments within the company, and a group of personal information (e.g., personal attributes (gender, age, occupation), personal experience, user's personal course history, etc.) held by the user. The server 10 stores and manages one or more of these pieces of information acquired from the user terminal 20 in a database. Then, the server 10 generates, based on the input information, human resource requirements (organization requirement information) indicating the profile required by an organization such as a company or a department, for example, skills, experience, and the like. Based on the generated human resources requirements, the server 10 generates initiative information (e.g., training, books, work, useful information, etc.) indicating one or more contents that at least some of the companies, departments, and multiple users should undertake, and presents the information to the user terminal 20 of the requesting user.

[0018] In this way, the server 10 acquires one or more pieces of input information from among the organizational information group, task group, and personal information group held by a company or a department within the company, generates human resource requirements (organizational requirement information) indicating the image desired by the company, department, etc., for example, skills and experience, from the one or more pieces of input information, and based on the generated human resource requirements, presents to the user terminal 20 of the requesting user initiative information (for example, training, books, work, useful information, etc.) indicating one or more contents that at least a portion of the company, department, and multiple users should work on. This allows for the development of human resources that are suitable for the image desired by the company, department, etc., and as a result, supports human resource development to move the company in a positive direction.

[0019] FIG. 2 is a block diagram showing a hardware configuration of a server in the information processing system 1 of FIG.

[0020] The server 10 includes a CPU (Central Processing Unit) 101, a ROM (Read Only Memory) 102, a RAM (Random Access Memory) 103, a bus 104, an input / output interface 105, an output unit 106, an input unit 107, a memory unit 108, a communication unit 109, and a drive 110.

[0021] The CPU 101 executes various processes according to a program recorded in the ROM 102 or a program loaded from the storage unit 108 into the RAM 103 . The RAM 103 also stores data and the like necessary for the CPU 101 to execute various processes.

[0022] The CPU 101, the ROM 102, and the RAM 103 are connected to one another via a bus 104. An input / output interface 105 is also connected to this bus 104. An output unit 106, an input unit 107, a storage unit 108, a communication unit 109, and a drive 110 are connected to the input / output interface 105.

[0023] The output unit 106 is composed of a display, a speaker, etc., and outputs various information as images and sounds. The input unit 107 is composed of a keyboard, a mouse, etc., and is used to input various information.

[0024] The storage unit 108 is configured with a hard disk, a DRAM (Dynamic Random Access Memory), etc., and stores various data. The communication unit 109 communicates with other devices (user terminal 20 in the example of FIG. 1) via a network NW including the Internet.

[0025] Removable media 111, such as a magnetic disk, an optical disk, a magneto-optical disk, or a semiconductor memory, is appropriately loaded into the drive 110. A program read from the removable media 111 by the drive 110 is installed in the storage unit 108 as necessary. Further, the removable medium 111 can store various data stored in the storage unit 108 in the same manner as the storage unit 108 .

[0026] FIG. 3 is a functional block diagram showing a functional configuration of the server in the information processing system of FIG. As shown in FIG. 3, an input information DB 141, an attribute information DB 142, and an effort information DB 143 are provided in one area of ​​the storage unit 108 (FIG. 2) of the server 10. The input information DB 141 stores, for each department, logs of training courses taken to date (training history) by users belonging to a company, results of business basics diagnostic tests taken (hereinafter referred to as "test logs"), and so on.

[0027] Specifically, the input information DB 141 stores basic attributes such as the name, employee number, age, sex, and occupation of employees who will be receiving training services at the company, their current and past departments (divisions, etc.) within the company, their job titles, the type of business of the company, information on courses and training courses to be taken (course names and numbers, training names and numbers, attendance history such as attendance dates, information on courses to be taken in the future, etc.), questionnaires (questions) and answers given by the service provider to each user, etc., in association with information identifying individual users (user IDs or user numbers, etc.). The input information DB 141 also stores scores for each department of the company. The scores for each department are the average scores for each category and item of employees belonging to the department, etc.

[0028] The input information DB 141 stores information on the company to which the user belongs (company size (number of people), organizational structure (organizational hierarchy, etc.), department, division staffing, etc.) and company attributes. The company attributes include industry, business type, number of people, etc. In addition, the input information DB141 stores information about each employee (user) in the company (e.g., employee name, age, date of joining the company, years of employment, organizational position, job title, etc.) linked to the employee's personal identification information such as employee number. Additionally, the input information DB 141 stores performance information of the company to which the user belongs (for example, information to the extent that is disclosed in economic information magazines, etc.) so that it can be compared with other companies in the same industry.

[0029] An itemized training theme list is stored in the input information DB 141. In the itemized training theme list, a training theme for each item in each category and a specific training name for each training theme are set.

[0030] Furthermore, information on tests conducted by the service provider is stored in the input information DB 141. The information on the tests includes, for example, test questions, answers, test results of individual users (scores for each skill item) and their overall evaluation of business fundamentals (scores for each category), questionnaires for companies and users using the training service and responses to the questionnaires, the number of companies using the training, the number of participants, the number of companies starting hierarchical training, the number of participants by training theme and by hierarchical level, the lead time required for decision-making before introducing training, and human resource development log information including the number of registered service user IDs.

[0031] Furthermore, the input information DB 141 stores information, issues, etc. held by users and companies. Specifically, the information held by users and companies is information that indicates the current strength of individual users (human strength) and the current strength of each department within the company (organizational strength), such as the scores of each user's most recent test results, and the average scores (by department) for each category and item of users belonging to departments within the company. Issues include issues derived from objective data obtained by users and companies conducting tests, and issues that users and companies themselves recognize. Issues visualized from objective data are those with low or biased scores. Issues recognized by the subjects themselves are issues that individual users and companies (organizations) are already aware of (self-acknowledge). When a service provider provides this service, a certain type of hierarchy that is predefined by the service provider, for example grades 1 to 5, is adopted and stored in the input information DB141 as a standard organizational hierarchy (standard hierarchy). Specifically, the standard hierarchy is divided into grades 1 to 5, such as grade 1 "newcomer," grade 2 "young employee," grade 3 "mid-level employee," ... and grade 5 "management."

[0032] Among the above input information, information related to the attributes of companies and users is stored in the attribute information DB 142. The information related to users includes information on the company and industry to which the user belongs. In the attribute information DB 142, for example, the current basic attributes (primary attributes such as age, sex, and occupation) and other additional attributes (secondary attributes such as job title and industry) are stored separately. All basic attributes are registered for a user. Additional attributes are registered voluntarily by active input from the user.

[0033] The initiative information DB 143 includes the user's past training attendance plans (attendance history), The content of the efforts (e.g., training, books, work, useful information) and the results of the efforts (changes in scores on periodic tests, changes in behavior, etc.) are stored. The details of the efforts include, for example, what kind of training the user has received, what books the user has read, what kind of work the user has performed, and other useful information.

[0034] The power of an individual user is expressed by a score for each category and item obtained as a result of the above-mentioned business fundamentals diagnostic test. Other methods of obtaining the power of an individual user include a method of quantifying the user's motivation from the user's answers to a questionnaire consisting of multiple items, and the way of expressing the power of an individual user is not limited to the results of the business fundamentals diagnostic test. The same is true for the power of a company.

[0035] From among the training themes, the user can take the training that he / she wishes to take. A plurality of courses are stored as the training. A course is, for example, a training session or seminar that implements a training program, and a plurality of users can participate in a plurality of courses. Each of the plurality of courses corresponds to one or more evaluation elements. The one or more evaluation elements are not particularly limited, but in the following description, a theme or sub-theme is used. That is, in the following example, one course is associated with one or more (mainly one) themes or sub-themes. Themes are subjects that name each of the skill elements of business, and are associated with the course name. Sub-themes are small themes contained within a theme, and courses are set up just for small themes. The same applies to training.

[0036] Here, the indicators for evaluating fundamental business capabilities will be described with reference to FIG. FIG. 4 is a diagram showing an example of an evaluation result of a user's skill associated with an evaluation index of the business skill. As shown in the graph in Figure 4, for example, indicators for evaluating basic business skills are defined (categorized) into four skills, such as "Business knowledge," "Planning & Control," "Thinking," and "Communication." Skill items are set for each of the four defined (categorized) skills. A skill item is one of the evaluation elements for each skill. Training (courses) are set for each skill item.

[0037] For example, the skill items for measuring basic business skills for the "business knowledge" skill include current affairs, legal affairs, human resources, and labor, finance and accounting, marketing, management, etc. Although not shown in the figure, the skill item legal affairs, human resources, and labor includes sub-items such as human resources and labor and compliance.

[0038] The skill items for measuring the basic business skills of the "planning & control" skill include objectives and goals, planning, business management, review and evaluation, improvement, etc. Although not shown in the figure, the skill item "objectives and goals" includes a sub-item called "goal thinking." In addition, the skill item "planning" includes a sub-item called "action plan creation."

[0039] Skill items for measuring the basic business skills of the "thinking" skill include numerical processing, application of thinking methods, information gathering, problem setting, solution planning, etc. Although not shown in the figure, the theme of application of thinking methods includes a sub-theme of elemental decomposition ability.

[0040] Skill items for measuring basic business skills in the "communication" skill category include negotiation, written communication, oral communication, attentive listening, business etiquette, etc. Although not shown in the figure, the skill item of written communication includes a subitem of slide creation ability.

[0041] Here we will explain how to categorize (divide) skills for evaluating business skills. Skills can be broadly divided into four categories, systematizing the skills necessary for growth in human resource development. In order for people to achieve results, they need planning and control. In order to improve planning and control, they also need thinking skills such as will and judgment, communication skills to build relationships, and business knowledge. In this way, by dividing basic business skills into four categories and expressing (visualizing) the results of the diagnosis in a numerical value (score), it becomes easier to see the characteristics of the skills possessed by the person being diagnosed.

[0042] The score is a numerical value (from "1" to "5") that evaluates the score for each test item, for example, on a 5-point scale, and a total numerical value for each skill is also stored. If one category has 5 skill items, each category has a maximum score of 25 points, and the user's evaluation for each category is shown by the total score of each skill item in this case.

[0043] The business fundamentals training is for individual skill items or courses with multiple themes, and the user's business skills are improved by taking the training. When the user takes the training, a business fundamentals diagnostic test is administered before, during, and after the training.

[0044] In the CPU 101 (see FIG. 2) of the server 10, when executing processing, an input information acquisition unit 120, a hierarchical linking unit 122, a recommendation unit 123, and a display control unit 124 function as shown in FIG.

[0045] The input information acquisition unit 120 acquires one or more pieces of input information to derive the desired image (e.g., human resources, policies, roles) of a company, department, etc. to which multiple users belong who are scheduled to undergo specified human resource development for a specified period of time (e.g., N years, such as 0.5 years (half a year), 1 year, 2 years, 3 years, etc.) by taking one or more training courses. Examples of one or more pieces of information include information held by the company (e.g., business plans, organizational policies, etc.), the current state (e.g., the current organization and capabilities of the target person (e.g., test scores)), and personal information of the user (e.g., attributes (gender, age, occupation), user challenges (e.g., lack of knowledge), user's course history, etc.). Attributes include basic attributes and additional attributes. Basic attributes include, for example, gender, age, occupation, industry, position, etc. Additional attributes include the employee's position in the company, the company's industry, etc. In addition to the one or more pieces of input information mentioned above, the information may also include information (e.g., test scores, a person's motivation evaluation value, etc.) for deriving issues (e.g., issues visualized from objective data and issues recognized by the user himself) for a specific level of user (e.g., young people, etc.) among multiple users for whom a course plan is to be created.

[0046] Specifically, the input information acquisition unit 120 acquires information held by the company, such as business plans, organizational policies, organizational roles, organizational attributes (industry, business type, number of people, size, etc.), division of duties, hierarchy, organizational chart, human resources requirements, training plans, etc.

[0047] The input information acquisition unit 120 acquires the current strength (personal strength and organizational strength) of the user and the company to which the user belongs, issues as seen by the user and the company, issues recognized by the user and the company, etc., stores them in the initiative information DB 143, and reads and uses them as needed.

[0048] The input information acquisition unit 120 conducts a test when acquiring the abilities of a person or an organization. In this case, the input information acquisition unit 120 creates questions for each theme item from among questions for evaluating the user's business-related abilities (basic business abilities), which the user answers by operating the user terminal 20. A collection of questions and answers for each theme item created in this way constitutes a test. From the answers given by the user to the test by operating the user terminal 20, a score for each item is calculated and stored in the input information DB 141. The input information acquisition unit 120 displays the test questions stored in the input information DB 141 on the user terminal 20 via the communication unit 109, thereby presenting the questions to the user. The user operates the user terminal 20 to input answers (answers for each question) to the test questions posed by the input information acquisition unit 120. The answers input by the user are transmitted from the user terminal 20 to the server 10.

[0049] The input information acquisition unit 120 acquires the answers to the test (a collection of answers for each question) sent from the user terminal 20 via the communication unit 109. The input information acquiring unit 120 grades the acquired test answers for each question based on a predetermined grading standard. The input information acquisition unit 120 normalizes (scores) the scoring results for each question for each theme of each skill, and stores the scores in the effort information DB 143 as evaluation results linked to the item name of each theme, and manages them for each user.

[0050] In response to a request for evaluation presentation (table creation instruction) from the user terminal 20, the input information acquisition unit 120 acquires a specific user's score and a specific population that includes the specific user from the scores of one or more users managed in the initiative information DB 143, and outputs them to the display control unit 124.

[0051] The predetermined population is extracted from the input information DB 141 and the effort information DB 143 according to a predetermined extraction condition that is set in advance. Specifically, as described above, a population can be extracted with a predetermined extraction condition being any combination of any number (including 1) of the same age, the same occupation, the same industry, the same job title, the same joining year, or the past scores of a predetermined user.

[0052] The input information acquiring unit 120 acquires, for the user, a current evaluation value (score in a business fundamentals diagnostic test) of business-related ability (business fundamentals) as human ability. Specifically, the input information acquisition unit 120 acquires information indicating the business fundamentals of each of one or more employees belonging to the company via the user terminal 20, and stores the information in the input information DB 141. The information indicating the business fundamentals is, for example, a score for each category and item obtained as a result of a test for evaluating skills that are business capabilities.

[0053] The input information acquisition unit 120 acquires information relating to an individual user. Specifically, the input information acquisition unit 120 acquires a group of personal information (personal attributes, tasks recognized by the user, course history, etc.) of the users who are scheduled to take the training transmitted from the user terminal 20 of each user, and stores the information in the input information DB 141. Among these, the information on attributes is stored in the attribute information DB 142, and necessary information is read out from each DB and used as necessary. Since the information about individual users is entered voluntarily, not all information is obtained, and the obtained information is stored in the DB and used. The more complete (more) the input information is, the more precise the results will be.

[0054] The required organization profile information generating unit 121 generates required organization profile information indicating a profile required by a company or department based on input information. The required organization profile information includes human resource requirements such as user skills and experience. The organization requirement profile information generating unit 121 includes a human resources requirement deriving unit 131 and a problem deriving unit 132 .

[0055] The human resource requirement derivation unit 131 derives requirements regarding at least one of the skills and experience that a company or department requires of a user as human resource requirements based on at least an organizational information group among the input information, and generates organizational requirement profile information that includes at least the human resource requirements.

[0056] The problem derivation unit 132 derives problems (for example, "comprehensive problems") that can be seen from at least two perspectives, the self-recognition problems and the objective problems, from the input information, and generates information on the organization's desired vision that includes at least the comprehensive problems. Here, the information on the organization's desired vision is the requirements for human resources who overcome the comprehensive problems and realize the vision that the company desires.

[0057] The hierarchical linking unit 122 converts hierarchical levels used by a company (e.g., first-year employees, employees with 2-5 years of employment, employees with 6-10 years of employment, etc.) into standard hierarchical levels (levels based on length of employment) previously set by the service provider, for example, Grade 1 "newcomer", Grade 2 "young employee", Grade 3 "mid-level employee", etc. Specifically, for example, a first-year employee at a company is associated with grade 1, "new employee," in the standard hierarchy. Employees who have been with the company for 2-5 years are associated with grade 2, "young employee," in the standard hierarchy. Employees who have been with the company for 6-10 years are associated with grade 3, "mid-career employee," in the standard hierarchy. When the hierarchical level used by the company corresponds to the standard hierarchical level, the hierarchical linking unit 122 sets only the correspondence relationship between them and does not perform hierarchical conversion processing.

[0058] The recommendation unit 123 generates effort information indicating one or more contents that at least some of the companies, departments, and multiple users should work on, based on the organization requirement information including the human resource requirements generated by the organization requirement information generation unit 121. The effort information includes, for example, training, books, work, useful information, and the like. Specifically, the recommendation unit 123 searches the input information DB 141, attribute information DB 142, and effort information DB 143 using the human resource requirements included in the organization's required appearance information as a key, and reads out at least one of effort information that corresponds to the human resource requirements of the user or company or similar effort information, and further, effort information suitable for the user or company from the past history, and outputs the readout to the display control unit 124, whereby the display control unit 124 recommends (presents) the effort information on the screen of the user terminal 20 of the requesting user or human resources person of the company, etc., as an item to be addressed in the future. These judgments of whether something corresponds, is suitable, is similar, etc. are made by processing using AI or a predetermined program.

[0059] The display control unit 124 performs control to display the initiative information output from the recommendation unit 123 as a recommendation on the screen of the user terminal 20 of the requesting user.

[0060] Furthermore, the display control unit 124 performs control to display, on the screen of the user terminal 20 via the communication unit 109, two line graphs (radar charts) in which the scores are plotted in circular display areas, respectively. In addition, the display control unit 124 superimposes two line graphs (see, for example, FIG. 4) in which the current score of the prospective student and the score of a specific population that includes the prospective student are plotted in a circular display area, and controls the display on the screen of the user terminal 20 via the communication unit 109.

[0061] Now, the operation of the server will be described with reference to FIG. FIG. 5 is a flowchart showing a control process performed by the functional configuration of the server shown in FIG. As shown in FIG. 5, in step S11 of the server 10, the input information acquisition unit 120 acquires as input information at least one of an organizational information group consisting of one or more pieces of information about an organization (e.g., a company or department) to which a plurality of people (e.g., users) belong, a task group consisting of one or more pieces of information about tasks held by each of the plurality of people and at least some of the organizations, and a personal information group consisting of one or more pieces of information about at least some of the plurality of people. In step S12, the organization requirement information generating unit 121 generates, based on the input information, human resource requirements (organization requirement information) indicating the requirements of an organization such as a company or a department, for example, skills, experience, and the like. In step S13, the hierarchy linking unit 122 links (converts) the hierarchy used by the company (for example, employees in their first year at the company, employees with 2-5 years at the company, employees with 6-10 years at the company, etc.) to standard organizational grades preset by the service provider, for example, Grade 1 "newcomer", Grade 2 "young employee", Grade 3 "mid-level employee", etc. In step S14, the recommendation unit 123 generates initiative information (e.g., training, books, work, useful information, etc.) indicating one or more contents that at least some of the companies, departments, and multiple users should undertake based on the human resources requirements, and outputs the information to the display control unit 124. The display control unit 124 transmits the activity information output from the recommendation unit 123 to a user terminal 20 such as the user or the requesting human resources person, thereby presenting the activity information to the user or the requesting human resources person.

[0062] Here, an example of recommendation processing by the server will be described with reference to FIG. FIG. 6 is a diagram illustrating the control process of FIG. 5 in detail, and is a diagram showing an example of recommendation processing by the server. The example of the recommendation process shown in FIG. 6 illustrates many pieces of information that may be input as input information, but this is not necessarily all of the information. As shown in FIG. 6, in step S21, the input information acquisition unit 120 of the server 10 acquires at least one (in the example of FIG. 6, the organization information group) from the following input information (organization information group, task group, personal information group). Specifically, the organizational information group includes, for example, business plans, organizational policies, organizational roles, organizational attributes (industry, business type, number of employees, etc.), division of responsibilities, hierarchy, organizational chart, desired personality profile, education plans, course attendance plans, etc. The group of tasks includes tasks derived from the user's own current abilities (human abilities), such as the score of a business fundamentals diagnostic test, and tasks that the user himself (individually) recognizes. The personal attributes include personal experiences, personal course records, etc. The input information may be directly acquired from the user terminals 20, or information stored in the input information DB 141, the attribute information DB 142, and the effort information DB 143 may be read out.

[0063] In step S22, the organization requirement information generating unit 121 generates one or more of human resource requirements and issues indicating skills, experience, and the like of human resources required by an organization such as a company or a department, based on the acquired input information. Specifically, when at least an organization information group is included in the input information, the organization requirement profile information generating unit 121 derives requirements related to at least one of skills and experience that the company requires of users (employees) as human resource requirements based on the organization information group, and generates organization requirement profile information including at least the human resource requirements. This makes it possible to extract the human resource requirements that the company requires of users (employees).

[0064] Furthermore, when the input information contains at least a group of user or company challenges, which are self-perception challenges recognized by at least some of the individuals among a plurality of people, and objective challenges derived from the current abilities (scores) of at least some of the individuals among a plurality of people, the organization's required appearance information generation unit 121 derives comprehensive challenges seen from the two perspectives of the self-perception challenges and the objective challenges, and generates organization's required appearance information that includes at least the comprehensive challenges.

[0065] Here, the organization requirement profile information generating unit 121 checks whether or not the company has hierarchical information (its own hierarchical level) among the input information acquired by the input information acquiring unit 120, and if the company's hierarchical level has been acquired, it links the acquired company's hierarchical level with the grade (hierarchical level by years of employment at the company) set in the initiative information DB 143. Since the classification and setting of hierarchical levels, such as granularity, expression, and definition, differs depending on the company, it is necessary to link the hierarchical level of this system with the hierarchical level of the company in order to plan and output the course plan. For example, if the company has six hierarchical levels, a process of allocating and associating the six hierarchical levels with the standard hierarchical level of five is performed. If the company's hierarchy is not obtained, or if the company's hierarchy matches the standard hierarchy, the grades of this system are applied and the grades are linked to the number of years each user has been employed at the company, etc.

[0066] Next, in step S23, the recommendation unit 123 derives appropriate information from the input information DB 141 and the attribute information DB 142 among the following information, using the attributes of the grade, company, or department linked by the hierarchical linking unit 122 as a key. Specifically, the recommendation unit 123 generates initiative information (e.g., training, books, work, useful information, etc.) indicating one or more contents that at least a portion of the company, department, and multiple users should undertake based on the desired image of the organization generated by the organizational requirement information generation unit 121, i.e., human resources requirements and issues. Specifically, the recommendation unit 123 reads out initiative information that meets the human resources requirements and solves the problem from the past history of the initiative information DB 143 and outputs it to the display control unit 124, so that the initiative information is presented from the display control unit 124 to the user terminal 20 that made the request.

[0067] In this manner, according to the embodiment of the server 10, at least one of the following is acquired as input information: a group of organizational information relating to the companies or departments to which multiple users belong; a group of issues faced by each of the multiple users and some of the companies or departments; and a group of personal information of each of the multiple users. Based on the input information, human resource requirements indicating the skills and experience of personnel desired by the organization such as the company or department are generated. Based on the human resource requirements, information on initiatives that the company, department, and some of the users should undertake (e.g., training, books, work, useful information, etc.) is generated and presented to the requesting user, company, department, etc.; therefore, when the user undertakes things according to the presented recommendations, human resource suited to the image desired by the company is developed, and as a result, it is possible to support the development of the human resource desired by the company.

[0068] Next, an example of recommendation processing in the server will be described with reference to FIGS. First, the first example will be described with reference to FIG. FIG. 7 is a diagram showing a training plan acquired as one piece of information of the organization information group by the server of FIG. 3 in the first example. The first example is an example in which the content of recommendations changes depending on whether the input information obtained from a group of organizational information held by a company is, for example, only an educational plan or an educational plan and assignments.

[0069] In the first example, the educational plan and organizational attributes shown in FIG. 7 are acquired as the group of organizational information, and the individual's course history is acquired as the group of personal information. In the training plan shown in FIG. 7, the user who acts in accordance with the training plan is in Grade 1 in terms of his / her own hierarchy, and has already taken the recommended training theme 1, "Basic training in business etiquette."

[0070] In this example, since the server 10 did not acquire a group of issues for the company, effort information is generated based on general issues derived from the attributes of the company acquired as input information. In this case, the initiative information generated and recommended may be, for example, [Training] for business writing, [Books] for basics of improving writing skills, and an [Initiative] such as "try actually using the patterns learned in the training."

[0071] On the other hand, if, in addition to the above educational plan, input information is obtained including the challenges that the individual user or company recognizes from the group of challenges and the test scores of the users to be recommended, i.e., "human capabilities," then effort information is generated that adds efforts to the educational plan that take into account the challenges and "human capabilities." Specific initiative information, for example, is generated and recommended as [Training] such as greeting training, [Books] such as practical guides for improving writing skills, and [Initiatives] such as "practice greeting people in a cheerful manner, not only in your own department but also in other departments." Note that the initiative information does not necessarily generate all three of [Training], [Books], and [Initiatives]; instead, it may output book recommendations instead of training recommendations.

[0072] Thus, according to this first example, if the issues recognized by the company are not input, a course plan based on general issues derived from the input information such as attributes is recommended, whereas if the issues recognized by the company and "people's power" are input, initiative information is output that adds (related) initiatives that take into account the issues and "people's power", making it possible to implement employee training according to the company's conditions (whether or not to place emphasis on the recognized issues, "people's power", "organizational power", etc.).

[0073] Next, a second example will be described with reference to FIG. FIG. 8 is a diagram showing information held by each of companies B and C in the second example of recommendation in the server of FIG. The second example is a case where, when making recommendations to two companies (for example, Company B and Company C), the recommendations change depending on the attributes (industry) of the companies.

[0074] As shown in FIG. 8, for example, information held by company B indicates that the industry is, for example, IT, the number of employees is, for example, 500, and the user hierarchical level is medium-level. In contrast, the information held by Company C indicates that the industry is, for example, retail, the number of employees is, for example, 480, and the user hierarchy is medium-level.

[0075] If the only difference between Company B and Company C is the industry, specific initiative information for Company B will be generated and recommended, for example, for [Training], project management and negotiation skills are recommended; for [Books], an introduction to leadership is recommended; and for [Initiatives], "Try writing a project charter based on the format you learned in the training" is recommended. On the other hand, specific initiative information for Company C is generated and recommended, for example, for [Training], a method for proceeding with OJT and introductory management figures are recommended, for [Books], an introduction to leadership is recommended, and for [Initiatives], "Create an OJT plan and receive feedback (FB) from your supervisor" is recommended.

[0076] In this way, according to the second example, the issues recognized by both companies B and C are exactly the same, but different action information is recommended depending on the characteristics of the industry and the capabilities that the company has. If more information is input, it will be possible to make more precise recommendations on the issues (actions, etc.) that individual users or companies should address in the future.

[0077] Although one embodiment of the present invention has been described above, the present invention is not limited to the above-described embodiment, and modifications, improvements, etc. within the scope that can achieve the object of the present invention are included in the present invention.

[0078] For example, the hardware configuration shown in FIG. 2 is merely an example for achieving the object of the present invention, and is not particularly limited.

[0079] Moreover, the functional block diagram of the server 10 shown in Fig. 3 is merely an example and is not particularly limited. That is, it is sufficient that the information processing device has a function capable of executing the above-mentioned series of processes as a whole, and the functional blocks and databases used by the information processing device to realize this function are not particularly limited to the example of Fig. 3. In the embodiment, the database is configured to be divided into three, but it may be consolidated into one or two, or may be subdivided into four or more.

[0080] Further, although an example in which the functional blocks and the database are arranged on one server has been described, the arrangement location is not limited to that in FIG. 3, and may be arbitrarily distributed and arranged on a plurality of information processing devices. Furthermore, one functional block and database may be configured as a single piece of hardware, may be provided in separate hardware, may be configured as a single piece of software, or may be configured as a combination of these.

[0081] When the processing of each functional block is executed by software, a program constituting the software is read from a network or a recording medium into a computer such as a CPU of an information processing device. The computer may be a computer built into dedicated hardware, or may be implemented in an information processing device capable of executing various functions by reading various programs, such as a server, or a general-purpose smartphone or personal computer.

[0082] A recording medium containing such a program is not only composed of removable media that is distributed separately from the device body in order to provide each user with the program, but also composed of a recording medium that is provided to each user in a state in which it is pre-installed in the device body.

[0083] In this specification, the steps of describing a program to be recorded on a recording medium include not only processes that are performed chronologically according to the order, but also processes that are not necessarily performed chronologically but are executed in parallel or individually.

[0084] In addition, in this specification, the term "system" refers to an overall device that is composed of a plurality of devices, a plurality of means, etc.

[0085] In the above-described embodiment, the differences in recommendations based on the combination of the organizational information group, the task group, and the personal information group among the input information are not described in detail, but the following combinations are also possible. For example, by entering information on one or more of the three categories of organization, task, and individual, the system can recommend training, books, tasks, useful information, etc. A comprehensive judgment may be made from the perspective of both the self-recognized challenges and the capability data possessed by the individual or company, and recommendations may be made for overcoming the challenges. Recommendations may be made from the perspective of both the human resource requirements (the image the organization desires) derived from company information and the integrated issues derived from the above issues. This allows various efforts to be made to become the image the company desires, and also presents issues to overcome the issues the user feels, making it possible to recommend positive information on efforts that is convincing to the user. By making recommendations from the perspective of both the human resources requirements derived from organizational information sets and the attributes of individuals, even within the same hierarchy, the initiative information changes depending on an individual's experience, year of joining the company, etc., making it possible to recommend appropriate initiative information according to the attributes of the individual user, company, or department. From the perspective of both integrated issues and individual attributes, even if individuals have the same seniority and experience, it is possible to recommend more appropriate initiative information for individual users, companies, or departments based on their respective capabilities and issues. By taking into consideration all aspects, including human resource requirements derived from organizational information, integrated issues, and individual attributes, it is possible to recommend more appropriate initiative information for individual users, companies, and departments.

[0086] In the above-described embodiment, as an example of visualizing "human capabilities," skills for evaluating basic business capabilities are divided into four categories, such as business knowledge, planning and control, communication, and thinking, but this is merely an example. That is, any m skills (m is an integer value of 1 or more) related to basic business skills can be adopted. In this case, the skill items provided for each skill are not particularly limited to the examples of the above-mentioned embodiment, and any p skill items (p is an integer value of 1 or more independent of m) can be adopted.

[0087] In the above embodiment, information indicating the "human skills" of each of one or more people (users) belonging to a company is obtained by, for example, normalizing the scores on a business fundamentals diagnostic test for each item in one or more skills that evaluate business skills, but other examples are also possible. In the above embodiment, a company and a department therein are given as an example of an organization, but other organizations such as groups and communities are also acceptable. The target of the recommendation is a user, but other targets such as employees, personnel, police officers, training subjects, and company personnel are also acceptable, and any request source is sufficient.

[0088] In the above embodiment, at least one of the acquired group of organizational information, group of issues, and group of personal information is used as input information, and human resource requirements indicating the skills and experience of personnel required by an organization such as a company or department are generated, and based on the human resource requirements, an AI and a learning model (AI model) can generate information on initiatives that should be undertaken by some of the companies, departments, and users. In this case, for example, for a certain educational plan, a group of organizational information, a group of tasks, and a group of personal information of users or companies that have already implemented recommendations can be used as datasets, and a large number of datasets can be input into the AI ​​model as learning data, and the AI ​​model can be generated or updated by having the AI ​​model perform machine learning. This AI model is designed to output "initiative information appropriate to the image desired by the company" when it is input with "at least one of the following input information: organizational information group, issue group, and personal information group." In addition, without being limited to AI models, for example, a rule-based logic may be generated or updated using the multiple data sets mentioned above, which outputs "initiative information suitable for the image desired by the company" when "input information of at least one of the group of organizational information, the group of issues, and the group of personal information" is input.

[0089] In summary, the information processing apparatus to which the present invention is applied is sufficient if it has the following configuration, and can take various different embodiments. That is, an information processing device to which the present invention is applied (for example, the server 10 in FIG. 3) (1) An input information acquisition means (e.g., the input information acquisition unit 120 of FIG. 3) for acquiring at least one of the following as input information: an organizational information group consisting of one or more pieces of information related to an organization (e.g., a company or department) to which a plurality of people (e.g., users) belong; a task group consisting of one or more pieces of information related to tasks held by each of the plurality of people (e.g., users) and at least a portion of the organization (e.g., a company or department); and a personal information group consisting of one or more pieces of information related to at least a portion of the plurality of people (e.g., personal attributes, experience, course history); An organization requirement profile information generating means (for example, the organization requirement profile information generating unit 121 in FIG. 3) for generating organization requirement profile information (for example, human resource requirements) indicating the profile (for example, skills and experience) required by the organization based on the input information; An activity information generating means (e.g., a recommendation unit 123 in FIG. 3) that generates activity information (e.g., training, books, work, etc.) indicating one or more contents that at least a part of the organization and each of the plurality of people should work on based on the organization requirement information (e.g., human resource requirements); Equipped with. By recommending the initiative information generated in this way (e.g., training, books, work, etc.) to the target person (e.g., user), the target person (e.g., user) will take action based on the recommendation, which will help develop human resources that are suitable for the type of person the organization (e.g., company) is looking for, and as a result, it will be possible to support human resource development that will move the company in a positive direction.

[0090] (2) In the information processing device (for example, the server 10 in FIG. 3), the organization requirement profile information generation means (e.g., the organization requirement profile information generation unit 121 in FIG. 3 ) derives, as a human resource requirement, a requirement related to at least one of skills and experience that the organization requires for a person, based on at least the organization information group among the input information, and generates the organization requirement profile information including at least the human resource requirement; Equipped with It is possible.

[0091] (3) In the information processing device (e.g., the server 10 in FIG. 3 ), The group of tasks includes self-recognition tasks (e.g., low business knowledge) recognized by at least some of the individuals among the plurality of people, and objective tasks (e.g., items or categories with low scores) derived from the current abilities of at least some of the individuals among the plurality of people (e.g., scores on a business basics diagnostic test); the organization requirement profile information generating means (e.g., the organization requirement profile information generating unit 121 in FIG. 3 ) derives a profile (e.g., a comprehensive profile) from the input information that is seen from at least two perspectives, the self-recognition profile and the objective profile, and generates the organization requirement profile information including at least the profile (e.g., requirements for human resources who overcome the profile and realize the profile desired by the organization); Equipped with It is possible.

[0092] (4) The information processing method to which the present invention is applied comprises: In an information processing method executed by an information processing device (for example, the server 10 in FIG. 3), an input information acquisition step (e.g., step S11 in FIG. 5) for acquiring, as input information, at least one of the following: an organizational information group consisting of one or more pieces of information related to an organization (e.g., a company or department) to which a plurality of people (e.g., users) belong; a task group consisting of one or more pieces of information related to tasks held by at least some of the organization and the plurality of people (e.g., objective tasks, self-recognized subjective tasks); and a personal information group consisting of one or more pieces of information related to at least some of the plurality of people (e.g., personal attributes, experiences, course history); An organization requirement profile information generating step (e.g., step S12 in FIG. 5) for generating organization requirement profile information (e.g., human resource requirements) indicating the profile (e.g., skills and experience) required by the organization based on the input information; An effort information generation step (e.g., step S14 in FIG. 5) of generating effort information (e.g., training, books, work, etc.) indicating one or more contents that each of the plurality of people and at least a part of the organization should work on based on the organizational requirement information (e.g., human resource requirements); Including, It is possible.

[0093] (5) The program to which the present invention is applied is On the computer, an input information acquisition step (e.g., step S11 in FIG. 5) for acquiring, as input information, at least one of the following: an organizational information group consisting of one or more pieces of information related to an organization (e.g., a company or department) to which a plurality of people (e.g., users) belong; a task group consisting of one or more pieces of information related to tasks held by at least some of the organization and the plurality of people (e.g., objective tasks, self-recognized subjective tasks); and a personal information group consisting of one or more pieces of information related to at least some of the plurality of people (e.g., personal attributes, experiences, course history); An organization requirement profile information generating step (e.g., step S12 in FIG. 5) for generating organization requirement profile information (e.g., human resource requirements) indicating the profile (e.g., skills and experience) required by the organization based on the input information; An effort information generation step (e.g., step S14 in FIG. 5) of generating effort information (e.g., training, books, work, etc.) indicating one or more contents that each of the plurality of people and at least a part of the organization should work on based on the organizational requirement information (e.g., human resource requirements); Executing a control process including It is possible. [Explanation of symbols]

[0094] 1 Information processing system, 10 Server, 20, 20-1, 20-n User terminal, 101 CPU, 102 ROM, 103 RAM, 104 Bus, 105 Input / output interface, 106 Output unit, 107 Input unit, 108 Storage unit, 109 Communication unit, 110 Drive, 111 Removable media, 120 Input information acquisition unit, 121 Organization requirement information generation unit, 122 Hierarchy linking unit, 123 Recommendation unit, 124 Display control unit, 141 Input information DB, 142 Attribute information DB, 143 Initiative information DB, NW Network

Claims

1. an input information acquisition means for acquiring at least one of the following as input information: an organizational information group consisting of one or more pieces of information related to an organization to which a plurality of people belong; a task group consisting of one or more pieces of information related to tasks held by each of the plurality of people and at least a portion of the organization; and a personal information group consisting of one or more pieces of information related to at least a portion of the plurality of people; a means for generating organization required appearance information that indicates an appearance required by the organization based on the input information; an effort information generating means for generating effort information indicating one or more contents that the organization and at least a part of each of the plurality of people should work on based on the organization required appearance information; An information processing device comprising:

2. the organization requirement profile information generation means derives, based on at least the organization information group among the input information, requirements regarding at least one of skills and experience required by the organization for personnel as human resource requirements, and generates the organization requirement profile information including at least the human resource requirements; The information processing device according to claim 1 .

3. The group of tasks includes self-recognition tasks that are recognized by at least some of the individuals among the plurality of people, and objective tasks derived from the current abilities of at least some of the individuals among the plurality of people; the organization requirement profile information generating means deriving a profile that can be seen from at least two perspectives, the self-recognition profile and the objective profile, from the input information, and generating the organization requirement profile information including at least the profile; The information processing device according to claim 1 .

4. An information processing method executed by an information processing device, an input information acquisition step of acquiring at least one of the following as input information: an organizational information group consisting of one or more pieces of information related to an organization to which a plurality of people belong; a problem group consisting of one or more pieces of information related to problems held by the organization and at least some of the plurality of people; and a personal information group consisting of one or more pieces of information related to at least some of the plurality of people; a generation step of generating organization required appearance information indicating an appearance required by the organization based on the input information; an effort information generating step of generating effort information indicating one or more contents that each of the plurality of people and at least a part of the organization should work on based on the organization requirement information; An information processing method comprising:

5. On the computer, an input information acquisition step of acquiring at least one of the following as input information: an organizational information group consisting of one or more pieces of information related to an organization to which a plurality of people belong; a problem group consisting of one or more pieces of information related to problems held by the organization and at least some of the plurality of people; and a personal information group consisting of one or more pieces of information related to at least some of the plurality of people; a generation step of generating organization required appearance information indicating an appearance required by the organization based on the input information; an effort information generating step of generating effort information indicating one or more contents that each of the plurality of people and at least a part of the organization should work on based on the organization requirement information; A program that executes control processing including:

Images