Information processing device, information processing method, and program

Abstract

To present recommendation suitable for a user in order for the user to acquire "human power" being power to accomplish work.SOLUTION: An input information acquisition part 11 of a server 10 acquires, about a user, a test result of a business fundamentals diagnosis test, a behavior characteristic result, user's in-company data held by a company, information showing a working history, a business history, business experiences, or the like, information showing attributes of a business world to which the user's company belongs, and information showing user's personality tendency as user input information. A "human power" information generation part 12 generates "human power" information showing the user's "human power" at the current time on the basis of the user input information. A recommendation part 18 recommends, to the user, training, documents, and useful information necessary for the user's "human power" to reach a goal, for example, after one year as recommendation on the basis of the "human power" information.SELECTED DRAWING: Figure 26

Description

Technical Field

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

Background Art

[0002] Conventionally, there has been a human resource development support system that diagnoses a user's skills and supports human resource development based on the diagnosis results (see, for example, Patent Document 1).

Prior Art Documents

Patent Documents

[0003]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0004] Here, the skill refers to the skills that a person has acquired through training or the like. However, based only on this skill index, the ability of the person to accomplish work, that is, the so-called "human power," cannot be measured, and there is currently no way to learn how much "human power" a person has and how to acquire "human power" when it is considered that the person has no "human power."

[0005] The present invention has been made in view of such a situation, and an object thereof is to clarify the path until the "human power," which is the ability of a person to accomplish work, reaches a certain level.

Means for Solving the Problems

[0006] To achieve the above object, an information processing apparatus according to an embodiment of the present invention is Input information acquisition means for acquiring, as target input information, one or more pieces of information from among first information indicating the current level of the force contained in the target, second information indicating the current level of the force to act, third quantitative information regarding performance or results, fourth information indicating basic attributes, fifth information indicating industrial attributes, and sixth information indicating personality tendencies; "Human power" information generation means for generating "human power" information indicating the "human power" of the target person at a predetermined time point based on the target input information; Recommendation means for recommending to the target based on the "human power" information, as useful information, information that is useful for the "human power" of the target to reach a target level after the elapse of a predetermined period; comprising. An information processing method and a program corresponding to the above information processing apparatus according to an aspect of the present invention are also provided as an information processing method and a program according to an aspect of the present invention.

Effects of the Invention

[0007] According to the present invention, it is possible to clarify the path until the "human power", which is the power for a person to accomplish work, reaches a certain level.

Brief Description of the Drawings

[0008]

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Mode for Carrying Out the Invention

[0009] Hereinafter, embodiments 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 an embodiment of the present invention. The information processing system 1 shown in FIG. 1 is configured by connecting a server 10 and n user terminals 20-1 to 20-n (n is an arbitrary integer value of 1 or more) to each other via a predetermined network NW such as the Internet. In the following, when there is no need to individually distinguish each of the user terminals 20-1 to 20-n, these are collectively referred to as "user terminal 20".

[0010] The user terminal 20 is an information processing device managed for each user, and is configured by, for example, a tablet terminal, a smartphone, or the like. The server 10 is managed by the service provider. The server 10 executes various processes while controlling the operations of each of the user terminals 20-1 to 20-n.

[0011] The services provided by the service provider include training services and the like. When the general public receives the services, it is necessary to register as a member as a user. The training service is a service that allows employees of a company to participate in and take lectures as users through applications from the company, conduct online training, etc., and also conducts a business basic ability diagnosis test (hereinafter simply referred to as "test") before, during, and after the training. In addition, the service provider provides growth support to the company or the department within the company, etc., based on the test results of each employee belonging to them, and presents the optimal solution for future growth, so as 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 conducts a test on the user. Specifically, the server 10 sends a test consisting of one or more of a plurality of questions stored in a database in advance to the user terminal 20, and receives the answers input by the user for each of these one or more questions.

[0013] The test is conducted by the service provider. The questions of the test are for evaluating the basic abilities (business basic abilities) of the user in business, and are issued by the service provider for each of one or more skills to be evaluated in business and for each of one or more themes of each skill. Business basic ability refers to the techniques or abilities that are useful in performing work as a working person.

[0014] The relationship between the skills and themes for evaluating business basic abilities will be described. Skills are defined for m (where m is any integer value of 1 or more), and for each of one or more skills, p (where p is any integer value of 1 or more independent of m) themes are defined. In the test, questions related to each of the themes are presented item by item.

[0015] The user terminal 20 receives the test transmitted by the server 10. Then, the user operates the user terminal 20 to input answers for each of the plurality of questions constituting the test. The user terminal 20 transmits the answers to the test (the aggregate of the answers to each question) input by the user to the server 10.

[0016] Each time the answers to the test are transmitted from each of the user terminals 20-1 to 20-n, the server 10 sequentially obtains the answers and performs scoring. Also, the server 10 normalizes the scoring results for each item and stores and manages these as scores for each user.

[0017] The server 10 sets and stores extraction conditions for extracting the scores of a predetermined population from the scores managed for each user. Note that the predetermined population is not particularly limited. For example, among various attribute information about users, various populations such as a group consisting of users for whom one or more predetermined attribute information match, or a group consisting of users whose scores are within a certain range can be adopted. As a premise, it is assumed that the server 10 manages, for each user, various attribute information (age, gender, industry, occupation, job position, year of joining the company, etc.) of the user in association with the score indicating the scoring result. In this case, as extraction conditions for extracting the scores of a predetermined population, for example, the same age, the same occupation, the same industry, the same job position, the same year of joining the company, the values or ranges of past scores, etc. can be adopted.

[0018] The server 10 extracts the score of a predetermined user and the score of the predetermined population to which the predetermined user belongs, and compares the two scores. Specifically, for example, the score of the predetermined user can be compared with the average value, maximum value, or minimum value of the scores of the predetermined population to which the predetermined user belongs.

[0019] In addition, the server 10 causes a graph plotting the score of the predetermined user and the scores of the predetermined population to which the predetermined user belongs to be displayed on the screen of the user terminal 20 of the predetermined user (see FIG. 3).

[0020] Thereby, the user can easily visually recognize the degree of growth of the current skills and past skills of the user and the educational effect of the company from the distribution of the value of the score of the user himself / herself for each theme of each skill and the value of the score of the predetermined population to which the user belongs in the graph displayed on the screen of the user terminal 20.

[0021] FIG. 2 is a block diagram showing the hardware configuration of the server in the information processing system 1 of FIG. 1.

[0022] 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 storage unit 108, a communication unit 109, and a drive 110.

[0023] 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. In the RAM 103, data and the like necessary for the CPU 101 to execute various processes are also appropriately stored.

[0024] The CPU 101, ROM 102, and RAM 103 are interconnected 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.

[0025] 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 inputs various information.

[0026] The storage unit 108 is composed of a hard disk, a DRAM (Dynamic Random Access Memory), etc., and stores various data. The communication unit 109 communicates with other devices (such as the user terminal 20 in the example of FIG. 1) via a network NW including the Internet.

[0027] A removable medium 111 composed of a magnetic disk, an optical disk, a magneto-optical disk, or a semiconductor memory, etc. is appropriately mounted on the drive 110. The program read from the removable medium 111 by the drive 110 is installed in the storage unit 108 as necessary. Also, the removable medium 111 can store various data stored in the storage unit 108 in the same way as the storage unit 108.

[0028] FIG. 3 is a functional block diagram showing the functional configuration of a server having the hardware configuration of FIG. 2. As shown in FIG. 3, a DB 60 is provided in an area of the storage unit 108 (FIG. 2) of the server 10. The DB 60 stores various information of the user acquired by the input information acquisition unit 11. Specifically, in the DB60, the results of the business basic skills diagnostic test taken by the user (test results), the results of the behavioral characteristics evaluation by the Competency Survey, the in-company data of the user held within the company, as well as information regarding the user (basic attributes of the user), industry attributes, personality tendencies, etc. are stored as logs. Generally speaking, the test results, the results of the behavioral characteristics evaluation, and the in-company data are classified into groups of current values, while the basic attributes, industry attributes, personality tendencies, etc. are classified into groups of attributes. The test results are the first information indicating the current level of the capabilities inherent in the user. In addition to the test results, past logs such as the records of the training courses attended by the user provided by the service provider up to the present are also stored in the DB60. The results of the behavioral characteristics evaluation are the second information indicating the current level of the capabilities of the user's actions. The in-company data is the third quantitative information regarding the achievements or results within the company, such as the work achievements of the user within the company, the records of in-company training courses attended, or the results of work. The basic attributes are the user's work experience as a working professional, business history, business experience, etc., and are the fourth information. The basic attributes also include, for example, the user's name, age, gender, job type, etc. The industry attributes are the fifth information. The personality tendencies are the sixth information. The information regarding the user is, for example, information for employees working in companies or the like to attend lectures, training courses, etc. held by service providers for their own skill improvement. The information regarding the user includes the attribute information of the user, such as the company and industry type to which the user belongs.

[0029] Specifically, in the DB60, for employees who receive training services in companies or the like, the basic attributes such as the name, age, gender, job type, etc., the current or past departments (departments, etc.) within the company, job positions, the industry type of the company, information regarding the lectures or training courses attended (lecture names and lecture numbers, training names and training numbers, attendance dates, attendance records), the sets of questionnaires (questions) and their answers conducted by the service provider for each user, etc. are stored corresponding to the information identifying the individual user (user ID or user number, etc.).

[0030] The user's attributes are divided into basic attributes (main attributes such as age, gender, occupation, etc.) of the current and ideal (desired image) and other additional attributes (sub-attributes such as job title, industry type, etc.), and are stored in the DB60. All basic attributes are registered for all users. The additional attributes are optionally registered by the user's positive input. Note that the user's attributes and scores may be referred to as information about the user.

[0031] Here, one of the training services provided by this service provider will be briefly explained. The user can select and take a training course from among the training themes. A plurality of lectures are stored as the training. A lecture is, for example, a training session or a workshop for implementing a training program, and a plurality of users can participate in a plurality of lectures. One or more evaluation elements correspond to each of the plurality of lectures. The one or more evaluation elements are not particularly limited, but in the following, it will be described as adopting a theme or a sub-theme. That is, in the following examples, it is assumed that one or more (mainly one) themes or sub-themes are associated with one lecture. The theme is a main theme named after each of the business skill elements and is associated with the lecture name. The sub-theme refers to a small theme included in the theme, and a lecture consisting of only a small theme is also set. The same applies to the training.

[0032] Here, with reference to FIG. 4, the evaluation of the user's skills by the business basic ability diagnosis test will be described. FIG. 4 is a diagram showing an example of the evaluation result (score) of the user's skills associated with the evaluation index of business skills. The indicators for evaluating basic business capabilities are defined (categorized) into four skills, such as "Business knowledge", "Planning & Control", "Thinking", and "Communication", as shown in the graph in Figure 4 for example. Skill items are set for each of the four defined skills. The skill items are one of the evaluation elements of each skill. For each skill, training (lectures) is set for each skill item.

[0033] For example, the skill items for measuring the basic business capabilities of the "Business knowledge" skill include current affairs, legal affairs, human resources, labor, finance, accounting, marketing, management, etc. Although not shown in the figure, the skill item of legal affairs, human resources, and labor includes sub-items such as human resources, labor, and compliance.

[0034] The skill items for measuring the basic business capabilities of the "Planning & Control" skill include purpose and goal, plan, business management, review and evaluation, improvement, etc. Although not shown in the figure, the skill item of purpose and goal includes a sub-item of purpose thinking. Also, the skill item of plan includes a sub-item of action plan formulation.

[0035] The skill items for measuring the basic business capabilities of the "Thinking" skill include numerical processing, utilization of thinking methods, information collection, problem setting, solution formulation, etc. Although not shown in the figure, the theme of utilization of thinking methods includes a sub-theme of element decomposition ability.

[0036] The skill items for measuring the basic business capabilities of the "Communication" skill include negotiation, document transmission, oral transmission, listening, business manners, etc. Although not shown in the figure, the skill item of document transmission includes a sub-item of slide creation ability.

[0037] Here, the method (way of categorization) of categorizing skills for evaluating business skills will be explained. Skills can be broadly classified into four categories by systematizing the skills necessary for growth in human resource development. In order for a person to achieve results, planning and execution ability ("Planning & Control") is required. To improve this planning and execution ability, ways of thinking such as ideas and judgments ("Sinking"), communication ability to build interpersonal relationships ("Communication"), and prerequisite knowledge ("Business Knowledge") are simultaneously necessary. By presenting the evaluation results of evaluating business basic skills by dividing them into four categories of skills and five skill items obtained by further subdividing each category, the characteristics of the skills possessed by the user become more visible. Presenting the evaluation results means, for example, plotting the numerical test results for each item on a radar chart or the like and presenting them to the user as a waveform.

[0038] Business basic skills can be improved by having users take training in units of individual skill items or in units of lectures set with one or more themes. When a user takes training, a business basic skills diagnostic test is conducted before, during, and after the training.

[0039] DB60 stores information about the tests conducted by service providers. Information about the tests includes, for example, test questions, answers, test results of individual users (scores for each skill item), and business basic skills diagnostic results (scores for each category and item), which are comprehensive evaluations. In addition, user questionnaires, answers to the questionnaires, the number of companies using the training, the number of participants, the number of companies starting hierarchical education, the number of participants by training theme and level, the lead time for decision-making until the introduction of education, and human resource development log information including the number of registered service user IDs are also stored in DB60. The score is a numerical value obtained by evaluating the score for each test item on a five-point scale or the like ("1" to "5"), and the total numerical value for each skill item is also stored. When there are five skill items in one category, the maximum score for one category is 25 points, and the evaluation for each category of the user is shown by the total value of the scores of the individual skill items in this case.

[0040] In DB60, information about the company to which the user belongs (company scale (number of employees), organizational structure (hierarchy, etc.), departments, department layout, etc.) is stored associated with the user ID. The user ID is identification information when the user logs in to this server 10 and is managed in a pair with the password. Also, in DB60, information about each employee (user) in the company (for example, employee name, age, date of joining the company, years of service, organizational position, job title, etc.) is stored associated with the employee's personal identification information such as employee number and the user ID. Note that the past logs such as one year ago or several years ago shown above are just examples, and it may be three years ago, and any past performance is sufficient. In DB60, the user's past performance information is stored. The performance information is, for example, information that associates the test results for each user, the user's attributes at that time, and the test date. In addition, in DB60, the performance information of the companies that take lectures and training (for example, information within the range published in economic information magazines, etc.) is stored so that it can be compared with other companies in the same industry. The user belongs to a predetermined group such as the company where the user works, and the user's score and attributes are indicated by information (such as personnel evaluation) created by the company. In this way, by adopting the personnel evaluation of the company where the user works (affiliation, etc. = attribute, evaluation = skill (score)) as one of the recommendation materials for the current score and current attributes, as well as the target score and target attributes, it is possible to measure the "human power" of the user in consideration of objective evaluation.

[0041] In the CPU 101 of the server 10 (refer to FIG. 2), when performing the visualization process of the "human power" information, as shown in FIG. 3, the input information acquisition unit 11, the "human power" information generation unit 12, the visualization presentation unit 13, the development degree information generation unit 14, the suitability determination unit 15, and the personnel selection unit 16 function.

[0042] Here, the evaluation of the test results of the business basic ability diagnosis test, the behavior characteristic evaluation by the competency survey, and the evaluation of the "human power" will be described. The evaluation derived from the test results of the Business Basic Competence Diagnostic Test is based on the abilities inherent in the person, that is, the ability values such as the knowledge and skills the person has acquired. For example, it is categorized (defined) into four skills such as "Business Knowledge", "Planning & Control", "Syncing", and "Communication", and five items (see Figure 4) are set for each category.

[0043] Also, the behavioral characteristic evaluation by the Competency Survey is an evaluation that emphasizes the behaviors necessary for actual work, and the ability to act is evaluated. The behavioral characteristic evaluation is characterized by having more specificity in the evaluation items than the evaluation of ability values, and is effective for personnel training based on a clearer portrait of the person. The evaluation items are set according to the company. For example, it is divided into six categories such as Achievement & Action, Assistance & Interpersonal Support, Impact & Interpersonal Influence, Management Area, Intellectual Area, and Personal Effectiveness, and several competency items are set for each category. For example, in the category of Achievement & Action, competency items such as achievement thinking, order, quality, interest in accuracy, initiative, and information collection are set. In the category of Assistance & Interpersonal Support, competency items such as interpersonal understanding and customer support orientation are set. In the category of Impact & Interpersonal Influence, competency items such as impact, influence, organizational sense, and relationship building are set. In the category of Management Area, competency items such as developing others, guidance, teamwork and cooperation, and team leadership are set. In the category of Intellectual Area, competency items such as analytical orientation, conceptual orientation, technical, professional, and management expertise are set. In the category of Personal Effectiveness, competency items such as self-management, confidence, flexibility, and organizational commitment are set.

[0044] "Human power" is defined as the power to achieve in a business scenario. As evaluation items, as shown in FIG. 12 for example, they are classified into three categories: daily behavior, customer service ability, and personal, and several items (elements) are set for each category. For example, in the category of daily behavior, items (elements) such as appearance, expression / attitude, words, greetings, etc. are set. In the category of customer service ability, items (elements) such as observation, listening, questioning, proposal, etc. are set. In the category of personal, (elements) such as finance, product / industry knowledge, information collection, health, etc. are set. Note that the above-mentioned categories, items (elements), etc. are an example for implementation, and can be changed based on the respective indicators of the power contained, the power to act, and the power to achieve of that person.

[0045] The input information acquisition unit 11 acquires, for the user, one or more pieces of information from the test result (first information) of the business basic power diagnosis test indicating the current level of the contained power, the action characteristic evaluation result (second information) by the competency survey indicating the current level of the acting power, the in-company data regarding achievements / results (third information), the business attribute (fourth information), the industry attribute (fifth information), and the personality tendency (attribute regarding personality, sixth information) as the input information of the target person. Specifically, the input information acquisition unit 11 totals the scores of the results of the business basic power diagnosis test implemented for the user by category and item, and stores them in the DB60 as the test results. Also, the input information acquisition unit 11 acquires the result of the questionnaire survey for the user by the competency survey, and stores it in the DB60 as the action characteristic evaluation result. Furthermore, the input information acquisition unit 11 acquires the data of personnel assessment, work achievements, results, etc. conducted by the company for the user as in-company data, and stores it in the DB60. Also, the input information acquisition unit 11 acquires the business attribute, industry attribute, personality tendency, etc. through information input from the user, and stores them in the DB60. Note that the above information may be output to the "human power" information generation unit 12 in addition to being stored in the DB60 from the input information acquisition unit 11.

[0046] The "Human Power" information generation unit 12 generates "Human Power" information indicating the "Human Power" of the target person at a predetermined time based on the target person input information (an aggregate of the values of each element for each category). Specifically, the "Human Power" information generation unit 12 reads at least one or more of the above six types of information (target person input information) stored in the DB 60, and based on the target person input information, calculates the values of each of one or more elements set for each of the plurality of categories, thereby generating "Human Power" information about the user. The "Human Power" information is an aggregate of the values of each element for each category. Specifically, the visualized numerical values in the table shown in FIG. 12 correspond. The visualized numerical values are numerically valued, for example, in the range of 1 to 5. In addition to being read from the DB 60, the target person input information may also be directly input from the input information acquisition unit 11. The generation of the "Human Power" information in the "Human Power" generation unit 12 is executed by an AI model. For the generation of the "Human Power" information executed by the AI model, one or more of the six types of information acquired by the input information acquisition unit 11 are used. In addition to the AI model, the "Human Power" information may be generated based on a preset algorithm.

[0047] The visualization presentation unit 13 presents the "Human Power" information (an aggregate of the values of each element for each category) as visualization information. Specifically, the "visualized numerical value" in the table shown in FIG. 12 presented as the waveform 221 in the radar chart shown in FIG. 13 is the visualization information. The radar chart is a circular graph in which a plurality of circles are drawn at equal intervals from the center, and further, axes of each element are radially extended from the center. The numbers 1, 2,... 5, etc. are assigned to the axes in order from the center. The waveform 222 plots the numerical values of the "required standard" in the table shown in FIG. 12 on the radar chart in FIG. 13, and connects the plotted points with a line different from the waveform 221, or colors the area surrounded by the line. By simply comparing these two waveforms 221 and 222, the user can immediately tell which elements of the user's "human power" meet or fall short of the "required standards" of the company.

[0048] Note that the visualization presentation unit 13 can not only present the user's "human power" information, but also present the visualization information extracted by predetermined extraction conditions pre-stored in the DB60 as waveforms on a radar chart. For example, visualization information such as the evaluation results of a business basic ability diagnosis test (see Figure 4), and the evaluation results of behavioral characteristics by a competency survey can be presented as waveforms on a radar chart. In the evaluation results of the business basic ability diagnosis test, a population can be extracted with any number (including 1) of arbitrary combinations of the same age, same job type, same industry, same job position, same year of joining the company, or the user's past scores as the predetermined extraction conditions, and the waveform indicating the scores of the population and the waveform of the user's own scores can be presented simultaneously on a radar chart. The evaluation results of behavioral characteristics can also be presented as waveforms on a radar chart in the same way.

[0049] The development degree information generation unit 14 generates development degree information indicating the development degree of the user's current "human power" based on the "human power" at the time when the user reaches the target (goal), using at least a part of the "human power" information and visualization information about the user. The development degree refers to the user's current position and degree of reach with respect to the desired state (goal). It is an indicator showing what percentage of the position the user is currently at with respect to the goal. For example, when the development degree is 100%, it can be said that the user has the power required by the required state (standard). Specifically, the development degree information generation unit 14 calculates by multiplying the visualized numerical values in the table shown in Figure 12 by a weighting factor for each element or an element coefficient that is not added unless it meets a certain standard.

[0050] The suitability determination unit 15 determines the suitability of the user based on a comparison between the "human power" at the time the user reaches the goal and the "human power" of the user at the current time, using at least one of the "human power" information (e.g., the visualized numerical value in FIG. 16) and the visualization information (e.g., the waveform 201 in FIG. 14) about the user. Here, suitability refers to the degree of suitability, such as how suitable the user is for the posture (goal) to be achieved. Specifically, as shown in the example of FIG. 14, the suitability determination unit 15 calculates the similarity and similarity rate of the patterns of the two waveforms 201 and 202, and multiplies by a weighting factor for each relevant element or an element coefficient that is not added if it does not meet a certain standard. If the result calculated in this way does not meet a certain reference value, the suitability determination unit 15 determines that there is no suitability; if it meets the certain reference value, it determines that there is suitability. Note that it is not limited to simply determining the presence or absence of suitability, and it may be classified by rank, such as A rank, B rank, B+ rank, C rank, etc.

[0051] The human resource selection unit 16 selects one or more predetermined human resources from among a plurality of users using information related to the "human power" of each of the plurality of users (at least a part of the visualized numerical value (numerical value) and the visualization information (graphs such as waveforms and regions)).

[0052] Note that the information used for human resource selection is not limited to the information related to the "human power" (visualized numerical value or visualization information), and may also use the information related to the "human power" in combination with the degree of development for each category or element generated by the development degree information generation unit 14, or may use the information related to the "human power" in combination with the suitability (rank, etc.) for the required posture determined by the suitability determination unit 15. Specifically, for example, as shown in FIG. 21, there are a plurality of candidates for employment such as users X, Y, Z, etc., and an aggregate of the values of each element for each category is created based on the evaluation criterion of "SE power". When there are a plurality of departments (Department A, Department B, Department C) with different positions to be filled within the company, the human resource selection unit 16 performs a process of selecting the human resources for the positions desired by each department based on the visualized numerical value and the degree of development. As a result, for example, user X is selected for Department A, user Y is selected for Department B, user Z is selected for Department C, etc. Also, for example, as shown in FIG. 22, when there are multiple candidates for employment such as users P, Q, R, etc., and a set of values of each element for each category is created based on the evaluation criterion of "leadership ability" and one person is selected from among the candidates for employment, the personnel selection unit 16 performs a process of selecting (choosing) the most suitable person as the next leader as the leader based on the visualized numerical values and the fitness (similarity, similarity rate, fitness determination rank, etc.). As a result, for example, user R is selected (chosen).

[0053] Here, the operation of the server will be described with reference to FIGS. 5 to 6. FIG. 5 is a process diagram showing the processing flow of the server of an embodiment of the information processing apparatus according to the present invention. FIG. 6 is a flowchart showing the detailed operation of the processing flow of the server in FIG. 5.

[0054] In the server 10, in step S11 of FIG. 5, the input information acquisition unit 11 acquires, for the user, one or more pieces of information among the current values such as the inherent ability (test results), the acting ability (behavior characteristic evaluation results), and the in-company data, and the attributes such as the basic attributes, industry attributes, and personality tendencies of that person. When the user has the image they want to become (goals such as industry, occupation, role, department, position, etc.), that information is also acquired as input information.

[0055] Subsequently, in step S12, the "human ability" information generation unit 12 generates "human ability" information based on the one or more pieces of information input by the input information acquisition unit 11. Thereafter, in step S13, the visualization presentation unit 13 visualizes the "human ability" information generated by the "human ability" information generation unit 12 as visualization information (for example, the waveform 201 in FIGS. 7 and 8).

[0056] To explain the operation of server 10 in detail, as shown in FIG. 6, in step S21, the input information acquisition unit 11 obtains, for the user, the test result of the business basic ability diagnosis test indicating the current level of the inherent ability, the action characteristic evaluation result by the competency survey indicating the current level of the acting ability, and quantitative in-company data regarding achievements or results, as well as business attributes such as work experience, business history, and business experience, industry attribute information indicating industry attributes, and personality attributes indicating personality tendencies, and acquires one or more pieces of information as the subject input information. Specifically, it depends on how the "human ability" is categorized for what purpose (for example, the ability of an SE, the ability of a leader, etc.). For example, the test result and basic attributes are acquired, or the test result, action characteristic evaluation result, basic attributes, and personality information are acquired.

[0057] Next, in step S22, the "human ability" information generation unit 12 generates, based on the subject input information, "human ability" information indicating the "human ability" of the subject at a predetermined time as a set of values of each element for each category. In step S23, the visualization presentation unit 13 presents the "human ability" information as a waveform 201 (characteristic) on the radar chart 200 (characteristic distribution chart) shown in FIG. 7.

[0058] According to the operation of such a server 10, based on the subject input information that combines the current values of a plurality of evaluation indicators (such as "inherent ability" and "acting ability") for the user and attributes (basic attributes, business attributes, personality tendencies, etc.), "human ability" information is generated, and the "human ability" information is visualized in element units, so that the user can recognize the ability to accomplish the work he / she has.

[0059] Next, with reference to FIGS. 7 and 8, the visualization process of "human ability" in the server will be described. FIG. 7 is a diagram showing the visualization process of "human ability" in the server of FIGS. 2 and 3. FIG. 8 is a diagram showing the waveform of the user's current "human ability" presented by the visualization process of FIG. 7. In this case, as shown in FIG. 7, INPUT (current value), INPUT (attribute), and the desired image are input by the input information acquisition unit 11. INPUT (current value) includes, for example, test results, action power evaluation results, in-company data, etc. From these, for example, test results are input. Also, as other INPUT (attributes), there are, for example, basic attributes, business attributes, personality tendencies, etc. From these, for example, basic attributes are input. Furthermore, assume that the desired image input by the user includes, for example, the industry being the IT industry and the occupation being an SE, etc.

[0060] The "human power" information generation unit 12 uses n or more INPUT (current values) and INPUT (attributes) (in this example, only test results) and the desired image (in this example, IT industry, SE) as inputs, and from n or more options in the DB60, derives n categories 61 (for example, category 1 to category 4, etc.) for visualizing evaluation indicators corresponding to the desired image and n elements 62 (for example, element 1-1, 1-2..., 2-1, 2-2..., 3-1, 3-2..., 4-1, 4-2... etc.). At this time, the test results of INPUT (current value) are converted into categories 61 and elements 62. That is, the "human power" information generation unit 12 derives, from the DB60, the set of evaluation indicator data corresponding to the desired image, that is, the respective values (visualization numerical values) of each element 62 for each category 61, based on the target person input information such as the above test results, basic attributes, and desired image. Note that the evaluation indicator data for the desired image (for example, the items of categories and elements corresponding to "SE power" and the reference values for obtaining them) are assumed to be those obtained by analyzing the tendency of "human power" in the desired image from past data and stored in the DB60. When there is no input of the desired image, the evaluation indicator data of the image (goal) that the users in the company should aim for, which is prepared in advance in the DB60, is derived. Note that when data indicating the tendency of "human power" is accumulated, it is assumed that the categories, elements, reference criteria, etc. are reviewed periodically. The INPUT (current value) outputs an absolute value, and the INPUT (attribute) is used as information for correcting the absolute value. Note that it is also possible to derive a visualized numerical value even if the input is only INPUT (attribute).

[0061] Then, the visualization presentation unit 13 plots the respective values (visualized numerical values) of the derived element 62 on a radar chart, connects the plotted points, and presents a waveform 201 indicating the user's current "SE power" as shown in FIG. 8.

[0062] Next, with reference to FIGS. 9 and 10, the development degree information generation process by the server will be described. FIG. 9 is a diagram showing the development degree information generation process by the server of FIGS. 2 and 3. FIG. 10 is a diagram showing the waveform presented as a result of the development degree information generation process of FIG. 9. In this case, the development degree information generation unit 14 of the server derives the development degree based on the visualized numerical value of "human power" generated by the "human power" information generation unit 12. As shown in FIG. 9, the development degree information generation unit 14 derives the user's current value and the goal for each element of the visualized numerical value of "human power" generated by the "human power" information generation unit 12. Specifically, the development degree information generation unit 14 derives the INPUT (current value), the visualized numerical value of "human power" that the user has from the INPUT (attribute), and the visualized numerical value (suitability value) of the posture that the user desires, and calculates the ratio of the visualized numerical value of the user's "human power" to the visualized numerical value of the desired posture. Note that the difference between the visualized numerical values of each other may also be calculated.

[0063] Then, the development degree information generation unit 14 outputs the derived visualized numerical value of the user's "human power" and the visualized numerical value (suitability value) of the posture that the user desires to the visualization presentation unit 13, so that waveforms 211 and 212 as shown in FIG. 10 are presented to the user terminal 20 by the visualization presentation unit 13. The waveform 211 visualizes the derived visualized numerical value of the user's "human power", and the waveform 212 visualizes the visualized numerical value (suitability value) of the posture that the user desires.

[0064] For example, when the information input as INPUT (attribute) has, for example, [role] being "development level of leader" and [job type] being "development level of sales ability", etc., by looking at the calculation result of this development level, the user can grasp, in the form of the development level, which elements of their "human power" are sufficient and which are insufficient for the image (aptitude value) of themselves as a leader.

[0065] Next, with reference to FIG. 11, the calculation details of the development degree information generation process for "human power" will be described. FIG. 11 is a diagram showing the calculation details of the development degree information generation process by the server in FIGS. 2 and 3. As described above, when the visualized numerical value of "human power" generated by the "human power" information generation unit 12 is input to the development degree information generation unit 14, the development degree information generation unit 14 derives from the DB60 the criteria, minimum criteria, element coefficients, and category coefficients required for the desired image based on n or more INPUT (current values), INPUT (attributes), and n or more options including the desired image. These criteria, minimum criteria, element coefficients, and category coefficients for the desired image are obtained by analyzing the tendency of "human power" in the desired image from past data and are stored in the DB60 in advance.

[0066] Then, the development degree information generation unit 14 derives, for each element, a numerical value obtained by multiplying the visualized numerical value of "human power" by a weight for each element or an element coefficient that is not added if it does not meet a certain criterion.

[0067] Specifically, for example, as shown in FIG. 11, when the criteria, minimum criteria, and element coefficients for the elements in category 1 (elements 1-1, 1-2, 1-3, 1-4, etc.) are read from the DB60, it is assumed that data serving as the source for calculating the development degree as shown in Table 213 is derived. In addition, category coefficients for each category are derived as shown in Table 214. Note that the tendency of "human power" in the desired image is obtained from past data and is stored in the DB60 in advance. When a certain amount of development degree data has been accumulated, the logic of the development degree information generation process is reviewed periodically. If the "human power" of the derived element does not meet the minimum standard, the coefficient for that element will be 0. Note that the minimum standard is not necessarily set for all elements.

[0068] Next, with reference to FIGS. 12 and 13, a specific example of the development degree information generation process by the server will be described. FIG. 12 is a diagram showing data of evaluation indicators derived from input information for generating development degree information of the power of retail salespersons. FIG. 13 is a diagram showing an example of visualizing the development degree information generated based on the data of the evaluation indicators in FIG. 12.

[0069] As shown in FIG. 12, as evaluation indicators for the "power of retail salespersons", the categories are classified into three: demeanor, customer service ability, and personal. In the category of demeanor, elements such as appearance, expression and attitude, words, greetings, etc. are set. In the category of customer service ability, elements such as observation, listening, questioning, proposal, etc. are set. In the category of personal, elements such as finance, product and industry knowledge, information collection, health, etc. are set. For each element, visualized values, required standards, minimum standards, category coefficients, element coefficients, development values for each element, development degrees for each element, development degrees for each category, development degree of the "power of retail salespersons", etc. are derived.

[0070] In this case, the development degree information generation unit 14 obtains the development degree for each element by calculating the ratio of the visualized value to the required standard. By multiplying the development degree for each element by the element coefficient and calculating the average value of the elements for each category, the development degree for each category is calculated. By calculating the average value of the development degrees of each category calculated by multiplying the development degree for each category by the category coefficient, the development degree of the "power of retail salespersons" is derived. In this example, the development degree of the "power of retail salespersons" is 79.1%.

[0071] By outputting the generated development degree information to the visualization presentation unit 13, a radar chart or bar graph as shown in FIG. 13 is presented to the user terminal 20. In the radar chart, a waveform 221 indicating the development degree of the user's "power of a retail salesperson" and a reference waveform 222 are drawn in different lines or colors. Among the development powers required of the user as a retail salesperson, although the development powers of elements such as greetings, questions, information collection, sales, and health meet the standards, it can be seen that the development powers of elements such as appearance, proposals, finance, product / industry knowledge, observation, listening, expression / attitude, etc. do not reach the standards. In particular, for the element of appearance, it is below the minimum value, indicating that it is essential to improve the development power in the future. In the bar graph, bars are shown with the numerical values (ratios) of the development degrees of each element and the elongation (length) corresponding to the numerical values. It is easy to understand the high and low development powers not only in terms of element units but also in terms of category units.

[0072] Next, with reference to FIGS. 14 to 19, the suitability determination process (suitability determination function) by the server will be described. FIG. 14 is a diagram showing the mechanism of suitability determination.

[0073] Suitability determination refers to indicating whether a user is suitable or not for the target image (goal) to be achieved, and can also be called type diagnosis. The result of suitability determination is output in ranks (S rank, A rank, B rank, unable to determine, etc.). The suitability is determined as N ranks (N pieces) starting from the S rank or unable to determine, and the determination as the S rank can be said to be the state with the highest suitability.

[0074] The suitability determination function is a function in which the suitability determination unit 15 determines the degree of suitability of the user based on a comparison between the "human power" of the user at the time of reaching the goal and the "human power" of the user at the current time, using at least a part of the "human power" information (visualized numerical values in FIG. 16) and visualization information (such as the pattern of the waveform 201 in FIG. 14) about the user. Specifically, when making a determination using the "human power" information (visualized numerical value), the suitability determination unit 15 determines the similarity and correlation between the visualized numerical value of "human power" generated by the "human power" information generation unit 12 and the visualized numerical value of the ideal type, thereby determining whether the user is suitable for the ideal type. In addition to making a determination using the above visualized numerical value, for example, as shown in FIG. 14, the similarity and correlation between the waveform 201 (the current waveform of the user himself / herself) obtained by plotting the user's visualized numerical value on a radar chart and the waveform 202 (the waveform of the ideal type) obtained by plotting the preset visualized numerical value of the required standard on the radar chart may be determined to determine whether there is suitability. The suitability may be determined using both the "human power" information and the visualized information.

[0075] For example, when making a determination using a waveform, the suitability determination unit 15 determines the similarity of the entire waveform between the user waveform 201 and the reference waveform 202 using the coincidence rate (degree of fitness). Also, when making a determination using a visualized numerical value, the suitability determination unit 15 determines based on the correlation between the user's visualized numerical value and the visualized numerical value of the ideal type. In this case, when the elements with a correlation are high or low, a coefficient is multiplied. Note that when the reference value (minimum standard) is not met in a plurality of specific elements, there may be a case where a determination result indicating that the determination of the suitability degree is impossible is output.

[0076] This suitability determination function is used, for example, as a role, when making a suitability determination regarding the leadership ability of a user, or as an occupation, when making a suitability determination as to whether a user has sales ability. That is, this suitability determination function can be used for purposes such as determining whether the user is suitable for the desired image, and discovering users who are suitable for the desired image.

[0077] Here, referring to FIG. 15, the flow from the generation of the "human power" information to the suitability determination in the server will be described. FIG. 15 is a diagram showing the flow of making a suitability determination through the generation of the visualized numerical value of "human power" in the server. As shown in FIG. 15, when n or more INPUT (current value), INPUT (attribute), and the desired image are input, the "human power" information generation unit 12 reads out evaluation index data (each item of the category and elements of "human power") corresponding to the desired image from the DB 60, generates a visualized numerical value of "human power", and stores it in the DB 60. The visualization presentation unit 13 reads out the visualized numerical values for each category and element included in the evaluation index data to be determined from the DB 60, replaces the visualized numerical values with visualization information, and presents them as waveforms in a radar chart. Here, there are two types of radar charts: one for similarity determination (facing left) and one for correlation determination (facing right), and the specified one is presented. It is also possible to present both.

[0078] When performing suitability determination based on similarity, the suitability determination unit 15 calculates the similarity and similarity rate between the visualized numerical value read from the DB 60 and the visualized numerical value required for the desired image. When performing suitability determination based on correlation, the suitability determination unit 15 multiplies the weighted values and correlation coefficients preset for the numerically correlated elements for each element among the visualized numerical values read from the DB 60 and the visualized numerical values required for the desired image to calculate the numerical value of correlation. In this example, it is assumed that there is a correlation with elements such as coaching ability, member training, and PDCA.

[0079] Here, referring to FIGS. 16 and 17, the first case of suitability determination (an example in which the criteria are met and a determination result is obtained) will be described. FIG. 16 is a diagram showing the evaluation index data of "leadership ability" in the first case of suitability determination. FIG. 17 is a diagram showing the radar chart of "leadership ability" generated from the evaluation index data of FIG. 16 and the suitability determination result.

[0080] In this case, it is assumed that the evaluation index data of "leadership ability" as shown in FIG. 16 is obtained. Specifically, as shown in FIG. 16, categories such as business skills, communication, others management, and self - management are set. In the category of business skills, elements such as PDCA, task management, member management, and element - splitting ability are set. In the category of communication, elements such as presentation, document creation, negotiation ability, and coordination ability are set. In the category of others management, elements such as coaching ability, teaching ability, compliance, and labor management are set. In the category of self - management, elements such as sentiment and attitude, emotion control, career design, and physical and mental health are set. For each element, numerical values such as visualization numerical value, required standard, correlation (A), correlation (B), and minimum standard are set. The visualization numerical value is the numerical value generated by the "human power" information generation unit 12. The required standard is the standard required for the image the user wants to become. It is set by deducing the tendency of "human power" in the image the user wants to become from past data. Also, when a certain amount of past data is accumulated, it is periodically reviewed. The suitability is determined by comparing this required standard with the user's visualization numerical value. The minimum standard is the numerical value that determines the minimum condition for the image the user wants to become. Similar to the required standard, it is set by deducing the tendency of "human power" from past data. Also, when a certain amount of past data is accumulated, it is periodically reviewed. If it does not meet the minimum standard, the coefficient for that element is set to 0. Note that the minimum standard is not necessarily set for all elements. The correlation coefficient is the coefficient multiplied by the numerically - visualized one. For the similar pattern, it is desirable that the user's waveform is similar to the waveform of the required standard of the radar chart. The similarity rate is the coincidence rate between the required standard and the user's waveform. The correlation coefficient is the coefficient that, for each image the user wants to become, regards important elements that meet a certain standard as bonus elements, or regards elements that are below a certain standard as deduction elements.

[0081] The suitability determination unit 15 outputs the evaluation index data in FIG. 16 to the visualization presentation unit 13, thereby presenting the radar chart on the user terminal 20. Specifically, the visualized numerical values of the evaluation index data in FIG. 16 are plotted on the radar chart shown in FIG. 17 as waveform 201 (waveform of the user's visualized numerical values), and the waveform 203 (suitability degree waveform) obtained by plotting the visualized numerical values of the required criteria set in advance on the radar chart are presented on the user terminal 20. In addition, based on the evaluation index data of the above "leadership ability", the suitability determination unit 15 determines that the similarity is B and the similarity rate is A. Furthermore, considering that the correlation coefficient is 1.2 and the minimum criteria are met, for the "leadership ability", the determination result of the user's suitability is determined as "B+". This determination result of "B" + is a good result following "S" and "A", so it can be said that the user is suitable for "leadership ability".

[0082] Next, with reference to FIGS. 18 and 19, a second case of suitability determination (an example where the criteria are not met and no determination result can be obtained) will be described. FIG. 18 is a diagram showing the evaluation index data of "leadership ability" in the first case of suitability determination. FIG. 19 is a diagram showing the radar chart of "leadership ability" generated from the evaluation index data in FIG. 18 and the suitability determination result.

[0083] In this case, it is assumed that the evaluation index data of "leadership ability" as shown in FIG. 18 is obtained. The specific categories and item elements are the same as those in FIG. 16, and the description thereof is omitted.

[0084] The suitability determination unit 15 outputs the evaluation index data in FIG. 18 to the visualization presentation unit 13, thereby presenting the radar chart on the user terminal 20. Specifically, the waveform 201 (waveform of the user's visualized numerical values) plotted on the radar chart shown in FIG. 19 and the waveform 203 (suitability degree waveform) obtained by plotting the visualized numerical values of the required criteria set in advance on the radar chart are presented on the user terminal 20. Here, the suitability determination unit 15 determines that the suitability determination result of the user for "leadership ability" is "undeterminable" because, among the evaluation index data of "leadership ability" in FIG. 18 above, the numerical value of the member management element is "1" and does not meet the minimum standard numerical value of "2".

[0085] Thus, according to the suitability determination function of the server 10, using the visualization numerical value of "human ability" for the user (such as in FIGS. 16 and 18) and at least one of the waveforms 201 in FIGS. 15, 17, and 19, the suitability degree of the user's current "human ability" with respect to the image the user wants to become can be determined.

[0086] Hereinafter, a specific example of the personnel selection process (assignment match function) by the server will be described with reference to FIGS. 20 to 25. First, a first example of the personnel selection process (assignment match function) (an example of adopting an SE using the development level) will be described with reference to FIGS. 20 to 23. FIG. 20 is a diagram showing the visualization numerical values obtained as the "SE ability" of the adoption candidates X, Y, and Z and the required criteria (goal numerical values) in the first example. FIG. 21 is a diagram summarizing the visualization numerical values and development levels of the adoption candidates X, Y, and Z in FIG. 20.

[0087] The first example selects adoptees based on requests from multiple departments that want to adopt individuals who can immediately contribute as SEs from among inexperienced adoption candidates. In this case, assume that in the preprocessing, the visualization numerical values of the "SE ability" of the adoption candidates X, Y, and Z are obtained by the "human ability" information generation unit 12 (see FIG. 20). Also, assume that in the preprocessing, the development levels of the adoption candidates X, Y, and Z are obtained by the development level information generation unit 14 (see FIG. 21). Furthermore, the information on the personnel required by each department is as follows and is stored in the DB60 in advance. Department A is seeking personnel for positions that particularly require communication and negotiation with those around them. Deployment B requires personnel for positions that do not require many skills such as communication and negotiation, and that prioritize business skills as an SE above all else. Deployment C requires personnel for positions that require both communication and business skills. When conducting the personnel selection process, the Personnel Selection Department 16 reads the information of the personnel desired by each of the above departments from the DB60 and uses it as part of the personnel selection criteria.

[0088] Specifically, as shown in Fig. 20, elements such as sinking, business knowledge, communication, (business and management not shown) are set for the categories. For the sinking category, elements such as critical thinking, ethical thinking, issue sorting, analysis, and goal orientation are set. For the business knowledge category, elements such as marketing, cost management and operation, programming, customer understanding, and industry knowledge are set. For the communication category, elements such as negotiation, hearing, facilitation, documentation, and information sharing are set. Although not shown, for the business and management category, elements such as planning and setup, task management, time management, quality management, and member management are set. Numerical values of the required criteria are set for each element of the goal. Visualization numerical values and the like are set for each element of the employment candidates X, Y, and Z. The visualization numerical value is a numerical value generated by the "human power" information generation unit 12.

[0089] In the case of this first example, based on the visualization numerical values of the "SE power" (information in Fig. 20) obtained as a result of the "human power" information generation process for each of the employment candidates X, Y, and Z, and the visualization numerical values of the development degree information for each of the employment candidates X, Y, and Z obtained by the development degree information generation process (information in Fig. 21), the most suitable personnel for Deployments A to C are selected and employed.

[0090] The Personnel Selection Department 16 selects the most suitable person based on the visualization numerical values of the employment candidates X, Y, and Z and the development degree information generation results. The three candidates X, Y, and Z have no significant difference in overall development level, all around 90%. However, when looking at each category and element, they have the following characteristics. Candidate X has a high score in elements of the communication category, indicating high abilities in communication and negotiation with people. Candidate Y has a high score in elements of the business knowledge category, with high scores related to task performance directly related to SE work. Candidate Z has no outstanding points in all categories, nor are there any particularly low-scoring items.

[0091] Based on these results, for example, the following criteria can be used to select the employed person. For Department A, which requires personnel in positions that particularly need communication and negotiation with the surrounding people, Candidate X is selected. For Department B, which does not require much skill in communication and negotiation and emphasizes business skills as an SE, Candidate Y is selected. For Department C, which requires personnel in positions that need both communication and business skills, Candidate Z is selected.

[0092] Next, with reference to FIGS. 22 to 25, a second case of the personnel selection process (assignment match function) (a case of hiring the next leader using fitness) will be described. FIG. 22 shows, in the second case, the visualized numerical values obtained as the "leadership power" of the candidates P, Q, and R for hiring and the required criteria (goal numerical values). FIG. 23 shows a table and a radar chart summarizing the visualized numerical values and fitness of candidate P for hiring in FIG. 22. FIG. 24 shows a table and a radar chart summarizing the visualized numerical values and fitness of candidate Q for hiring in FIG. 22. FIG. 25 shows a table and a radar chart summarizing the visualized numerical values and fitness of candidate R for hiring in FIG. 22.

[0093] In the case of the second example, it is desired to select a person who is suitable as the next leader from among the recruitment candidates P, Q, and R. Based on the visualization results (visualization numerical values, required criteria, minimum criteria, correlation (A), correlation (B), similarity, similarity rate, correlation coefficient, etc.) of the recruitment candidates P, Q, and R in the suitability degree table shown in FIGS. 23 to 25, the personnel selection unit 16 should assign the person with the most suitability as the leader as the next leader. Therefore, based on the following content, the suitability determination process for each of the recruitment candidates P, Q, and R is executed and the results are presented. For example, the total score of each element required as the "leadership ability" is 46 points for P, 47 points for Q, and 40 points for R. Also, the minimum criteria and correlation required for the leader are as shown in the table. In the comparison between the required criteria and their respective visualization numerical values, candidate R has the best result in terms of similarity, and candidates P and R have equally good results in terms of similarity rate. From these results, as the final suitability determination, candidate R is determined to be B+ and the most suitable, and candidate R can be assigned as the next leader.

[0094] Next, a second embodiment of the server of an embodiment of the information processing apparatus according to the present invention will be described. First, a second embodiment of the functional configuration of the server will be described with reference to FIG. 26. Note that the same components as those in the functional configuration of the server shown in FIG. 3 are denoted by the same reference numerals, and the description thereof is omitted.

[0095] In the case of the second embodiment of the functional configuration of the server 1, when the CPU 101 (see FIG. 2) of the server 10 executes the recommendation process for the "human power" information, as shown in FIG. 26, the input information acquisition unit 11, the "human power" information generation unit 12, the visualization presentation unit 13, the development degree information generation unit 14, the suitability determination unit 15, the matching degree determination unit 17, and the recommendation unit 18 function.

[0096] The matching degree determination unit 17 determines the matching degree between the user and the training candidate based on at least a part of the development degree information, visualization information, and appropriateness for each of the user and the training candidate. The matching degree indicates, for example, the compatibility between the user and the training candidate. For example, if the elements for which the development degree of the training candidate who guides the user's growth does not meet the standard exceed the standard, it is determined that there is no suitability. The number of elements serving as the standard shall be determined and set from past data. Also, the logic shall be reviewed periodically as data accumulates. Regarding the training person in charge, since it is necessary to consider elements related to person-to-person matching, it is preferable to perform matching using the visualization information, development degree information, and the result of suitability determination, but one or more of these elements may also be used.

[0097] In addition to compatibility, the matching degree can be represented by, for example, a pattern similarity rate or a correlation coefficient. The pattern similarity rate is represented by the similarity rate of the waveform pattern obtained by comparing the waveform of the chart of the required standard with the waveform of the target person. The correlation coefficient is a coefficient that regards important elements as points-adding elements when they meet a certain standard or as points-deducting elements when they are below a certain standard for each desired form.

[0098] After the elapse of a predetermined period (for example, after one year, etc.), the recommendation unit 18 recommends training, books, and useful information (for example, articles inside and outside the company, actions, etc.) as useful information to the target "human power" in order for it to reach the target level (goal) based on the "human power" information to the target (for example, the user or organization, etc.). The recommendation unit 18 recommends useful information based on at least a part of the development degree information and the visualization information. That is, the recommendation unit 18 presents recommendations for training, books, business, and useful information using the visualization information and development degree information obtained above. Specifically, when the recommendation unit 18 is composed of AI, using the visualization results of the "human power" of the person who wishes to match and the training candidate as input, and in light of the criteria of the AI learned from a large number of teaching data, the most compatible training candidate is derived.

[0099] Here, useful information refers to useful information groups and actions that are easily and inexpensively obtainable, and includes the following. Useful information includes industry papers, brochures, magazines (including Kindle, audiobooks, etc.), column articles held by companies, and email magazines containing useful information. Further, useful information may be articles published on the Internet, etc., or information in a database searchable by keywords (media, etc.). Actions are extracted from the database of past cases of members, such as "try going to XX" and "have contact with XX people".

[0100] Subsequently, the recommendation logic, which is the operation of the second embodiment, will be described. In the second embodiment, two recommendation functions, the following first recommendation function and second recommendation function, will be described. The first recommendation function is a function of recommending training, books (paper media), business, and useful information to users. The second recommendation function is a function of recommending "human power" cultivation instructors to users who wish to match (match seekers).

[0101] First, the first recommendation function will be described with reference to FIG. 27. In the first recommendation function, as described in the above embodiment, in step S31 shown in FIG. 27, the "human power" information generation unit 12 generates "human power" information with the current value, attributes, and desired image of the person to be recommended as inputs. In step S32, the visualization presentation unit 13 generates visualization information based on the "human power" information. In step S33, the development degree information generation unit 14 generates a development degree from the visualized "human power" information.

[0102] Here, in steps S34 and S35, a development priority and a development difference value are set from the information of "[human power]" and the development level information (numerical value). The development priority is the priority order of what needs to be developed among the elements / categories of "human power". The development difference value refers to the difference value from the current development level based on the state of 100% development level. The development difference value is calculated for each element based on the following calculation formula. The calculation formula is the value obtained by subtracting 100% from the development level of each element. However, if the result is 0 or more, it is set to 0%. In that case, it is regarded as meeting the standard. The development priority is derived by inputting the coefficient and the development difference value. Each calculation logic is executed by the recommendation unit 18, and data such as the development priority, the development difference value, the development level of each element, and the development level of each category is stored in the DB60. When a certain amount of data is accumulated in the DB60, the logic is periodically reviewed.

[0103] There are a development priority for each element and a development priority for each category, which are calculated as follows respectively. The development priority for each element is calculated based on the following conditions with the development difference value, the element coefficient, and the development level of each element. The more conditions are met, the higher the priority. Also, the priority is corrected based on the data accumulated in the DB60. The conditions are that the absolute value of the development difference value is large (it is an element to be developed), the value of the element coefficient of human power is high (it is an important element), the value of the category coefficient of the belonging category is high (it is an important category), etc.

[0104] The development priority for each category is calculated based on the following conditions with the "[category coefficient]" and the "[development level for each category]". The development priority for each category is higher as more conditions are met. Also, the priority is corrected based on the data accumulated in the DB60. The conditions are that the value of the "development level for each element" of the elements belonging to that category is high (there are many elements to be prioritized), the value of the "category coefficient" of human power is high (it is a category to be prioritized), etc. In step S36, the recommendation unit 18 outputs training, books, operations, and useful information with high priority based on the development priority. Specifically, based on the calculation results of the development priority for each element and the development priority for each category, training, books, operations, and useful information are recommended respectively.

[0105] According to the first recommendation by the server 1 of the second embodiment in this way, for example, in order for the "human power" of the user to reach the goal (target level) after one year or the like, training, books, useful information (such as Internet public articles, actions, etc.) are used as useful information, and based on the "human power" information, recommendations are presented (recommended) to the user. In this way, it is possible to clarify what should be done until the "human power" as the power for the user to accomplish work reaches a certain level, etc. (the way).

[0106] Subsequently, with reference to FIGS. 28 to 39, specific recommendation cases of the first recommendation function (recommendations of training, books (paper media), operations, and useful information) will be described. First, with reference to FIGS. 28 to 33, a recommendation case (the first case) for the power of a retail salesperson in the first recommendation will be described. FIG. 28 is a diagram showing an example of the development level of a retail salesperson obtained by the server in FIG. 26. FIG. 29 is a diagram showing the priority order of elements that require development obtained from the development level in FIG. 28. FIG. 30 is a diagram showing an example of a training recommendation obtained from the development level in FIG. 28. FIG. 31 is a diagram showing an example of a book recommendation obtained from the development level in FIG. 28. FIG. 32 is a diagram showing an example of an operation recommendation obtained from the development level in FIG. 28. FIG. 33 is a diagram showing an example of a useful information recommendation obtained from the development level in FIG. 28.

[0107] In this case, assume that the visualized development level is data as shown in FIG. 28. That is, in each item shown in FIG. 28, data up to the visualization value, the required standard, the evaluation standard, the category coefficient, the element coefficient, the development value for each element, the development degree for each element, the development degree for each category, and the development degree of retail salespersons can be obtained as described in the above-described embodiment.

[0108] The following development difference value is calculated for each element based on the calculation formula ([development degree for each element] - 100%). However, if the result is 0 or more, it becomes 0%, and in that case, it is regarded as meeting the standard. Among the elements in the table of FIG. 28, for example, for the element of "appearance", 0% - 100% = -100%, for the element of "question", 117.6% - 100% = 17.6% → 0%, and for the element of "finance", 23.3% - 100% = -76.7%.

[0109] Based on the calculation result of the development difference value by the above calculation formula, the development priority for each element is determined. The development priority for each element is calculated based on the following conditions using the development difference value, the element coefficient, and the development degree for each element. The more conditions are met, the higher the priority. Also, the priority is corrected based on the data stored in DB60. The conditions are that the absolute value of the development difference value is large (it is an element to be developed), the value of the "element coefficient" of human power is high (it is an important element), the value of the "category coefficient" of the category to which it belongs is high (it is an important category), etc. Based on the above conditions, for elements that require development (for elements with a development difference value less than 0%), the priority order is determined.

[0110] In FIG. 29, the first element in the priority order is "listening", the second element is "observation", the third element is "proposal", the fourth element is "product / industry knowledge", the fifth element is "expression / attitude", the sixth element is "appearance", and the seventh element is "finance".

[0111] The development priority for each category takes the category coefficient and the development degree for each category as inputs and is determined based on the following conditions. The more conditions are met, the higher the priority. Also, the priority is corrected based on the data stored in DB60. The conditions are that the value of the "development degree for each element" of the elements belonging to that category is high (there are many elements to be prioritized), the value of the "category coefficient" of human power is high (it is a category to be prioritized), and so on. Also, the priority is corrected based on the data stored in the DB60. As a result of the determination based on the above conditions, the first category in the priority order is "customer response ability", the second category is "personal", and the third category is "behavior".

[0112] Based on the categories in the priority order and the elements in the priority order obtained as described above, the training information (training names in the priority order) shown in tabular form in FIG. 30, the book information (book names in the priority order) shown in tabular form in FIG. 31, the business information (business names in the priority order) shown in tabular form in FIG. 32, and the useful information (information contents in the priority order) shown in tabular form in FIG. 33 are each recommended as useful information. These recommendations of training, books, business, and useful information may be output all at once, or after allowing the user to select the necessary ones, the selected ones may be output.

[0113] In the recommendation of the training information shown in tabular form in FIG. 30, pairs of the training name and the elements to be developed are recommended in the priority order. Specifically, the first in the priority order has a training name of "Basics of Listening Ability" and an element name to be developed of "Listening". The second in the priority order has a training name of "Basics of Thinking Ability" and element names to be developed of "Observation" and "Proposal". The third in the priority order has a training name of "Basics of Salespersons" and element names to be developed of "Appearance", "Expression / Attitude", "Product / Industry Knowledge", "Finance", "Observation", and "Proposal". The fourth in the priority order has a training name of "Basics of the Wholesale / Retail Industry" and element names to be developed of "Product / Industry Knowledge" and "Finance". The fifth in the priority order has a training name of "Business Manners Training" and element names to be developed of "Appearance" and "Expression / Attitude".

[0114] In the recommendation of the book information shown in tabular form in FIG. 31, books related to the keywords in the direct area and the indirect area respectively regarding the elements to be developed are recommended in the priority order. Specifically, the first in priority is that the area is "direct", the element name to be developed is "listening", and the books related to the keyword are "Listening and Hearing". The second in priority is that the area is "direct", the element names to be developed are "appearance", "expression and attitude", "observation", "proposal", and the books related to the keyword are "customer service skills". The third in priority is that the area is "direct", the element names to be developed are "product and industry knowledge", "observation", "proposal", and the books related to the keyword are "store layout". The fourth in priority is that the area is "direct", the element name to be developed is "observation", "proposal", and the books related to the keyword are "claim handling". The fifth in priority is that the area is "direct", the element name to be developed is "product and industry knowledge", and the books related to the keyword are "latest in apparel". The sixth in priority is that the area is "indirect", the element name to be developed is "product and industry knowledge", and the books related to the keyword are "latest influencers". The seventh in priority is that the area is "direct", the element name to be developed is "finance", and the books related to the keyword are "store sales management". The eighth in priority is that the area is "indirect", the element name to be developed is "finance", and the books related to the keyword are "store sales analysis". The ninth in priority is that the area is "direct", the element names to be developed are "appearance", "expression and attitude", and the books related to the keyword are "customer service manners". The tenth in priority is that the area is "direct", the element name to be developed is "appearance", and the books related to the keyword are "knowledge of salespersons".

[0115] In the recommendation of business information shown in tabular form in FIG. 32, the businesses related to the keywords regarding the elements to be developed are recommended in order of priority. Specifically, the first in priority is that the element names to be developed are "appearance", "expression and attitude", "observation", "proposal", the keywords regarding these element names are "customer service manners", "knowledge of salespersons", "claim handling", and the business related to these keywords is recommended as "phone correspondence". The second in priority is that the element names to be developed are "product and industry knowledge", "finance", the keywords regarding these element names are "store inventory management", "store sales management", and the business related to these keywords is recommended as "inventory management".

[0116] In the recommendation of useful information shown in tabular form in FIG. 33, useful information related to keywords related to the element to be developed is recommended in order of priority. Specifically, the first in order of priority is that the name of the element to be developed is "listening", "proposal", the keywords related to these element names are "listening ability", "customer service", and the useful information related to these keywords is "articles", "e-books", "email magazines" and is recommended. The second in order of priority is that the name of the element to be developed is "product / industry knowledge", "observation", the keyword related to these element names is "go to places where you can interact with a large number of unspecified people", and the useful information related to this keyword is "action" and is recommended. That is, as the first in order of priority, articles and e-books related to listening ability and proposal ability are recommended from the keyword "listening ability". Also, as the second, the action of going to a place where you can communicate with a large number of unspecified people is recommended.

[0117] Thus, according to the operation of the first case by the server 10 of the second embodiment, training, books (paper media), business, and useful information are recommended to the user to be recommended, so that the user can, for example, after one year, etc., clarify the steps such as what to do until the user's retail salesperson ability reaches the goal to be aimed for.

[0118] Next, with reference to FIGS. 34 to 39, a recommendation example (second example) for the leader's ability in the first recommendation function will be described. FIG. 34 is a diagram showing an example of the development level of a retail salesperson obtained by the server of FIG. 26. FIG. 35 is a diagram showing the priority of elements that require development obtained from the development level of FIG. 28. FIG. 36 is a diagram showing an example of a training recommendation obtained from the development level of FIG. 28. FIG. 37 is a diagram showing an example of a book recommendation obtained from the development level of FIG. 28. FIG. 38 is a diagram showing an example of a business recommendation obtained from the development level of FIG. 28. FIG. 39 is a diagram showing an example of a useful information recommendation obtained from the development level of FIG. 28.

[0119] In this case, assume that the visualized development level becomes data as shown in FIG. 34. That is, in each item shown in FIG. 34, data up to the visualization numerical value, the required standard, the minimum standard, the category coefficient, the element coefficient, the development numerical value for each element, the development level for each element, the development level for each category, and the development level of the leader's ability can be obtained as described in the above-described embodiment.

[0120] The next development difference value is calculated for each element based on the calculation formula ([development level for each element] - 100%). However, if the result is 0 or more, it becomes 0%, and in that case, it is regarded as meeting the standard. Among the elements in the table of FIG. 34, for example, for the element of "PDCA", it is 0% - 90.9% = -9.1%, for the element of "task management", it is 83.3% - 100% = -16.7, and for the element of "member management", it is 75.0% - 100% = -25.0%, etc.

[0121] In FIG. 35, the first element in the priority order is "compliance", the second element is "adjusting power", the third element is "negotiating power", the fourth element is "member management", the fifth element is "task management", the sixth element is "labor management", the seventh element is "PDCA", the eighth element is "presentation", and the ninth element is "teaching ability". As a result of determining the priority order of the categories based on the above conditions for the development priority for each category, in the row of the development priority for each category in the development level table of FIG. 34, the first category in the priority order is "other management", the second category is "communication", and the third category is "business skills".

[0122] Based on the categories in the determined order of precedence and the elements in the order of precedence as described above, the training information (training names in the order of precedence) shown in tabular form in FIG. 36, the book information (book names in the order of precedence) shown in tabular form in FIG. 37, the business information (business names in the order of precedence) shown in tabular form in FIG. 38, and the useful information (information content in the order of precedence) shown in tabular form in FIG. 39 are each recommended as useful information. These recommendations for training, books, business, and useful information may be output all at once, or after allowing the user to select what is necessary and then outputting the selected items.

[0123] In the recommendation of the training information shown in tabular form in FIG. 36, pairs of training names and development target elements are recommended in the order of precedence. Specifically, for the first in the order of precedence, the training name is "Basics of Compliance" and the development target element name is "Compliance"; for the second, the training name is "Basics of Project Management" and the development target element names are "Adjusting Power", "Task Management", "Labor Management", "PDCA"; for the third, the training name is "Basics of Member Management" and the development target element names are "Member Management", "PDCA", "Presentation"; for the fourth, the training name is "Introduction to Team Building" and the development target element names are "Compliance", "Adjusting Power", "Member Management", "Labor Management", "PDCA"; for the fifth, the training name is "Introduction to Subordinate Management" and the development target element name is "Teaching Ability".

[0124] In the recommendation of the book information shown in tabular form in FIG. 37, books related to the keywords in the direct area and indirect area respectively regarding the development target element are recommended in the order of precedence. Specifically, the first in priority is that the area is "direct", the element name to be developed is "Compliance", the books related to the keyword are "Compliance", the second in priority is that the area is "direct", the element name to be developed is "Compliance", the books related to the keyword are "Harassment", the third in priority is that the area is "direct", the element name to be developed is "Adjusting Power", the books related to the keyword are "Negotiation and Adjustment", the fourth in priority is that the area is "indirect", the element name to be developed is "Task Management", the books related to the keyword are "Logical Linking", the fifth in priority is that the area is "direct", the element name to be developed is "Task Management", the books related to the keyword are "Task Management", the sixth in priority is that the area is "direct", the element name to be developed is "PDCA", the books related to the keyword are "Planning Power", the seventh in priority is that the area is "direct", the element name to be developed is "PDCA", the books related to the keyword are "PDCA", the eighth in priority is that the area is "direct", the element name to be developed is "Presentation", the books related to the keyword are "Reporting, Connecting, and Sharing", the ninth in priority is that the area is "direct", the element name to be developed is "Teaching Ability", the books related to the keyword are "Coaching and Teaching".

[0125] In the recommendations of the business information shown in tabular form in FIG. 38, the operations related to the keywords regarding the elements to be developed are recommended in order of priority. Specifically, the first in priority is that the element names to be developed are "Adjusting Power", "Member Management", "Negotiating Power", "Task Management", "PDCA", the keywords regarding these element names are "Negotiation, Adjustment, Task Management, Planning Power", "PDCA", "Reporting, Connecting, and Sharing", "Coaching", and the operations related to these keywords are recommended as "Project Management (within 3 members, in-house completed project possible)". The second in priority is that the element names to be developed are "Adjusting Power", "Task Management", "PDCA", "Presentation", the keyword regarding these element names is "Negotiation and Adjustment", and the operation related to this keyword is recommended as "Inter-departmental Coordination Window".

[0126] In the recommendation of useful information shown in tabular form in FIG. 39, useful information related to keywords related to the element to be developed is recommended in order of priority. Specifically, the first in priority is that the name of the element to be developed is "adjusting power", "member management", "negotiating power", "task management", "PDCA", and the keywords related to these element names are "negotiation adjustment task management", "planning power", "PDCA", "information sharing and liaison", "coaching", and the useful information related to these keywords is recommended as "articles", "e-books", "email magazines". The second in priority is that the name of the element to be developed is "adjusting power", "task management", "PDCA", "presentation", and the keywords related to these element names are "making a plan for each minute of holidays", "speaking in front of people", and the useful information related to this keyword is recommended as "actions".

[0127] Thus, according to the operation of the first case by the server 10 of the second embodiment, training, books (paper media), business, and useful information are recommended to the user to be recommended respectively. Therefore, the user can clarify the path such as what to do until the user's leadership ability reaches the goal aimed at as the desired form, for example, after one year.

[0128] Next, a second case (mentor recommendation function) will be described with reference to FIG. 40. FIG. 40 is a diagram showing the second case (mentor recommendation function). In the second case, a function of matching a person who wishes to receive guidance from a mentor with one or more mentor candidates (hereinafter referred to as "mentor candidates") and recommending a mentor candidate suitable for the person who wishes to match from among them will be described.

[0129] In this case, as described in the above-mentioned first recommendation, in step S31 shown in FIG. 40, the "human power" information generation unit 12 generates "human power" information by inputting the current value, attributes, and desired form of the person who wishes to match. In step S32, the visualization presentation unit 13 generates visualization information based on the information of "human power". In step S33, the development degree information generation unit 14 generates a development degree from the visualized information of "human power".

[0130] Here, in steps S34 and S35, a development priority and a development difference value are set from the information of [human power] and the development degree information (numerical value). The development priority is the priority order of those that need to be developed among the elements / categories of "human power". The development difference value refers to the difference value from the current development degree based on the state of 100% development degree.

[0131] Here, in the second case, in step S36, the appropriateness determination unit 15 determines whether it is appropriate for the appearance required by the person seeking a match (see the description of FIGS. 14 to 19).

[0132] Then, in step S37, the matching degree determination unit 17 executes a process of determining the compatibility between the person seeking a match and one or more candidate candidates for cultivation based on the result of the appropriateness determination of the person seeking a match, the development priority, and the development difference value.

[0133] Specifically, the matching degree determination unit 17 matches the visualization result of the "human power" of the candidate for cultivation pre-stored in the DB60, the result of the appropriateness determination of the person seeking a match, the development priority, and information such as the development difference value (visualization result), determines the matching degree between each other, and outputs the most appropriate candidate for cultivation as a cultivation instructor to the recommendation unit 18 in light of the criteria, so that the cultivation instructor is recommended from the recommendation unit 18 to the person seeking a match.

[0134] The matching degree determination unit 17 determines the matching degree for those that satisfy the following matching degree determination criteria (conditions) from (a) to (u). (a) The development degree of the element of the candidate for cultivation exceeds the development degree of the element with a high development priority and development difference value of the person seeking a match as a reference. (i) The number of elements in which the development degree of the element of the candidate for cultivation exceeds the development degree of the person seeking a match exceeds the reference. (c) There is a correlation between the development level of the match hopefuls and the development level of the cultivation candidates. Note that as the criteria in (a), (b), and (c) above, any one of them may be satisfied, or all three of them may be satisfied, or it is sufficient to satisfy one or more criteria.

[0135] Hereinafter, with reference to FIG. 41, the match degree determination function (operation of the match degree determination unit 17) will be described. FIG. 41 is a diagram showing the match degree determination function (operation of the match degree determination unit 17) of the server in FIG. 26. When the number of elements in which the development level of the cultivation candidate is less than the development level of the match hopeful exceeds the standard, the match degree determination unit 17 determines that the cultivation candidate is not suitable as a cultivation instructor for the match hopeful (cultivation candidate < number of elements of match hopeful = no suitability). The number of elements serving as the standard shall be determined and set from past data. Also, when data accumulates, the logic for match degree determination shall be reviewed periodically.

[0136] As shown in FIG. 41, for example, when determining the match degree between a match hopeful A (hereinafter referred to as "Mr. A") and three cultivation candidates B to D (hereinafter referred to as "Mr. B", "Mr. C", and "Mr. D"), the match degree determination unit 17 creates a waveform pattern (distribution diagram) of Mr. A from the development level of Mr. A, compares it with the waveform patterns (distribution diagrams) of Mr. B, Mr. C, and Mr. D respectively, first determines whether the criteria for match degree determination are satisfied (cleared), and when the criteria are satisfied, determines the match degree between each other.

[0137] Specifically, the match degree determination unit 17 calculates the values of the similarity pattern, similarity rate, and correlation respectively, and evaluates them with three indicators: the similarity pattern, similarity rate, and correlation. For the similarity pattern, as a result of comparing the waveform of the chart of the required standard with the waveform of the target person, the more similar the waveforms are, the higher the rank. A has a high rank and C has a low rank. The similarity rate is obtained by finding the coincidence rate between the required standard and the waveform of the target person, and a rank corresponding to the coincidence rate is assigned. The correlation coefficient is a coefficient that, for each desired image of the applicant, regards important elements that meet a certain standard as bonus elements, or regards elements that fall below a certain standard as deduction elements. The similar pattern and similarity rate are evaluated in ranks such as A, B, C, A+, B-, etc., and the correlation relationship is evaluated as a numerical value (such as 1.1 or 0.9, etc.) that is adjusted in the plus or minus direction based on a predetermined reference value (for example, 1.0).

[0138] In the example of FIG. 41, regarding the matching degree of Mr. B with respect to Mr. A, when determining the criterion of whether the number of elements exceeding Mr. A's waveform exists in Mr. B, it is found that the criterion is met (criterion cleared). The similar pattern is A, the similarity rate is B+, and the correlation relationship is 1.3. From these, A is derived as the comprehensive determination.

[0139] Regarding the matching degree of Mr. C with respect to Mr. A, when determining the criterion of whether the number of elements exceeding Mr. A's waveform exists in Mr. C, it is found that the criterion is not met (criterion not reached). At this point, "undeterminable" is derived as the comprehensive determination.

[0140] Regarding the matching degree of Mr. D with respect to Mr. A, when determining the criterion of whether the number of elements exceeding Mr. A's waveform exists in Mr. D, it is found that the criterion is met (criterion cleared). The similar pattern is C, the similarity rate is C, and the correlation relationship is 1.0. From these, C is derived as the comprehensive determination.

[0141] Based on the comprehensive determination results of the three people, Mr. B, Mr. C, and Mr. D, with respect to Mr. A in this way, the matching degree determination unit 17 determines that Mr. B is appropriate as the training instructor for Mr. A and outputs it to the recommendation unit 18.

[0142] The recommendation unit 18 presents the training candidate input from the matching degree determination unit 17 as a recommendation to the user terminal 2 of the applicant.

[0143] As described above, according to the operation of the second case (mentor recommendation function) by the server 10 of the second embodiment, since the matching degree determination is made using the visualization result, development level, and suitability determination result of the "human power" of the person seeking a match, the most compatible candidate for mentoring can be recommended to the person seeking a match. In addition, in light of the criteria for matching degree determination ((a), (i), (u), etc.), after screening the candidates for mentoring, the matching degree determination is made, so that a mentor suitable for the growth to meet the required development level of the person seeking a match can be derived.

[0144] Hereinafter, with reference to FIGS. 34, 42 to 45, a case of recommending a mentor for person A, who is seeking a match, to acquire leadership skills in the server 10 of the second embodiment will be described. FIG. 42 is a diagram showing the development level of candidate B for mentoring in a case where the server of the second embodiment recommends a mentor for person A, who is seeking a match, to acquire leadership skills. FIG. 43 is a diagram showing the development level of candidate C for mentoring in a case where the server of the second embodiment recommends a mentor for person A, who is seeking a match, to acquire leadership skills. FIG. 44 is a diagram showing the development level of candidate D for mentoring in a case where the server of the second embodiment recommends a mentor for person A, who is seeking a match, to acquire leadership skills.

[0145] Assume that the current development value regarding the leadership skills of person A, who is seeking a match, is as shown in FIG. 34. Assume that the development level regarding the leadership skills of candidate B for mentoring is the value shown in FIG. 42. Assume that the development level regarding the leadership skills of candidate C for mentoring is the value shown in FIG. 43. Assume that the development level regarding the leadership skills of candidate D for mentoring is the value shown in FIG. 44.

[0146] In this case, as a result of determining the degree of match between the current development value of Mr. A's leadership ability shown in Fig. 34 and the degree of development of Mr. B's leadership ability shown in Fig. 42, there is not a single element in which Mr. A's degree of development per element exceeds Mr. B's degree of development per element (number of elements: 16 - 0 = 16). When the criterion for the number of elements is set to 10 or more, the criterion is cleared. Also, the similar pattern is A, the similarity rate is B+, the correlation is 1.3, and the comprehensive judgment result is A. Also, when determining the degree of match between the current development value of Mr. A's leadership ability shown in Fig. 34 and the degree of development of Mr. C's leadership ability shown in Fig. 43, there were 12 elements in which Mr. A's degree of development per element exceeded Mr. C's degree of development per element (number of elements: 16 - 12 = 4). Therefore, the comprehensive judgment result is unmeasurable. As a result of determining the degree of match between the current development value of Mr. A's leadership ability shown in Fig. 34 and the degree of development of Mr. D's leadership ability shown in Fig. 44, there are 4 elements in which Mr. A's degree of development per element exceeds Mr. B's degree of development per element (number of elements: 16 - 4 = 12). When the criterion for the number of elements is set to 10 or more, the criterion is cleared. Also, the similar pattern is C, the similarity rate is C, the correlation is 1.0, and the comprehensive judgment result is C. By collating the match determination results of the above three candidates for cultivation, candidate B for cultivation is recommended as the cultivation instructor for Mr. A, who hopes for a match.

[0147] As described above, an embodiment of the present invention has been described. However, 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.

[0148] 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.

[0149] Also, the functional block diagram of the server 10 shown in FIG. 3 is merely an example and is not particularly limited. That is, it suffices that the information processing apparatus is provided with a function capable of executing the above-described series of processes as a whole, and the functional blocks and databases used by the information processing apparatus to realize this function are not particularly limited to the example of FIG. 3.

[0150] In addition, although an example in which the functional blocks and databases are arranged in a single server has been described, the arrangement location is not limited to FIG. 3 and may be arbitrarily arranged in a distributed manner in a plurality of information processing apparatuses. Also, one functional block and database may be configured by hardware alone, may be provided in separate hardware, may be configured by software alone, or may be configured by a combination thereof.

[0151] When the processing of each functional block is executed by software, the program constituting the software is read into a computer such as the CPU of the information processing apparatus from a network or a recording medium. The computer may be a computer incorporated in dedicated hardware. Also, the computer may be implemented in an information processing apparatus capable of executing various functions by reading various programs, such as a server, or in a general-purpose smartphone, personal computer, etc.

[0152] A recording medium containing such a program is not only constituted by a removable medium distributed separately from the apparatus main body for providing the program to each user, but also constituted by a recording medium provided to each user in a state pre-incorporated in the apparatus main body.

[0153] Note that in this specification, the steps of describing the program recorded on the recording medium include not only processes performed in chronological order according to the order, but also processes that are not necessarily processed in chronological order and are executed in parallel or individually.

[0154] Also, in this specification, the term "system" means the overall device composed of a plurality of devices, a plurality of means, and the like.

[0155] For example, in the above-described embodiment, the user may be a person who is registered as a member of this service, such as an employee (employee, officer, etc.) or a general person of a company (organization, group, etc.). Also, not limited to people, the present invention may be directed to a company (organization, group, etc.). That is, any "object" that "human power" reaches is sufficient. Regarding cultivation, it is not limited only to the relationship between the person who hopes to match and the candidate for cultivation guidance, and may be an organization to be cultivated and a candidate organization for cultivation guidance.

[0156] In the above-described embodiment, regarding the input information that is the source for generating "human power" information, for example, the test result (score) (first information) of the test conducted by the service provider, the result of the competency survey (behavior characteristic evaluation result) (second information), the in-company data (third information), the basic attributes (fourth information), the industry attributes (fifth information), and the personality tendency (sixth information) are used as six types of information. However, other external scores, attributes, data, etc. may be adopted and used in combination with the above first to sixth information.

[0157] In the above embodiment, as categories for evaluating skills related to basic business capabilities, business skills are divided into four categories, for example, business knowledge, planning and control, communication, and sinking. However, this is merely an example. That is, skills of any m (m is an integer value of 1 or more) categories related to basic business capabilities can be adopted. In this case, one or more skill items (elements) set for each skill are not particularly limited to the examples of the above-described embodiment, and any p (p is an integer value of 1 or more independent of m) skill items (elements) can be adopted.

[0158] In the above embodiment, as information indicating the business basic capabilities of each of one or more target persons belonging to a company, for example, scores obtained by normalizing the scores of a business basic capabilities diagnosis test for each item in one or more skills for evaluating business skills (numerical values on a 1-5 scale) were acquired, but other than this example is also possible. For example, in addition to a company, it may be an organization or a community, and any organization is sufficient. In addition to users, for example, employees, members, officers, etc. may be sufficient, and any target person is sufficient. Also, as information indicating business basic capabilities, scores obtained by conducting tests for each skill item in each category and normalizing them were acquired, but in addition to this, for example, the test scores themselves may be acquired, and any information indicating business basic capabilities is sufficient.

[0159] In the above embodiment, the operation of the "human power" information generation unit 12 that generates "human power" information of the user who is the target person at the current time was described as being performed by an AI model. For example, a set of values of each of the skill items (elements) for each category is used as a dataset, and a large number of datasets adapted to the company are used as learning data to perform machine learning, so that the AI model can be generated or updated to adapt to the changes in the company's business, industry, and market. Also, not limited to the AI model, for example, rule-based logic that generates "human power" information indicating the "human power" of the target person at a predetermined time (a set of values of each element for each category) based on the target person input information may be used.

[0160] To summarize the above, the information processing apparatus to which the present invention is applied only needs to have the following configuration and can take various embodiments. (1) That is, the information processing apparatus (for example, the server 10 in FIG. 26) to which the present invention is applied is For an object (such as an organization like a user or a company), first information indicating the current level of the inherent power (such as the test results of a business basic power diagnosis test), second information indicating the current level of the acting power (such as the action characteristic evaluation results of a competency survey, etc.), and third quantitative information regarding achievements or results (such as the in-company data of users held by the company), as well as fourth information indicating basic attributes (such as work experience as a working professional, business history, business experience, etc.), fifth information indicating industry attributes, and sixth information indicating personality tendencies, an input information acquisition means (such as the input information acquisition unit 11 in FIG. 26, etc.) that acquires one or more pieces of information as target input information from among them, Based on the target input information, a "human power" information generation means (such as the "human power" information generation unit 12 in FIG. 26, etc.) that generates "human power" information (such as an aggregate of visualized numerical values of each element 62 for each category 61 in FIG. 7) indicating the "human power" of the target (such as a user or an organization, etc.) at a predetermined time point (such as the current time point), After the elapse of a predetermined period (such as one year later, etc.), a recommendation means (such as the recommendation unit 18 in FIG. 26, etc.) that recommends training, books, and useful information (such as Internet public articles, actions, etc.) as useful information to the target (such as a user or an organization, etc.) based on the "human power" information so that the "human power" of the target reaches a target level (goal), is provided. In this way, by presenting a recommendation suitable for the target (such as a user or an organization, etc.) that recommends training, books, and useful information (such as Internet public articles, actions, etc.) as useful information to the target (such as a user or an organization, etc.) based on the "human power" information so that the "human power" of the target reaches a target level (goal) after the elapse of a predetermined period (such as one year later, etc.), the path (what to do) until the "human power" as the power for the target (such as a user or an organization, etc.) to accomplish work reaches a certain level can be clarified.

[0161] (2) In the above information processing apparatus (such as the server 10 in FIG. 26, etc.), The "human power" information is composed of the values of one or more elements set for each of a plurality of categories, The above-mentioned "human power" information generation means (for example, the "human power" information generation unit 12 in FIG. 26, etc.) generates (digitizes) the "human power" information about the target (for example, an organization such as a user or a company) by calculating the values of each of the one or more elements set for each of the plurality of categories based on the target input information (such as adding by category or element unit or multiplying by a coefficient). It can be done. In this way, by generating "human power" in units of a plurality of categories and the elements set for each category, that is, by digitizing "human power" in units of elements, the target (for example, an organization such as a user or a company) can grasp whether it has the ability to achieve in units of elements.

[0162] (3) In the above information processing apparatus (for example, the server 10 in FIG. 26, etc.), visualization presentation means (for example, the visualization presentation unit 13 in FIG. 26, etc.) for presenting the "human power" information as visualization information, and development degree information generation means (for example, the development degree information generation unit 14 in FIG. 26, etc.) for generating information regarding the development degree of the "human power" at the current time of the target based on at least a part of the "human power" information and the visualization information about the target (for example, a user or an organization, etc.), with the "human power" at the time of the target's reaching the goal as a reference, as development degree information, further includes, The above-mentioned recommendation means (for example, the recommendation unit 18 in FIG. 3, etc.) recommends the beneficial information based on at least a part of the development degree information and the visualization information. It can be done. As a result, the development degree of the "human power" at the current time of the target (for example, a user or an organization, etc.) (for example, what percentage position it is in relative to the goal) can be known, so that plans such as planning future effort goals can be made.

[0163] (4) In the above information processing apparatus (for example, the server 10 in FIG. 3, etc.), Based on a comparison between the "human power" at the target's (e.g., user or organization, etc.) goal attainment time and the "human power" of the target (e.g., user or organization, etc.) at the current time, using at least a part of the "human power" information and the visualization information about the target (e.g., user or organization, etc.), an appropriateness determination means (e.g., the appropriateness determination unit 15 in FIG. 26, etc.) for determining the appropriateness of the target (e.g., user or organization, etc.) (e.g., the presence or absence of suitability for the goal to be aimed at or the work to be given in the future). In this way, by determining the appropriateness (e.g., to what extent the appropriateness is) of the target (e.g., towards the goal pointed to by the user or organization, or the work to be given in the future, etc.) using at least a part of the "human power" information and the visualization information, it is possible to pre-judge whether the target person (e.g., user or organization, etc.) is suitable for the goal they are aiming at, or whether the work, department, position, etc. to be given to the target person in the future is suitable for the target person.

[0164] (5) In the above information processing apparatus (e.g., the server 10 in FIG. 3, etc.), Based on at least a part of the development degree information, the visualization information, and the propriety for each of the target (e.g., user or organization, etc.) and the match target candidate, a match degree determination means (e.g., the match degree determination unit 17 in FIG. 26, etc.) for determining the match degree (e.g., the compatibility between the user and the cultivation candidate, or the compatibility between the organization and the cultivation organization) between the target (e.g., user or organization, etc.) and the match target candidate (e.g., cultivation candidate or cultivation organization). It is provided with. In this way, by determining the match degree (e.g., the compatibility between the user and the cultivation candidate, or the compatibility between the organization and the cultivation organization) between the target (e.g., user or organization, etc.) and the match target candidate (e.g., cultivation candidate or cultivation organization), it is possible to recommend a more suitable match target candidate to the target (e.g., user or organization, etc.), so that the possibility of the target (e.g., user or organization, etc.) reaching the goal can be increased more.

[0165] (6) In the above information processing apparatus (e.g., the server 10 in FIG. 3, etc.), The match target candidate is a candidate for guiding growth suitable for meeting the development degree required by the target (e.g., user or organization, etc.). In this way, by presenting recommendations suitable for a target (such as a user or an organization), it is possible to clarify the path (what to do) until the "human power" as the power to accomplish work reaches a certain level.

[0166] (7) In the above information processing apparatus (such as the server 10 in FIG. 3), The information processing method executed by the information processing apparatus to which the present invention is applied is For a target (such as a user or an organization), first information indicating the current level of the contained power (such as the test result of a business basic power diagnosis test), second information indicating the current level of the acting power (such as the action characteristic evaluation result of a competency survey, etc.), and quantitative third information regarding achievements or results (such as the in-company data of users held by a company), as well as fourth information indicating basic attributes (work experience, business history, business experience, etc.), fifth information indicating industry attributes, and sixth information indicating personality tendencies, an input information acquisition step of acquiring one or more pieces of information as target input information (such as step S21 in FIG. 6), Based on the target input information, a "human power" information generation step of generating "human power" information (such as an aggregate of visualization numerical values of each element 62 for each category 61 in FIG. 7) indicating the "human power" of the target (such as a user or an organization) at a predetermined time point (the current time point) (such as step S22 in FIG. 6), A recommendation step of recommending to the target based on the "human power" information, taking information beneficial for the "human power" of the target to reach the target level after the elapse of a predetermined period as beneficial information (such as step S36 in FIG. 27), including. Thereby, it is possible to present appropriate recommendations for the "human power" as the power for a target (such as a user or an organization) to achieve work to reach a certain level.

[0167] (8) The program to which the present invention is applied is For a target (such as a user or an organization, etc.), from the first information indicating the current level of the inherent ability, the second information indicating the current level of the acting ability, the third quantitative information regarding performance or results, as well as the fourth information indicating basic attributes, the fifth information indicating industry attributes, and the sixth information indicating personality tendencies, an input information acquisition step (such as step S21 in FIG. 6, etc.) for acquiring one or more pieces of information as target input information, Based on the target input information, a "human ability" information generation step (such as step S22 in FIG. 6, etc.) for generating "human ability" information indicating the "human ability" of the target at a predetermined time point, A recommendation step (such as step S36 in FIG. 27, etc.) for recommending to the target based on the "human ability" information, taking the information beneficial for the "human ability" of the target to reach the target level after the elapse of a predetermined period as beneficial information, Causing a computer to execute a control process including the above. In this way, by presenting a recommendation suitable for the target (such as a user or an organization, etc.), it is possible to clarify the path (what to do) until the "human ability" as the ability to accomplish work reaches a certain level.

Explanation of Reference Numerals

[0168] 1 ··· Information processing system, 10 ··· Server, 20, 20-1, 20-n ··· User terminals, 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, 11 ··· Input information acquisition unit, 12 ··· "Human ability" information generation unit, 13 ··· Visualization presentation unit, 14 ··· Development degree information generation unit, 15 ··· Suitability determination unit, 16 ··· Personnel selection unit, 17 ··· Matching degree determination unit, 18 ··· Recommendation unit, 60 ··· DB, NW ··· Network

Claims

1. Input information acquisition means for acquiring, as target input information, one or more pieces of information from among first information indicating the current level of the force contained in the target, second information indicating the current level of the force to act, third quantitative information regarding achievements or results, fourth information indicating basic attributes, fifth information indicating industry attributes, and sixth information indicating personality tendencies; "Human power" information generation means for generating "human power" information indicating the "human power" of the target person at a predetermined time based on the target input information; Recommendation means for recommending, as useful information, information beneficial for the "human power" of the target to reach a target level after the elapse of a predetermined period, based on the "human power" information; An information processing apparatus comprising the above.

2. The "human power" information is composed of the values of one or more elements set for each of a plurality of categories, The "human power" information generation means generates the "human power" information for the target by calculating the values of the one or more elements set for each of the plurality of categories based on the target input information. The information processing apparatus according to Claim 1.

3. Visualization presentation means for presenting the "human power" information as visualization information; Development degree information generation means for generating, as development degree information, information regarding the development degree of the "human power" of the target at the current time, based on at least a part of the "human power" information and the visualization information of the target, with reference to the "human power" of the target at the time of reaching the target; Further comprising: The recommendation means recommends the useful information based on at least a part of the development degree information and the visualization information. The information processing apparatus according to Claim 1.

4. Appropriateness determination means for determining the appropriateness of the target based on a comparison between the "human power" of the target at the time of reaching the target and the "human power" of the target at the current time, using at least a part of the "human power" information and the visualization information of the target; The information processing apparatus according to Claim 3, further comprising the above.

5. Match degree determination means for determining the match degree between the target and a match target candidate based on at least a part of the development degree information, the visualization information, and the appropriateness for each of the target and the match target candidate; The information processing apparatus according to Claim 4, further comprising the above.

6. The match target candidate is a candidate for guiding growth suitable for growth to meet the degree of development required by the target. The information processing apparatus according to claim 5.

7. In an information processing method executed by an information processing apparatus, an input information acquisition step of acquiring, as target input information, one or more pieces of information from among first information indicating the current level of the power included in the target, second information indicating the current level of the power to act, third information that is quantitative regarding achievements or results, fourth information indicating basic attributes, fifth information indicating industry attributes, and sixth information indicating personality tendencies; a "human power" information generation step of generating "human power" information indicating the "human power" of the target at a predetermined time point based on the target input information; a recommendation step of recommending, as beneficial information, information beneficial for the "human power" of the target to reach a target level after the elapse of a predetermined period, based on the "human power" information, to the target; An information processing method including the above.

8. Causing a computer to execute an input information acquisition step of acquiring, as target input information, one or more pieces of information from among first information indicating the current level of the power included in the target, second information indicating the current level of the power to act, third information that is quantitative regarding achievements or results, fourth information indicating basic attributes, fifth information indicating industry attributes, and sixth information indicating personality tendencies; a "human power" information generation step of generating "human power" information indicating the "human power" of the target at a predetermined time point based on the target input information; a recommendation step of recommending, as beneficial information, information beneficial for the "human power" of the target to reach a target level after the elapse of a predetermined period, based on the "human power" information, to the target; A program for executing control processing including the above.

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