Matching device, personnel management device, matching method, and program

Abstract

To provide a matching device for recommending an ideal workplace for a job seeker, a personnel management device capable of suppressing separation from employment, a matching method and a program.SOLUTION: A matching device comprises: an input unit for inputting comprehensive information, which is information relating to personal attributes, work experience, work values, and current job awareness of a first user; a facility identification unit for identifying, from among a plurality of second users, a plurality of similar users having personal attributes, work experience, and work values that are similar to the personal attributes, work experience, and work values of the first user, and identifying a high satisfaction level facility, which is a facility to which a person with a high current job satisfaction level belongs, among the plurality of similar users; and a display unit for displaying the high satisfaction level facility as a recommended facility.SELECTED DRAWING: Figure 1

Description

Technical Field

[0001] The present disclosure relates to a matching device, a human resource management device, a matching method, and a program.

Background Art

[0002] Patent Document 1 discloses a job hunting and job offer support system that can present a satisfactory combination for both job hunting doctors and job offering medical institutions. This job hunting and job offering support system includes a database that stores information such as the ability information of doctors and the medical treatment information of medical institutions, doctor evaluation means for calculating the weakness ranking and strength ranking of the special fields of doctors, medical institution evaluation means for calculating the weakness ranking and strength ranking of the number of cases by special field of medical institutions, a weighting score is obtained based on the weakness ranking and strength ranking evaluated by the doctor evaluation means and the weakness ranking and strength ranking evaluated by the medical institution evaluation means, and consistency calculation means for calculating the degree of consistency related to specialty, which serves as a measure of a preferable combination.

Prior Art Documents

Patent Documents

[0003]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0004] When recommending a workplace by focusing only on the characteristics related to the ability of a job seeker as described in Patent Document 1, there is a problem that the best workplace for the job seeker cannot always be recommended. Conventional matching devices cannot recommend a workplace with a high degree of satisfaction for job seekers. As a result, there have been problems such as workers in a new workplace suffering from stress, having health problems, or leaving their jobs. Furthermore, similar problems may occur due to inappropriate human resource management in the workplace.

[0005] The present disclosure has been made to solve the above-described problems, and an object thereof is to provide a matching device suitable for recommending the best workplace for job seekers, a human resource management device capable of suppressing turnover, a matching method, and a program.

Means for Solving the Problems

[0006] The matching device according to the present disclosure includes an input unit that inputs comprehensive information that is information regarding the personal attributes, work experience, work values, and current job perception of a first user, and among a plurality of second users, a plurality of similar users having personal attributes, work experience, and work values similar to those of the first user are identified, and a facility identification unit that identifies a high-satisfaction facility, which is a facility to which users with a high current job satisfaction among the plurality of similar users belong, and a display unit that displays the high-satisfaction facility as a recommended facility.

[0007] The human resource management device according to the present disclosure includes an information acquisition unit that acquires information regarding work values and current job perception for a plurality of medical institution staff in a predetermined medical institution, and a matching rate calculation unit that calculates a matching rate for each department of the plurality of medical institution staff based on the information obtained by the information acquisition unit.

[0008] Another matching device according to the present disclosure includes an input unit that inputs comprehensive information that is information regarding the personal attributes, work experience, work values, and current job perception of a first user, and a display unit that displays, as a recommended facility, the name of a workplace recommended for the first user in response to the input of the comprehensive information.

[0009] Other features of the present disclosure will be clarified below.

Effects of the Invention

[0010] It is possible to provide a matching device suitable for recommending the best workplace for job seekers and a human resource management device that suppresses turnover.

Brief Description of the Drawings

[0011]

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Mode for Carrying Out the Invention

[0012] The matching device, human resource management device, matching method, and program according to the embodiment will be described with reference to the drawings. The same or corresponding components may be denoted by the same reference numerals, and the repeated description may be omitted.

[0013] Embodiment. FIG. 1 is a functional block diagram of a matching device according to an embodiment. Job seeker response data 10 is acquired by an input unit 12. According to an example, a job seeker starts application software (hereinafter sometimes simply referred to as an application) on a computer and answers questions from the application, whereby the job seeker response data 10 is provided to the input unit 12. According to an example, the job seeker response data 10 includes information regarding the personal attributes, work experience, work values, and current job recognition of a first user who is a job seeker. The information on personal attributes, work experience, work values, and current job recognition is collectively referred to as comprehensive information. Hereinafter, each of the information on personal attributes, work experience, work values, and current job recognition will be described.

[0014] Personal attributes include, for example, date of birth, gender, marital status, number of children, age of the youngest child, presence or absence of family members cared for by the first user, living situation of cohabiting family members, acquired licenses and qualifications, educational background, postal code of the place of residence, employment status of the first user, presence or absence of a position held by the first user, and so on. According to one example, information on personal attributes is obtained by the first user answering the following questions in the application. · Please tell me your date of birth. · Please tell me your gender (female / male). · Please tell me your marital status (married / unmarried / other). · How many children do you have? · Please tell me the age of your youngest child. · Is there anyone in your family who you mainly take care of? (Yes / No) · Please tell me about the family members living with you. Please answer in the relationship as seen from you [multiple selection possible] (living alone / spouse / child / father / father-in-law / mother / mother-in-law / grandparent / grandchild / sibling / other). · Please tell me all of your acquired licenses and other qualifications [multiple selection possible] (nurse / midwife / healthcare professional / assistant nurse / specialist nurse / certified nurse / certified nursing manager / nurse who has completed training related to specific practices / other / none that apply). · I would like to ask about your completed specialized educational background. If you are currently enrolled or have withdrawn from school, please describe it as "other" [multiple selection possible] (nursing university / master's program at a nursing graduate school / doctoral program at a nursing graduate school / 2-year nursing program / 3-year nursing program / 5-year integrated nursing education school / assistant nurse training school / other). · Please tell me the postal code of your place of residence. · Are you currently working? (Yes / No / maternity / paternity leave / other) · Do you hold a position such as head nurse, section chief, department head, etc.? If you hold a position, please tell me the position name [in-facility section activities and preceptors, etc. are not included in the position]. (Yes / Not in a position)

[0015] According to another example, as questions for obtaining personal attribute information, a part of the above content can be adopted, new questions can be added to the above content, or other questions can be asked.

[0016] Work experience refers to work history, for example, including the number of years of experience as a nurse, the number of facilities worked in so far, information about the first facility worked in, the qualifications for employment, the reasons for choosing the facility, the current employment status at the facility, etc. According to one example, by answering the following questions by the first user through the application, information about work experience is obtained. · How many years are you currently in your nursing career? For those who are not currently working or have left the nursing profession, please answer with the number of years at the time of leaving. Also, please answer with the year of your first entry into the nursing profession as "the first year". · Please tell me the number of facilities you have worked in so far. Moves between facilities within the same corporation should be counted as separate facilities [Name changes of hospitals, changes only in the operating parent company, single-part-time jobs such as event rescue, etc. are not included in the count]. · Regarding the first facility you worked in, please tell me the year (AD) you started working. · Regarding the first facility you worked in, please tell me the name of the facility. · Please select the corresponding classification of the facility from the following. If it is a hospital, also select the scale, classification, and function (hospital / inpatient clinic / outpatient clinic / nursing and welfare facility / visiting nursing service office / nursery, kindergarten / administrative agency / general enterprise / nursing school / others). · If you select a hospital, please select the scale (large scale (500 beds or more) / medium scale (100 - 499 beds) / small scale (less than 100 beds)). · If you select a hospital, please select the classification (highly acute phase / acute phase / recovery phase / chronic phase). · If you select a hospital, please select the function (general hospital / specialized hospital / psychiatric specialized hospital / specific function hospital / regional medical support hospital / not applicable). · With what qualifications did you work? (nurse / midwife / health care worker / assistant nurse / not working as a nurse) · Please tell us the reasons for choosing this facility (multiple choices available) (There is a complete education and career advancement system / There is a complete welfare system / The location conditions such as commuting are good / It has a high reputation / Recommended by family, acquaintances, or teachers / Good salary / Convenient working form / It seems that my abilities can be exerted / It seems that I can do what I want to do / The atmosphere such as workplace human relations seems good / Others) · Are you still working at this facility currently? (Yes / No) · If you select "No", please tell us the year (AD) when you left or transferred to another facility within the same corporation. · If you select "No", please tell us the reasons for leaving or transferring to another facility within the same corporation (Marriage, pregnancy, childbirth / Workplace human relations / Lack of fulfillment / Deterioration of physical and mental state / For career advancement / Interest in other facilities or companies / Further education / Overseas study / Retirement / Change in lifestyle / Others)

[0017] According to another example, as questions for obtaining occupational experience information, part of the above content can be adopted, new questions can be added to the above content, or other questions can be asked.

[0018] Occupational values are judgments on what values are recognized for what in the criteria when evaluating occupations. Occupational values are measured by scales related to, for example, intrinsic occupational values, extrinsic occupational values, social occupational values, and authoritative occupational values. According to one example, by answering the following questions by the first user through an application, information on occupational values is obtained. [Questions regarding intrinsic occupational values] Regarding the following items, how important are they to you in working as a nurse? For each question, please select a number from 1 to 5. 5 Very important 4 Quite important 3 Somewhat important 2 Not very important 1 Not important at all Q1. Growing as a nurse (5 / 4 / 3 / 2 / 1) Q2. To enhance practical skills as a nurse (5 / 4 / 3 / 2 / 1) Q3. To learn new knowledge and technologies (5 / 4 / 3 / 2 / 1) Q4. Regarding the above three items, does the facility where you work meet your values? (5 Strongly agree / 4 Somewhat agree / 3 Slightly agree / 2 Disagree somewhat / 1 Strongly disagree) [Questions regarding extrinsic professional values] The following items indicate how important they are to you in working as a nurse. Please choose a number from 1 to 5 for each question. 5 Very important 4 Somewhat important 3 Slightly important 2 Not very important 1 Not important at all Q1. To receive above-average salary (5 / 4 / 3 / 2 / 1) Q2. To work as a regular employee rather than a part-time or casual staff (5 / 4 / 3 / 2 / 1) Q3. To have guaranteed long-term employment (5 / 4 / 3 / 2 / 1) Q4. Regarding the above three items, does the facility where you work meet your values? (5 Strongly agree / 4 Somewhat agree / 3 Slightly agree / 2 Disagree somewhat / 1 Strongly disagree) [Questions regarding social professional values] The following items indicate how important they are to you in working as a nurse. Please choose a number from 1 to 5 for each question. 5 Very important 4 Somewhat important 3 Slightly important 2 Not very important 1 Not important at all Q1. To help as many people as possible by working as a nurse (5 / 4 / 3 / 2 / 1) Q2. To be useful to patients and clients by working as a nurse (5 / 4 / 3 / 2 / 1) Q3. Contribution to the team and organization as a nursing professional (5 / 4 / 3 / 2 / 1) Q4. Regarding the above three items, does the facility where you work meet your values? (5 Strongly agree / 4 Somewhat agree / 3 Slightly agree / 2 Somewhat disagree / 1 Strongly disagree) [Questions regarding authoritative professional values] The following items show how important they are to you in working as a nursing professional. Please choose a number from 1 to 5 for each question. 5 Very important 4 Somewhat important 3 Slightly important 2 Not very important 1 Not important at all Q1. Being respected as a nursing professional (5 / 4 / 3 / 2 / 1) Q2. Obtaining high evaluations from patients and subjects (5 / 4 / 3 / 2 / 1) Q3. Being respected by junior nursing professionals (5 / 4 / 3 / 2 / 1) Q4. Regarding the above three items, does the facility where you work meet your values? (5 Strongly agree / 4 Somewhat agree / 3 Slightly agree / 2 Somewhat disagree / 1 Strongly disagree)

[0019] According to another example, as questions for obtaining information on professional values, part of the above content can be adopted, new questions can be added to the above content, or other questions can be asked.

[0020] Current job perception refers to the perception of the current workplace environment. Current job perception is measured, for example, by scales related to workplace social capital, work engagement, and current job satisfaction. According to one example, information on current job perception is obtained by the first user answering the following questions through an application. [Questions regarding workplace social capital] Regarding the following questions, please choose the answer that best applies to your current workplace. 4 Yes 3 Well, yes 2 Slightly different 1 Different Q1. In our workplace, there is an attitude of working together (4 / 3 / 2 / 1) Q2. In our workplace, we understand and recognize each other (4 / 3 / 2 / 1) Q3. In our workplace, we can share work-related information (4 / 3 / 2 / 1) Q4. In our workplace, there is an atmosphere of helping each other (4 / 3 / 2 / 1) Q5. In our workplace, we trust each other (4 / 3 / 2 / 1) Q6. It is a workplace with laughter and smiles (4 / 3 / 2 / 1)

[0021] Workplace social capital is the social relational capital in the workplace. More specifically, workplace social capital is composed of a sense of trust, reciprocity, and human networks among the members of an organization. When workplace social capital increases, cooperation for mutual benefit is promoted, or it leads to the creation of innovation. The six questions listed here adopt the workplace social capital scale proposed in the following paper. PLOS ONE “Psychometric assessment of a scale to measure bonding workplace social capital” Hisashi Eguchi, Akizumi Tsutsumi, Akiomi Inoue, Yuko Odagiri (2017) The above Q1-Q3 are scales related to the bonding aspect in the network, and the above Q4-Q6 are scales related to the cognitive aspects of reciprocity, trust, and smiles. According to another example, as questions for obtaining information on workplace social capital, some of the above content can be adopted, new questions can be added to the above content, or different questions can be asked.

[0022] [Questions regarding work engagement] The following questions describe how you feel about your work. Please read each statement carefully and decide whether you feel that way about your work. If you have never felt that way, please select 0 (zero). If you have felt that way, please select the number (from 1 to 6) that corresponds to the frequency of that feeling. 6 Always feel 5 Feel very often 4 Feel often 3 Sometimes feel 2 Rarely feel 1 Hardly feel 0 Never felt Q1. When working, I feel full of energy (6 / 5 / 4 / 3 / 2 / 1 / 0) Q2. I am enthusiastic about my work (6 / 5 / 4 / 3 / 2 / 1 / 0) Q3. I am fully immersed in my work (6 / 5 / 4 / 3 / 2 / 1 / 0)

[0023] The scale for work engagement evaluates the state of being actively engaged in work and obtaining vitality. In this embodiment, as the scale for work engagement, the 3-item version of the Utrecht Work Engagement Scale was adopted. The 17-item version or 9-item version may be adopted, or another scale may be adopted. According to another example, as questions for obtaining information on work engagement, part of the above content may be adopted, new questions may be added to the above content, or other questions may be asked.

[0024] [Questions regarding job satisfaction] Please select one number that best applies to indicate the extent to which the following things have occurred in the past six months and mark it with a circle. 5 Yes 4 Almost yes 3 Neither 2 Almost no 1 No Q1. Satisfied with the current workplace (5 / 4 / 3 / 2 / 1) Q2. Are you satisfied with your current job content (5 / 4 / 3 / 2 / 1) Q3. Overall, are you satisfied with your current job (5 / 4 / 3 / 2 / 1) Q4. If things go as you wish, would you like to work at your current workplace even after 5 years (5 / 4 / 3 / 2 / 1)

[0025] The above four questions adopted as measures for job satisfaction used the four items regarding "overall job satisfaction" described in the following paper. Journal of Industrial Stress Research 5, 72 - 81 (1998), Examination of the relationship between job satisfaction and stress response, Miyuki TANAKA According to another example, as questions for obtaining information on job satisfaction, part of the above content can be adopted, new questions can be added to the above content, or other questions can be asked.

[0026] In this way, information regarding the personal attributes, work experience, work values, and current job recognition of the first user who is a job seeker is input into the input unit 12 as job seeker response data 10. Information regarding personal attributes, work experience, work values, and current job recognition is collectively referred to as comprehensive information. The comprehensive information in this embodiment can be said to be multi - perspective information about the first user because it includes not only objective information such as the personal attributes and work experience of the first user who is a job seeker, but also subjective information such as work values and current job recognition.

[0027] According to the above example, the comprehensive information includes information regarding the personal attributes, work experience, work values, and current job recognition of the first user. According to another example, in addition to these, the comprehensive information can include "compatibility information" regarding the sense of compatibility between the values of the first user and the values of the current workplace of the first user. According to one example, compatibility information is obtained by the first user answering the following questions by the application. [Questions regarding compatibility information] The following sentences are about your job and organization. Please indicate how personally applicable each sentence is. There may be some similar questions, but please consider each question separately and answer using the following scale. Read the questions carefully, think deeply, and answer using the following scale. 7 Completely applicable 6 5 Somewhat applicable 4 3 Not very applicable 2 1 Not applicable at all Q1. What I value in life is very similar to what my organization values (7 / 6 / 5 / 4 / 3 / 2 / 1) Q2. My personal values align with the values and culture of my organization (7 / 6 / 5 / 4 / 3 / 2 / 1) Q3. The values and culture of my organization are very consistent with what I value in life (7 / 6 / 5 / 4 / 3 / 2 / 1) The above three questions for obtaining fit information use the three items of "Person-Organization Fit (PO fit)" in the Japanese version of the Fit Scale (Cable & DeRue, 2002; Inoue et al., 2021). According to another example, as questions for obtaining fit information, part of the above content can be adopted, new questions can be added to the above content, or other questions can be asked.

[0028] In the past input data storage unit 14 of FIG. 1, information regarding personal attributes, work experience, work values, and current job recognition of a plurality of second users is stored. In addition to these, the fit information of each second user can also be stored. According to an example, the response content of the first user who is a job seeker answering the application questions is accumulated in the past input data storage unit 14. As the number of application users increases, the amount of data in the past input data storage unit 14 also increases, improving the quality of the matching device. According to an example, the information of more than 1400 second users is stored in the past input data storage unit 14.

[0029] The recommendation algorithm processing unit 16 acquires data from the input unit 12 and the past input data storage unit 14, and identifies facilities recommended to the first user who is a job seeker. FIG. 2 is a diagram showing a processing example of the recommendation algorithm processing unit 16. Information on the personal attributes, work experience, and work values of the first user provided to the input unit 12 is converted into a one-hot vector by the conversion unit 16a. Information on the personal attributes, work experience, and work values of a plurality of second users stored in the past input data storage unit 14 is converted into a one-hot vector by the conversion unit 16b. According to another example, in addition to the above-mentioned items, information on the work engagement of the first user can be converted into a one-hot vector, and information on the work engagement of a plurality of second users can be converted into a one-hot vector.

[0030] The similarity calculation unit 16c calculates the similarity between the information of the first user represented in one-hot form and the information of a plurality of second users represented in one-hot form. That is, for each of the plurality of second users, the similarity with the first user is calculated. The higher the similarity is calculated as the personal attributes, work experience, and professional values are more similar. According to another example, the higher the similarity is calculated as the information regarding personal attributes, work experience, professional values, and work engagement is more similar. According to one example, the similarity calculation unit 16c calculates the similarity using a learned model. The learned model calculates the similarity of users by a method called user-based collaborative filtering in unsupervised learning. The learned model can be trained based on the data in the past input data storage unit 14. For example, mainly machine-learns the part of "selecting a person similar to the first user" using the personal attributes (including work history, etc.), values, value fitness, workplace social capital, and work engagement in the past input data storage unit 14. The process of machine learning includes, for example, adjusting parameters and performing optimization while applying algorithms such as cosine similarity, Pearson correlation coefficient, and Euclidean distance, and extracting patterns from the data. The more the data in the past input data storage unit 14 increases, the higher the calculation accuracy of the similarity becomes. As a result, a "person similar" to the first user is accurately selected from among the plurality of second users.

[0031] The similarity information calculated by the similarity calculation unit 16c is provided to the facility identification unit 16d. In the facility identification unit 16d, a plurality of similar users having personal attributes, professional experiences, and professional values similar to those of the first user are identified from among a plurality of second users. According to one example, the similar users can be the top 10 when arranging a plurality of second users in descending order of similarity. Then, the facility identification unit 16d identifies a high satisfaction facility, which is a facility to which users with a high job satisfaction among the plurality of similar users belong. For example, the similar users are rearranged in descending order of job satisfaction, and a plurality of facilities are sequentially identified as high satisfaction facilities starting from the facilities to which the top users belong. The high satisfaction facility is a workplace recommended to the first user. For example, the facility to which the user with the highest job satisfaction among the similar users belongs is introduced to the first user as the most recommended facility, the facility to which the user with the second highest job satisfaction among the similar users belongs is introduced to the first user as the second most recommended facility, and the facility to which the user with the third highest job satisfaction among the similar users belongs is introduced to the first user as the third most recommended facility. According to one example, the occupations of the first user and the plurality of second users are nursing jobs, and the high satisfaction facilities are any of medical institutions, nursing and welfare facilities, educational institutions, general enterprises, administrations, research institutions, and child welfare facilities. In this embodiment, the high satisfaction facilities are facilities with proper nouns, such as Hospital A, Nursing and Welfare Facility B, University C, Company D, Municipal Medical Facility E, Research Institute F, and Child Welfare Facility G.

[0032] According to another example, the facility identification unit 16d can identify a facility classification. That is, what is recommended to the first user by the facility identification unit 16d is not a facility with a proper noun but a facility classification. In this case, at least one of, for example, medical institutions, nursing and welfare facilities, educational institutions, general enterprises, administrations, research institutions, and child welfare facilities is recommended to the first user.

[0033] In the example of FIG. 2, the processes of the conversion unit 16a, the conversion unit 16b, and the facility identification unit 16d are processing by a program, and the process in the similarity calculation unit 16c can be realized by a machine learning model. By utilizing artificial intelligence, it is possible to calculate the similarity efficiently and accurately at a low cost compared with the case where a consulting or staffing agency is involved. Incidentally, generally, a machine learning model (trained model) is a combination of a neural network structure which is a kind of AI program (or AI algorithm), and parameters which are the strength of connections between neurons. Therefore, as described above, even if a machine learning model is adopted for a part of the process, the entire process can be regarded as processing by a program. Such a program can be, for example, a step of identifying a plurality of similar users having personal attributes, work experiences, and work values similar to those of the first user from among a plurality of second users; a step of identifying a high-satisfaction facility which is a facility to which users with a high job satisfaction among the plurality of similar users belong; a program that causes a computer to execute a step of displaying the high-satisfaction facility as a recommended facility.

[0034] The output of the facility identification unit 16d is displayed on a result display unit (which may be simply referred to as a display unit). The display unit is, for example, a screen of a personal computer, a screen of a smartphone, or a screen of other terminal. By displaying the high-satisfaction facility as a recommended facility on the display unit, the first user can know an employment destination or a job transfer destination suitable for himself / herself. According to an example, the matching method includes inputting comprehensive information which is information regarding personal attributes, work experiences, and work values; identifying a high-satisfaction facility which is a facility to which users with a high job satisfaction among a plurality of similar users having personal attributes, work experiences, and work values similar to the comprehensive information belong; displaying the high-satisfaction facility on a display unit.

[0035] In the value diagnosis unit 18 in FIG. 1, the values of the first user are diagnosed. FIG. 3 is a diagram showing an example of the processing of the value diagnosis unit 18. In the compatibility calculation unit 18a in FIG. 3, the compatibility between the first user and the current workplace is calculated from the comprehensive information of the first user obtained from the input unit 12. The compatibility between the first user and the current workplace becomes a better value as, for example, the satisfaction, engagement, interpersonal relationship, and values of the first user are higher. The calculated compatibility is stored in the score holding unit 18c in a numerical value, percentage, or other format, and is displayed on the display unit either via the matching unit or without passing through the matching unit.

[0036] The compatibility calculated by the compatibility calculation unit 18a is compared with a threshold value by the determination unit 18d. If the compatibility is lower than the threshold value, it is displayed on the display unit 24 that job transfer is recommended. If the compatibility is equal to or higher than the threshold value, it is displayed on the display unit 24 that job transfer is not recommended. This series of processes calculates the compatibility between the first user and the current job from the comprehensive information, and displays on the display unit whether job transfer is recommended or not recommended according to the quality of the compatibility, and functions as a job transfer determination unit.

[0037] In the extraction unit 18b, items related to values are extracted from the comprehensive information provided by the input unit 12. For example, information related to occupational values is extracted. By inputting this into the inference model 18e, the value classification of the job seeker is inferred by the inference unit 18f. The inference model 18e is a learned model that can accurately infer value classification from the data stored in the past input data storage unit 14. According to one example, the values of a job seeker are classified into a career type, a self-growth type, a balance type, and a private type. The career type emphasizes occupational and skill-related experiences, the self-growth type emphasizes growing through one's own efforts, the balance type emphasizes the balance between work and private life, and the private type emphasizes relatively private aspects. The inferred value classification of the job seeker is displayed on the display unit 24. In addition to the value classification, it is also possible to abstractly and specifically propose workplaces suitable for people corresponding to that value classification. An abstract workplace proposal is, for example, to propose "a hospital with a well-developed career ladder and training system" and "acquisition of professional and certified nurses, etc." as "a workplace suitable for career type people". A specific workplace proposal is, for example, to propose "large-scale hospitals (general hospitals) in the acute phase", "small-scale hospitals (general hospitals) in the acute phase", and "medium-scale hospitals (general hospitals) in the recovery phase" as "workplaces recommended by AI for career type people".

[0038] The value diagnosis unit 18 infers the value classification by implementing an inference model for the classification task using only the value items as described above. According to another example, similar to the recommendation algorithm processing unit 16, the value classification of the "first user" data and the "similar person" can be output as the value classification of the first user. In this case, similar to the recommendation algorithm processing unit, processing by a machine learning program (user-based collaborative filtering) is provided. In either example, it includes an inference unit that infers the value classification of the first user from the comprehensive information using the inference model, and the result is displayed on the display unit. By using the learned model, it is possible to calculate the value classification inexpensively, efficiently, and accurately compared to the case where a consulting firm or a staffing agency is involved.

[0039] In the matching presence / absence determination unit 20 of FIG. 1, it is determined whether the first user who is a job seeker hopes to match with specific job information. When the first user does not hope to match with specific job information, the information on the facility or facility classification output by the recommendation algorithm processing unit 16 and the information on the value classification output by the value diagnosis unit 18 are displayed on the display unit. That is, only the diagnosis result is displayed on the display unit 24.

[0040] When the first user wishes to match with specific job offer information, the process proceeds to the matching unit 22. FIG. 4 is a diagram showing an example of the process of the matching unit 22. The information acquisition unit 22a acquires the information of the facility classification recommended by the recommendation algorithm processing unit 16. In the extraction unit 22b, job offer information of the facility classification that matches the aforementioned recommended facility classification is extracted from the job offer information database 25. For example, among medical institutions, nursing and welfare facilities, educational institutions, general enterprises, administrative bodies, research institutions, and child welfare facilities, when the recommended facility classification is a medical institution, only the job offer information of medical institutions is extracted from the job offer information database 25. According to one example, the job offer information extracted here is displayed on the display unit 24a as a recommended workplace. According to another example, the information of the "high satisfaction facility" specified by the facility specifying unit 16d of the recommendation algorithm processing unit 16 is acquired by the information acquisition unit 22a, and the extraction unit 22b extracts the job offer information of the high satisfaction facility and displays the extraction result on the display unit 24a. According to one example, the distance between the home of the first user and the facility, that is, the extracted facility, can be considered for the job offer information. For example, the distance between the home of the first user and the facility is estimated from the postal code information input by the first user, and among a plurality of facilities, the facilities with a shorter distance are preferentially displayed, or the distance information is displayed on the display unit, or only the facilities with a distance smaller than a predetermined value are extracted (or displayed).

[0041] Furthermore, the facility information extracted by the extraction unit 22b is provided to the human resource item extraction unit 22c. The human resource item extraction unit 22c extracts information regarding the image of human resources required by the facility extracted by the extraction unit 18b. The image of human resources required by this facility is provided to the score calculation unit 22e. Furthermore, the information on the value - orientation classification and the comprehensive information of the job seeker provided by the value - orientation diagnosis unit 18 are acquired by the acquisition unit 22d and provided to the score calculation unit 22e. The score calculation unit 22e compares these pieces of information and calculates a score regarding the degree to which the first user satisfies the human resource items representing the image of human resources required by the facility. In score calculation, weighting can be performed by emphasizing or de - emphasizing any of the human resource items. In this way, scores are calculated for each facility extracted by the extraction unit 22b. These pieces of information are provided to the ranking unit 22f, and the ranking unit 22f arranges these facilities in descending order of score. Then, the facility with the highest score or a plurality of facilities extracted in descending order of score are displayed on the display unit 24b. One or more specific facilities recommended for the first user are displayed on the display unit 24b.

[0042] On the other hand, the information on the value - orientation classification output by the value - orientation diagnosis unit 18 and the comprehensive information can be provided to the holding unit 22g and displayed on the display unit 24c.

[0043] FIG. 5 is a diagram showing an example of screen transition of a terminal that executes an application. First, when the application is launched and logged in from the login screen D0, the top page D1 is displayed on the display unit of the terminal. On the login screen D0 or the top page D1, according to one example, characters such as "We propose a workplace that suits your values!", "Values type diagnosis", and "Start diagnosis" are displayed. When the user presses the start diagnosis button, the input screens D2 - D6 are sequentially displayed on the display unit. According to one example, the input screen D2 is a screen for allowing the user to input basic attributes and skills, the input screen D3 is a screen for allowing the user to input work experience, the input screen D4 is a screen for allowing the user to input details of work experience for each facility, the input screen D5 is a screen for allowing the user to input answers to questions for measuring occupational values, and the input screen D6 is a screen for allowing the user to input answers regarding "other metrics" such as the above-mentioned current job recognition and sense of fit. When the input by these input screens is completed, the comprehensive information of the first user is provided to the matching device.

[0044] When the input work up to the input screen D6 is completed, the above-mentioned various processes are performed in the matching device. Specifically, the recommendation algorithm processing unit 16 identifies the facility or facility classification recommended for the first user, and the values diagnosis unit 18 outputs the compatibility with the workplace, job transfer recommendation / non-recommendation, and the values classification of the job seeker. The results of these processes are displayed on the diagnosis result display screen D7. Further, when the first user wishes to match with the job database, the matching process by the matching unit 22 is also executed. The result of the matching process is displayed on the display screen D8 of specific job information.

[0045] In this way, comprehensive information regarding the personal attributes, work experience, professional values, and current job recognition of the first user is input into the matching device, and in response to the input of the comprehensive information, for example, the names of workplaces recommended for the first user are displayed on the display unit as recommended facilities. According to one example, a plurality of recommended facilities are displayed on the display unit, and the matching degree with the first user is displayed for each recommended facility. The method of displaying the matching degree can be, for example, a percentage display with 100% being the best match, or a display indicating which of a plurality of predetermined levels it corresponds to. When the first user is a person hoping to become a nurse, the recommended facility can be any one of a medical institution, a nursing and welfare facility, an educational institution, a general enterprise, an administration, a research institution, and a children's welfare facility.

[0046] Here, the input unit for inputting the comprehensive information corresponds to, for example, the touch panel of a smartphone, the keyboard and mouse of a personal computer, etc. The display unit corresponds to, for example, a display device.

[0047] As described above, in the past input data storage unit 14, information regarding the personal attributes, work experience, professional values, and current job recognition of a plurality of second users is stored. The larger the amount of data in the past input data storage unit 14, the higher the accuracy of matching by the matching device can be improved. Therefore, an update and addition unit may be provided as part of the past input data storage unit 14 or part of the matching device, and the update and addition unit may add the information of the second user to the past input data storage unit 14 at any time. According to one example, the update and addition unit updates the information of a plurality of second users or adds the comprehensive information of a new user to the information of a plurality of second users. For example, when receiving the provision of comprehensive information by the first user, the update and addition unit adds the information to the past input data storage unit 14. Thereby, the data in the past input data storage unit 14 can be maintained in the latest state or the amount of data can be enriched.

[0048] The above description has been premised on the first user, who is a job seeker, being a nurse. The nursing profession has been chronically short of personnel and is expected to become even more short in the future. Since work styles and facilities are diverse, there is a particularly high need to improve the accuracy of matching. Therefore, by performing matching from multiple perspectives including vocational values using the matching device described in this embodiment, it is possible to increase the satisfaction of nurses and contribute to solving the problems of the industry. However, by applying the technology of such a matching device to occupations other than nursing, it is also possible to improve the matching accuracy.

[0049] FIG. 6 is a diagram for explaining the processing of the human resource management device. According to one example, this human resource management device is used for human resource management in a specific medical institution. The human resource management device includes an information acquisition unit 52 that acquires information regarding vocational values and current job recognition for a plurality of medical institution staff in a predetermined medical institution. Response data 50 of the medical institution staff is acquired by the information acquisition unit 52.

[0050] According to one example, in the medical institution database 56, information regarding the vocational values and current job recognition of a plurality of staff in the medical institution is stored by department. The information acquired by the information acquisition unit 52 and the information in the medical institution database 56 are provided to the matching rate calculation unit 54. The matching rate calculation unit 54 calculates the matching rate by department for the plurality of medical institution staff who provided information to the information acquisition unit 52. According to one example, a prediction model is used to calculate the matching rate of staff for each department in the medical institution. For example, a regression model is used to predict the satisfaction of a certain staff member in each department, and the matching rate is displayed as a percentage based on the average value of the satisfaction of the entire facility. When a staff member is placed in a department with a high matching rate, it is expected that the vocational values of the staff member will be easily satisfied and the job satisfaction will also increase.

[0051] FIG. 7 is a diagram showing an example of display of the matching rate by department. For Mr. B, an employee at Hospital A, the matching rate for the Department of Gastroenterology is 70%, the matching rate for the Department of Thoracic Surgery is 30%, the matching rate for the Department of Cardiology is 90%, and the matching rate for the Department of Psychiatry is 50%. Such matching rates are calculated and displayed not only for Mr. B but also for all the employees who provided information to the information acquisition unit 52.

[0052] Furthermore, as an optional function, there is a proposal unit 58 shown in FIG. 6. Based on the information obtained by the information acquisition unit 52, the proposal unit 58 causes the display unit to display proposals for the placement of a plurality of medical institution employees, proposals for the working forms of a plurality of medical institution employees, proposals for the education of a plurality of medical institution employees, or proposals for the skill improvement of a plurality of medical institution employees. According to one example, each proposal is made by an inference model. According to another example, each proposal may be made based on predetermined rules. According to still another example, these methods may be combined to make each proposal.

[0053] A system can be configured by incorporating such a personnel management device into the aforementioned matching device. FIG. 8 is a conceptual diagram of a system incorporating a personnel management device into a matching device. The nurse 60 provides comprehensive information to the AI application 62 and receives information such as recommended facilities, value classification, and matching. The medical institution 64 provides job information and the like to the AI application 62 and receives personnel introduction from the AI application as a result of matching. Furthermore, a personnel management service provided by the AI application 62 to the medical institution 64 is added to this system. According to one example, with the provision of the personnel management service, comprehensive information about the employees of the medical institution 64 is obtained and stored as the comprehensive information of a plurality of second users of the matching device, so that an improvement in the accuracy of the matching device can be expected. This system can contribute to all nursing positions, whether in-service, job-seeking, or on leave, and can be continuously used throughout the career of nursing positions. On the other hand, for the application providing company, since it can acquire nursing position information over a long period of time, the accuracy of various services can be further improved.

[0054] FIG. 9A is a diagram showing a configuration example of a controller for executing processing by an application. The controller 110 includes a receiving device 110A, a processing circuit 110B, and a transmitting device 110C. Information provided by a first user and information of a plurality of second users are transmitted to the receiving device 110A. Each of the above functions is realized by the processing circuit 110B of the controller 110. That is, in the processing circuit, information regarding a recommended facility, a recommended facility classification, compatibility with the workplace, job transfer recommendation / non-recommendation, value classification, and matching is calculated. Further, information regarding human resource management may also be calculated. The processing circuit 110B may be dedicated hardware or a CPU (also referred to as a Central Processing Unit, central processing device, processing device, arithmetic device, microprocessor, microcomputer, processor, or DSP) that executes a program stored in a memory. When the processing circuit is dedicated hardware, the processing circuit corresponds to, for example, a single circuit, a composite circuit, a programmed processor, a parallel-programmed processor, an ASIC, an FPGA, or a combination thereof. Each of the above functions may be realized by separate processing circuits or may be realized collectively by a processing circuit. The processing by the processing circuit may include inference processing by a learned model.

[0055] FIG. 9B shows a configuration example of the controller 110 when the processing circuit is a CPU. In this case, each function of the controller 110 is realized by software or a combination of software and firmware. The software or firmware is described as a program and stored in the memory 110F. The processor 110E reads and executes the program stored in the memory 110F to realize each function. That is, it includes a memory 110F that stores a program that, when executed by the processing circuit of FIG. 9A, will result in the execution of each process described with reference to FIGS. 1-8. These programs can also be said to cause a computer to execute the procedures and methods of FIGS. 1-8 and their description parts. Here, the memory refers to, for example, non-volatile or volatile semiconductor memories such as RAM, ROM, flash memory, EPROM, EEPROM, magnetic disks, flexible disks, optical disks, compact disks, mini disks, or DVDs. Of course, some of the above functions may be realized by hardware and some by software or firmware. Note that the processing by AI is included in the processing by software for convenience of explanation.

Description of Reference Numerals

[0056] 16 Recommendation algorithm processing unit, 18 Value diagnosis unit, 22 Matching unit, 54 Precision rate calculation unit, 58 Proposal unit

Claims

1. An input unit that inputs comprehensive information that is information regarding the personal attributes, work experience, work values, and current job perception of a first user; A facility identification unit that identifies a plurality of similar users having personal attributes, work experience, and work values similar to those of the first user from among a plurality of second users, and identifies a high satisfaction facility that is a facility to which a person with a high current job satisfaction among the plurality of similar users belongs; A matching device comprising: a display unit that displays the high satisfaction facility as a recommended facility.

2. The matching device according to claim 1, wherein the current job perception includes scales regarding workplace social capital, work engagement, and current job satisfaction.

3. The matching device according to claim 1, wherein the work values include scales regarding intrinsic work values, extrinsic work values, social work values, and authoritative work values.

4. The matching device according to claim 1, wherein the comprehensive information includes compatibility information regarding the compatibility between the values of the first user and the values of the current workplace of the first user.

5. The matching device according to claim 4, further comprising a job change determination unit that calculates the compatibility between the first user and the current job from the comprehensive information, and causes the display unit to display job change recommendation or non-recommendation according to the quality of the compatibility.

6. Comprising an inference unit that infers the value classification of the first user from the comprehensive information using an inference model, The matching device according to claim 1, wherein the display unit displays the value classification inferred by the inference unit.

7. The matching device according to claim 1, further comprising a matching unit that extracts recruitment information of the high satisfaction facility and displays it on the display unit.

8. The occupations of the first user and the plurality of second users are nursing occupations, The high satisfaction facility according to claim 1 is any one of a medical institution, a nursing and welfare facility, an educational institution, a general enterprise, an administration, a research institution, and a child welfare facility.

9. The matching device according to any one of claims 1 to 8, further comprising an update and addition unit that updates information about the plurality of second users and adds a new user as the plurality of second users.

10. An information acquisition unit that acquires information regarding work values and current job perception for a plurality of medical institution staff in a predetermined medical institution; A human resource management device comprising: a matching rate calculation unit that calculates a matching rate for each department of the plurality of medical institution staff based on the information obtained by the information acquisition unit.

11. The human resource management device according to claim 10, further comprising a proposal unit that causes a display unit to display a proposal for the placement of the plurality of medical institution staff, a proposal for the working form of the plurality of medical institution staff, a proposal for the education of the plurality of medical institution staff, or a proposal for the skill improvement of the plurality of medical institution staff, based on the information obtained by the information acquisition unit.

12. An input unit for inputting comprehensive information that is information regarding the personal attributes, professional experience, professional values, and current job recognition of a first user; A matching device comprising: a display unit that displays, as a recommended facility, the name of a workplace recommended for the first user in response to the input of the comprehensive information.

13. The matching device according to claim 12, wherein a plurality of the recommended facilities are displayed on the display unit, and the degree of matching with the first user is displayed for each recommended facility.

14. The matching device according to claim 12 or 13, wherein the recommended facility is any one of a medical institution, a nursing and welfare facility, an educational institution, a general enterprise, an administration, a research institution, and a child welfare facility.

15. Inputting comprehensive information that is information regarding personal attributes, professional experience, and professional values; Identifying a high satisfaction facility that is a facility to which a person with a high current job satisfaction among a plurality of similar users having personal attributes, professional experience, and professional values similar to the comprehensive information belongs; A matching method comprising: displaying the high satisfaction facility on a display unit.

16. A step of identifying a plurality of similar users having personal attributes, professional experience, and professional values similar to those of a first user from among a plurality of second users; A step of identifying a high satisfaction facility that is a facility to which a person with a high current job satisfaction among the plurality of similar users belongs; A program that causes a computer to execute a step of displaying the high satisfaction facility as a recommended facility.

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