Human resource sharing system, human resource sharing method, and human resource sharing program

Abstract

To implement useful human resource sharing.SOLUTION: A human resource sharing system 1 for sharing human resources between a first company 21 belonging to a group composed of a plurality of companies 2, and a second company 22 belonging to the group includes: a mismatch information generation unit 42 which generates mismatch information indicating a mismatch employee who mismatches the first company 21, based on a human resource profile for each of employees working for the first company 21 and a first condition to be imposed by the first company 21 on its employees; a second condition receiving unit 43 which receives an input of a second condition to be imposed by the second company 22 on its employees; a recommendation information generation unit 44 which generates recommendation information indicating a mismatch employee to be recommended to the second company 22 based on the human resource profile of the mismatch employee and the second condition; and a providing unit 45 which provides the second company with the recommendation information.SELECTED DRAWING: Figure 3

Description

[Technical Field]

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

[0002] The employment support system described in Patent Document 1 is known as a technology for sharing human resources among multiple companies. This employment support system is composed of a recruiting company seeking to hire temporary workers, an employment support company that supports the recruitment agency in hiring, and a staffing company that dispatches the temporary workers. In response to a request for temporary workers received from the recruiting company, the employment support company sends a request for temporary workers to the staffing company. The employment support company sends the estimate for temporary workers received from the staffing company to the recruiting company. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Application Laid-Open No. 2002-157321 Summary of the Invention [Problem to be solved by the invention]

[0004] The present disclosure provides a talent sharing system, a talent sharing method, and a talent sharing program that can realize beneficial talent sharing. [Means for solving the problem]

[0005] A human resources sharing system according to one aspect of the present disclosure is a human resources sharing system for sharing human resources between a first company, which is one company belonging to a group made up of multiple companies, and a second company, which belongs to the group and is a different company from the first company, and includes a mismatch information generation unit that generates mismatch information indicating mismatched workers who are a mismatch for the first company based on a human resources profile for each worker working at the first company and a first condition that the first company requires of its workers, a second condition receiving unit that receives input of second conditions that the second company requires of its workers, a recommendation information generation unit that generates recommendation information indicating mismatched workers that are recommended to the second company based on the human resources profile of the mismatched worker and the second condition, and a provision unit that provides the recommendation information to the second company.

[0006] This human resources sharing system generates recommendation information based on the human resources profile of a mismatched employee who is a mismatch with the first company and the second conditions that the second company requires of its employees, and provides the generated recommendation information to the second company. This allows information including mismatched employees to be provided to companies other than the first company, thereby creating an incentive for mismatched employees to change jobs from the first company where a mismatch occurs with the employee. Furthermore, by providing the second company with recommendation information indicating mismatched employees recommended to the second company, the second company can obtain information on highly reliable job-change candidates based on their track record at other companies. Furthermore, this system provides employees of each company in the group with a sense of freedom, free from being tied to a single company. As a result, human resources sharing can be realized that is beneficial to three parties: the first company, the second company, and the employees of each company.

[0007] The mismatch information generation unit may calculate a first match degree, which is the degree of match between the first company and the workers working at the first company, based on the human resource profile of the workers at the first company and the first conditions, and generate mismatch information by extracting workers whose first match degree is less than a predetermined value as mismatched workers. In this case, by quantifying the compatibility between the first company and the workers as the first match degree, an objective evaluation of compatibility becomes possible.

[0008] The talent profile may include the worker's possessed skills, the first condition may include a first required skill that the first company requires the worker to possess, and the mismatch information generation unit may calculate the first match degree based on the possessed skills and the first required skill. In this case, for example, the first match degree can be calculated based on whether the worker has the first required skill required by the first company. This allows for more accurate calculation of the match degree between the first company and the worker.

[0009] The talent profile may include the worker's desired job type, and the mismatch information generation unit may extract, as mismatched workers, workers whose desired job type differs from their current job type at the first company based on the worker's current job type and desired job type. In this case, the mismatch information is generated further based on the worker's desired job type. As a result, the first company and the worker can prevent a decrease in worker motivation due to a gap between the worker's current job type and desired job type. Furthermore, the second company can hire workers according to the worker's desired job type, thereby improving the worker's motivation. As a result, the satisfaction of the first company, the second company, and the workers of each company can be improved.

[0010] The human resource profile may include whether or not the employee wishes to change jobs, and the mismatch information generation unit may extract employees who wish to change jobs as mismatched employees based on whether or not the employee wishes to change jobs. In this case, the mismatch information is generated based further on the employee's desire to change jobs. As a result, the first company and the employee can prevent a decrease in employee motivation due to continuing to work for a company where the employee does not wish to continue working.

[0011] The recommendation information generation unit may calculate a second match degree, which is the degree of match between the second company and the mismatched employee, based on the human resource profile of the mismatched employee and the second conditions, and generate recommendation information by extracting mismatched employees whose second match degree is equal to or greater than a predetermined value. In this case, by quantifying the compatibility between the second company and the mismatched employee as the second match degree, an objective evaluation of compatibility becomes possible.

[0012] The talent profile may include the worker's possessed skills, and the second condition may include a second required skill that the second company requires the worker to possess, and the recommendation information generator may calculate the second match degree based on the possessed skills and the second required skill. In this case, for example, the second match degree can be calculated based on whether the mismatched worker has the second required skill required by the second company. This allows for more accurate calculation of the match degree between the second company and the mismatched worker.

[0013] The human resources sharing system may further include an employment conditions receiving unit that receives employment conditions offered to mismatched employees by second companies that wish to accept mismatched employees, and the employment conditions providing unit may provide the first company with the employment conditions. In this case, mismatched employees working at the first company can decide where to apply based on the employment conditions offered to them.

[0014] The human resources sharing system further includes an application destination determination unit that determines where mismatched employees should apply. If there are multiple second companies that wish to accept mismatched employees, the application destination determination unit may use an auction format to determine where the mismatched employees should apply from among the multiple second companies based on employment conditions. This creates a fair opportunity to evaluate the value of mismatched employees, thereby improving the satisfaction of the first company, the second company, and the mismatched employees.

[0015] The employment conditions may include the annual salary offered by the second company to the mismatched employee, and the application destination determination department may determine the second company that offers the highest annual salary as the application destination, which creates a more fair opportunity to evaluate the value of the mismatched employee.

[0016] If there are multiple second companies willing to accept mismatched workers, the human resources sharing system may further include an auction reception unit that receives whether the first company will decide on an application destination through an auction, and if the first company does not decide on an application destination through an auction, the application destination determination unit may determine the application destination based on the first company's wishes. This makes it possible to strike a balance between the fair evaluation of the value of mismatched workers and the wishes of the first company.

[0017] The human resources sharing system may further include a contract acceptance unit that accepts whether the application of the mismatched employee has been decided as the mismatched employee's new employer, and a calculation unit that calculates the amount of transfer fee to be paid by the new employer to the first company based on the first match degree and the second match degree. For example, by having the second company pay the calculated transfer fee to the first company, it is possible to compensate for the disadvantage suffered by the first company when the mismatched employee leaves the company. Furthermore, a transfer fee that is acceptable to the user can be calculated based on the match degree between the mismatched employee and the first company and the match degree between the mismatched employee and the second company.

[0018] The human resources sharing system may further include an employment conditions receiving unit that receives employment conditions offered to the mismatched employee by a second company wishing to accept the mismatched employee, the employment conditions including the annual salary offered to the mismatched employee by the second company, and the calculation unit may calculate a coefficient for calculating the amount of the transfer fee based on the first degree of match and the second degree of match, and calculate the amount of the transfer fee by multiplying the annual salary by the coefficient. In this case, the amount of the transfer fee is calculated taking into account the annual salary of the mismatched employee in addition to the first degree of match and the second degree of match, making it possible to calculate a transfer fee amount that is more acceptable.

[0019] The human resources sharing system may further include a coefficient calculation unit that calculates an evaluation coefficient for the first company based on a comparison between the skills of the mismatched employee evaluated by the first company and the skills of the mismatched employee evaluated by the second company to which the mismatched employee will transfer, and a correction unit that corrects the skills of other employees evaluated by the first company based on the evaluation coefficient. For example, if the skills of the mismatched employee evaluated by the first company deviate from the skills of the mismatched employee evaluated by the second company, there is a possibility that the first company is evaluating its own employee more favorably or unfavorably than necessary. By correcting the skills evaluated by the first company when the skills evaluated by both companies deviate by a predetermined amount or more, it is possible to improve the reliability of the skills of the employees of the first company.

[0020] The possessed skills may include a subjective evaluation based on the subjective opinion of the employee of the first company and an objective evaluation by the first company. In this case, the reliability of the employee's possessed skills can be improved by including not only a subjective evaluation but also an objective evaluation in the possessed skills. Furthermore, by including not only an objective evaluation but also a subjective evaluation in the possessed skills, skills of the employee that the first company does not know can be included in the possessed skills.

[0021] The talent profile includes the worker's possessed skills, first required skills that a first company requires the worker to possess, and second required skills that a second company requires the worker to possess, and each of the first required skills and second required skills includes one or more evaluation items, and the possessed skills may include one or more evaluation items included in the first required skills and one or more evaluation items not included in the first required skills, and one or more evaluation items included in the second required skills and one or more evaluation items not included in the second required skills. In this case, possessed skills including the same evaluation items can be used both to extract mismatched workers for the first company and to extract mismatched workers to be recommended to the second company.

[0022] A human resources sharing method according to another aspect of the present disclosure is a human resources sharing method for sharing human resources between a first company that is one company belonging to a group made up of a plurality of companies and a second company that belongs to the group and is a different company from the first company, and includes the steps of: generating mismatch information indicating mismatched workers who are mismatched with the first company, for each worker working at the first company, based on the skills possessed by the worker and a first required skill that the first company requires of its workers; accepting input of second required skills that the second company requires of its workers; generating recommendation information indicating mismatched workers recommended to the second company, based on the skills possessed by the mismatched worker and the second required skill; and providing the recommendation information to the second company.

[0023] A human resources sharing program according to yet another aspect of the present disclosure is a human resources sharing program for sharing human resources between a first company that is one company belonging to a group made up of multiple companies and a second company that belongs to the group and is a different company from the first company, and causes a computer to perform the following operations: generate mismatch information indicating mismatched workers who are a mismatch for the first company based on the skills possessed by each worker working at the first company and a first required skill that the first company requires of its workers; accept input of second required skills that the second company requires of its workers; generate recommendation information indicating mismatched workers that are recommended to the second company based on the skills possessed by the mismatched workers and the second required skill; and provide the recommendation information to the second company.

[0024] This human resource sharing method and program has the same effects as the human resource sharing system described above. [Effects of the Invention]

[0025] According to the present disclosure, beneficial talent sharing can be realized. [Brief explanation of the drawings]

[0026] [Figure 1]FIG. 1 illustrates a talent sharing system according to an embodiment. [Figure 2] FIG. 2 is a block diagram illustrating an example of a hardware configuration of a server. [Figure 3] 1 is a block diagram illustrating a talent sharing system according to one embodiment. [Figure 4] 10 is a table showing an example of possessed skills. [Figure 5] 10 is a table illustrating an example of a process for calculating a first degree of match. [Figure 6] 10 is a table showing an example of mismatch information. [Figure 7] FIG. 10 is a diagram showing an example of a screen for accepting a second condition. [Figure 8] 10 is a table illustrating an example of a process for calculating a second degree of match. [Figure 9] FIG. 10 is a diagram illustrating an example of a display screen of recommendation information. [Figure 10] FIG. 10 is a diagram showing an example of a detailed information screen for mismatched employees. [Figure 11] FIG. 10 is a diagram illustrating an example of an employment conditions confirmation screen. [Figure 12] 10 is a table showing an example of a process for calculating the amount of transfer fee. [Figure 13] 1 is a flowchart illustrating a talent sharing method according to an embodiment. [Figure 14] 14 is a flowchart showing an example of the application destination determination process shown in FIG. 13. [Figure 15] 10 is a flowchart illustrating an example of an objective evaluation correction process. DETAILED DESCRIPTION OF THE INVENTION

[0027] Hereinafter, the embodiments will be described in detail with reference to the drawings. In the description, the same elements or elements having the same functions are denoted by the same reference numerals, and redundant description will be omitted.

[0028] [Outline of the human resources sharing system] The human resources sharing system 1 shown in Figure 1 is a system for sharing human resources among multiple companies 2. Companies 2 are, for example, small and medium-sized enterprises. Small and medium-sized enterprises are, for example, companies with capital or total investment of 300 million yen or less, or companies or individuals with 300 or less regular employees. However, the type of company 2 is not limited to small and medium-sized enterprises, and may be companies other than small and medium-sized enterprises. Furthermore, the definition of a small and medium-sized enterprise is not limited to that described above.

[0029] The multiple companies 2 make up a group G. The group G is a unit that identifies the companies 2 that share human resources through the human resources sharing system 1. In other words, the human resources sharing system 1 shares human resources among the multiple companies 2 that belong to the group G. The number of companies 2 that belong to the group G is not particularly limited, as long as it is more than one.

[0030] "Sharing human resources" includes, for example, transferring an employee working for one company 2 belonging to group G to another company 2 that also belongs to group G and is different from the one company 2. "Sharing human resources" also includes temporarily lending (hereinafter sometimes referred to as "renting") an employee working for the one company 2 to the other company 2.

[0031] For example, if Company 2 is a small or medium-sized enterprise, Company 2 faces the following challenges due to its small size. For example, employees at Company 2 are concerned about whether they can adapt to Company 2 and whether they can utilize their skills. For example, Company 2, which employs mismatched employees, may attempt to transfer the mismatched employees to a department that can utilize their skills. As a result, the satisfaction of both the mismatched employees and Company 2 decreases as the mismatched employees continue to work. For example, Company 2, which is seeking employees who match its needs, may find it difficult to grasp the employee's personality and abilities based solely on the resume and impression presented during the job interview. Furthermore, SMEs currently have insufficient utilization of external resources, resulting in limited access to useful information for their business and limited opportunities to do so. Furthermore, there is currently insufficient interaction between SMEs, and the educational environment for employees is often underdeveloped. The human resources sharing system 1 according to this embodiment has the following configuration to address the above challenges. The human resources sharing system 1 is described in detail below.

[0032] In the following embodiment, an example will be described in which the human resources sharing system 1 transfers an employee of one company 2 to another company 2. For ease of explanation, the one company 2 will be referred to as the first company 21, and the other company 2 to which the employee of the first company 21 transfers will be referred to as the second company 22. When there is no need to distinguish between the first company 21 and the second company 22, they will simply be referred to as company 2.

[0033] The human resources sharing system 1 includes a company terminal 3 and a management server 4. The human resources sharing system 1 includes, for example, the same number of company terminals 3 as or greater than the number of companies 2. The company terminal 3 is a terminal located in the company 2. For example, multiple company terminals 3 may be located in one company 2. The company terminal 3 may be, for example, a desktop personal computer or a laptop. The company terminal 3 may be, for example, a smartphone or a portable terminal such as a tablet terminal. The type of the company terminal 3 is not particularly limited. Each of the multiple company terminals 3 is capable of communicating with the management server 4 via a network N. The network N is, for example, the Internet, a public line network, a dedicated line network, or the like. Note that the network N may include multiple different communication networks.

[0034] [Hardware configuration of the human resources sharing system] As shown in FIG. 2, the management server 4 may be physically configured as a computer system including one or more CPUs (Central Processing Units) 101 (processors), one or more ROMs (Read Only Memories) 102, one or more RAMs (Random Access Memories) 103 (main storage devices), one or more HDDs (Hard Disk Drives) 104 (auxiliary storage devices), and a communication unit 105, such as a communication interface for communicating with a network N. For example, the CPU 101 reads a program P (human resources sharing program) pre-stored in the HDD 104 into the RAM 103 and executes it. This causes each piece of hardware to operate under the control of the CPU 101, and data is read from and written to the ROM 102, RAM 103, and HDD 104. This enables each function of the management server 4, which will be described later. In addition to the hardware configuration shown in FIG. 2, the management server 4 may also include input devices such as a mouse and keyboard, and output devices such as a display and speakers.

[0035] [Functional configuration of the human resources sharing system] As shown in FIG. 3, the human resources sharing system 1 includes a company server 5 located in each of multiple companies 2. The company server 5 is capable of communicating with a company terminal 3. The company server 5 stores human resources profiles of employees of the company 2. The human resources profiles are information related to individual employees. The company server 5 stores a company database DB1, an employee database DB2, a possessed skills database DB3, and a job desire database DB4.

[0036] The company database DB1 stores company information about the company 2. The company database DB1 stores, for example, the name of the company 2, the industry of the company 2, and the code of the company 2 as company information. The code of the company 2 is, for example, an ID (identification) for uniquely identifying the company 2.

[0037] Employee database DB2 stores employee information about employees of company 2 as human resource profiles. For each employee working for company 2, employee database DB2 stores the employee's name, current job type, desired job type, gender, age, place of residence, and annual salary as employee information.

[0038] The possessed skill database DB3 stores, as a human resource profile, the possessed skills possessed by employees of the company 2. The possessed skill database DB3 stores, for example, the possessed skills for each employee working for the company 2.

[0039] As shown in FIG. 4, the possessed skills include a plurality of evaluation items. The possessed skills include one or more evaluation items included in first required skills (described below) and one or more evaluation items not included in the first required skills. The possessed skills include one or more evaluation items included in second required skills (described below) and one or more evaluation items not included in the second required skills. The plurality of evaluation items are classified into a predetermined number of categories. In the example of FIG. 4, the plurality of evaluation items are classified into the categories of qualitative items, common to all industries, transportation industry, information processing, and construction industry.

[0040] Evaluation items belonging to the qualitative category relate to the personality of the employee. The qualitative category includes, for example, the employee's earnestness, discipline, accuracy of work, and caution as evaluation items. Evaluation items belonging to the industry-wide category relate to business skills required regardless of industry. The industry-wide category includes, for example, general affairs, accounting, sales sense, and IT (Information Technology) knowledge as evaluation items.

[0041] The evaluation items belonging to the transportation industry relate to the skills required at a company 2 that operates in the transportation industry. The transportation industry category includes, for example, driving skills as an evaluation item. The evaluation items belonging to the information processing industry relate to the skills required at a company 2 that operates in the IT industry. The information processing category includes, for example, programming skills, project management skills, databases, and OS middleware as evaluation items. The evaluation items belonging to the construction industry relate to the skills required at a company 2 that operates in the construction industry. The construction industry category includes, for example, CAD (Computer Aided Design) as an evaluation item.

[0042] The possessed skills include, for example, a subjective evaluation based on the worker's subjective opinion and an objective evaluation from the company 2. The subjective evaluation is, for example, a score assigned by the worker himself / herself for each evaluation item. The objective evaluation is, for example, a score assigned by the company 2 for each evaluation item. Each of the subjective evaluation and the objective evaluation is, for example, expressed by a natural number within a predetermined numerical range (for example, 1 or more and 5 or less).

[0043] For example, Company 2 is considered to provide an objective evaluation for each evaluation item by evaluating the employee's work, etc. Therefore, the possessed skills are considered to include an objective evaluation only for evaluation items related to the employee's current or past job. On the other hand, the employee is considered to provide a subjective evaluation for each evaluation item based on their own subjective opinion in addition to their own work, etc. Therefore, the possessed skills are considered to include not only evaluation items related to the employee's current or past job, but also subjective evaluations of other evaluation items. Therefore, the possessed skills may include only subjective evaluations and not objective evaluations for some evaluation items.

[0044] The possessed skills include a possessed score for each evaluation item. If the possessed skills include an objective evaluation for one evaluation item, the possessed score for that evaluation item is the value of the objective evaluation. If the possessed skills include only a subjective evaluation for one evaluation item and do not include an objective evaluation, the possessed score for that evaluation item is the value of the subjective evaluation.

[0045] The possessed skills include the qualifications held by each category. Specifically, for example, the possessed qualifications include, for the transportation industry category, whether the employee has a regular driver's license. The possessed skills include whether the employee is available for rental. The possessed skills described above are merely examples and can be changed as appropriate. The possessed skills do not need to include subjective evaluations.

[0046] The job change desire database DB4 stores job change desire information for each employee of the company 2 as a human resource profile. The job change desire information is information indicating whether or not the employee desires to change jobs. The job change desire information may be, for example, a flag indicating whether or not the employee desires to change jobs.

[0047] For example, company 2 updates the contents of company database DB1, employee database DB2, possessed skills database DB3, and job-hopping database DB4 at the timing of personnel evaluations that company 2 conducts at predetermined intervals (e.g., every six months), and when an employee joins company 2. Company 2 inputs and updates the information stored in these databases, for example, via its own company terminal 3. The contents of company database DB1, employee database DB2, possessed skills database DB3, and job-hopping database DB4 described above are merely examples and can be changed as appropriate.

[0048] The management server 4 is a server for managing the human resources sharing system 1. The management server 4 is located, for example, at the operator of the human resources sharing system 1. The management server 4 has, as its functional configuration, a memory unit 41, a mismatch information generation unit 42, a second conditions reception unit 43, a recommendation information generation unit 44, a provision unit 45, an employment conditions reception unit 46, a calculation unit 47, an application destination determination unit 48, an auction reception unit 49, a contract reception unit 50, a coefficient calculation unit 51, and a correction unit 52.

[0049] The memory unit 41 stores various information. The memory unit 41 stores mismatch information (described later). The memory unit 41 stores, for each company 2, the conditions that the company 2 requires of its employees. The conditions include the required skills that the company 2 requires its employees to possess. The conditions are input in advance by the company 2 via the company terminal 3, for example. The company terminal 3 transmits the input conditions to the management server 4. The memory unit 41 stores the received conditions.

[0050] The required skills include one or more evaluation items. The evaluation items included in the required skills are common to any of the multiple evaluation items in the possessed skills. The required skills include a score for each evaluation item (hereinafter sometimes referred to as the "required score"). The required score means the lower limit of the score for each evaluation item that company 2 requires of its employees.

[0051] Required skills include, for example, required skills and expected skills. Required skills are skills that are required for employees working at company 2. For example, if company 2 is a taxi company, an example of required skills would be driving skills. Expected skills are skills that are not required for employees working at company 2, but are expected to be possessed. For example, if company 2 is a taxi company, an example of expected skills would be prudence.

[0052] The storage unit 41 stores the skills possessed by mismatched workers who have previously changed jobs from the first company 21. "Past" refers to, for example, a time before the human resources sharing system 1 generated mismatch information (described later).

[0053] The storage unit 41 stores various types of master information. For example, the storage unit 41 stores master information of the company 2's code, master information of the skills possessed, and master information of the region.

[0054] For ease of explanation, the conditions that the first company 21 requires of its employees may be referred to as first conditions, and the conditions that the second company 22 requires of its employees may be referred to as second conditions. The required skills that the first company 21 requires its employees to possess may be referred to as first required skills, and the required skills that the second company 22 requires its employees to possess may be referred to as second required skills. The essential skills included in the second required skills may be referred to as second essential skills, and the expected skills included in the second required skills may be referred to as second expected skills.

[0055] The mismatch information generation unit 42 generates mismatch information based on the human resource profile of each employee working for the first company 21 stored by the company server 5 and the first conditions stored in the storage unit 41. The mismatch information is information indicating employees who are mismatched with the first company 21. "There is a mismatch" includes, for example, an employee of company 2 not meeting the conditions that company 2 requires of its employees. "There is a mismatch" includes, for example, an employee's current job type at company 2 not matching the employee's desired job type. "There is a mismatch" includes, for example, an employee wishing to change jobs from company 2 where they work.

[0056] The mismatch information generation unit 42 calculates a first degree of matching based on, for example, the human resource profiles of workers at the first company 21 stored by the company server 5 and the first conditions stored by the memory unit 41. The first degree of matching is the degree of matching between the first company 21 and the workers working at the first company 21. The first degree of matching is expressed, for example, by a value greater than or equal to 0 and less than or equal to 100. The mismatch information generation unit 42 calculates the first degree of matching based on, for example, the possessed skills stored by the company server 5 and the first required skills stored by the memory unit 41.

[0057] When calculating the first match degree, as shown in FIG. 5 , the mismatch information generation unit 42 determines whether the possessed skills include the first required skill. More specifically, the mismatch information generation unit 42 determines whether there is an evaluation item common to the evaluation item of the first required skill among the evaluation items of the possessed skills. If there is such a common evaluation item, the mismatch information generation unit 42 determines that the possessed skills include the first required skill. If there is no such common evaluation item, the mismatch information generation unit 42 determines that the possessed skills do not include the first required skill.

[0058] If the possessed skills do not include the first required skill, the mismatch information generation unit 42 calculates the value indicating the first match degree as 0. If the possessed skills include the first required skill, the mismatch information generation unit 42 identifies the above-mentioned common evaluation items.

[0059] The mismatch information generation unit 42 determines whether the possessed score is equal to or greater than the required score for each identified common evaluation item. If the possessed score is equal to or greater than the required score, the mismatch information generation unit 42 calculates a predetermined first value (e.g., 100) as the points for the identified evaluation item. If the possessed score is smaller than the required score, the mismatch information generation unit 42 calculates a predetermined second value (e.g., 50) smaller than the first value as the points for the identified evaluation item. The mismatch information generation unit 42 calculates the points for each identified common evaluation item.

[0060] The mismatch information generation unit 42 calculates the first match degree based on the points calculated for each of the identified common evaluation items. For example, the mismatch information generation unit 42 may calculate the total value of the points for each of the common evaluation items as the first match degree.

[0061] Furthermore, the mismatch information generation unit 42 may calculate the first match degree by performing statistical processing based on the points for each common evaluation item. For example, the mismatch information generation unit 42 may calculate the average value of the points for each common evaluation item as the first match degree. For example, the mismatch information generation unit 42 may calculate the weighted average value of the points for each common evaluation item as the first match degree. For example, the mismatch information generation unit 42 may calculate the first match degree by normalizing the total value of the points for each common evaluation item. The mismatch information generation unit 42 may normalize the total value by multiplying it by a predetermined coefficient. When the mismatch information generation unit 42 calculates the first match degree by statistical processing, the first match degree can be calculated appropriately even if the number of common evaluation items differs for each worker.

[0062] For example, the mismatch information generation unit 42 extracts, as mismatched workers, workers whose calculated first matching degree is less than a predetermined value.

[0063] The mismatch information generation unit 42 extracts, as mismatched workers, workers whose desired job type differs from their current job type at the first company 21, based on their current job type and desired job type. Specifically, the mismatch information generation unit 42 determines whether or not a worker's current job type matches their desired job type, based on the worker information stored by the company server 5. The mismatch information generation unit 42 extracts, as mismatched workers, workers whose current job type does not match their desired job type.

[0064] The mismatch information generation unit 42 extracts employees who wish to change jobs as mismatched employees based on whether or not they wish to change jobs. Specifically, the mismatch information generation unit 42 determines whether or not a job change desire flag is set based on the job change desire information stored by the company server 5. The mismatch information generation unit 42 extracts employees who have a job change desire flag set as mismatched employees.

[0065] The mismatch information generation unit 42 extracts as mismatched workers, for example, workers who satisfy at least one of the following conditions: the calculated first match degree is less than a predetermined value, the desired job type is different from the current job type, and the worker wishes to change jobs.

[0066] The mismatch information generation unit 42 generates information indicating the extracted mismatched workers as mismatch information. The mismatch information is, for example, a list indicating the mismatched workers extracted by the mismatch information generation unit 42. As shown in Fig. 6, the mismatch information generation unit 42 generates, as mismatch information, a list summarizing the code of the company 2, the name of the company 2, the industry, the job type, the gender, the age, the place of residence, whether or not the worker wishes to change jobs, the skills possessed, and whether or not the worker can be rented, for each mismatched worker, based on the company information, employee information, possessed skills, and job change desire information stored by the company server 5.

[0067] The second condition receiving unit 43 receives input of the second condition. The second company 22, for example, inputs the second condition via its own company terminal 3. The company terminal 3 transmits the input second condition to the management server 4. The second condition receiving unit 43 receives the received second condition.

[0068] The second condition receiving unit 43 displays, for example, a receiving screen A1 for the second conditions on the company terminal 3. As shown in FIG. 7, the receiving screen A1 includes, for example, a skill input section A11, a condition input section A12, and a search button A10. The skill input section A11 is a section for inputting evaluation items for the second required skill. The skill input section A11 includes a required skill input section A13 for inputting evaluation items for the second required skill, and an expected skill input section A14 for inputting evaluation items for the second expected skill.

[0069] The condition input section A12 is a section for inputting conditions other than the evaluation items of the second required skill (hereinafter, sometimes referred to as "worker conditions"). The condition input section A12 is a section for inputting, for example, the gender, age, and workplace of the worker. The search button A10 is a button for generating recommendation information based on the contents input in the skill input section A11 and the condition input section A12.

[0070] The second company 22 inputs the second conditions via, for example, the reception screen A1. The second company 22 inputs evaluation items for the second required skills in the required skill input section A13. The second company 22 inputs evaluation items for the second expected skills in the expected skill input section A14. The second company 22 inputs the gender, age, and work location of the worker in the condition input section A12. Thereafter, the second company 22 presses the search button A10. The company terminal 3 then transmits the second conditions input by the second company 22 to the management server 4.

[0071] For example, if the second company 22 is looking for an immediately adaptable person who already possesses the required skills, the second company 22 is likely to input evaluation items for the second required skills into the required skill input section A13. For example, if the second company 22 is looking for an inexperienced person who is expected to play an active role in the future, the second company 22 is likely to input evaluation items for the second expected skills into the expected skill input section A14 without making any input into the required skill input section A13.

[0072] The recommendation information generation unit 44 generates recommendation information based on the human resource profile of the mismatched worker indicated by the mismatch information generated by the mismatch information generation unit 42 and the second conditions received by the second condition reception unit 43. The recommendation information is information indicating mismatched workers who are recommended to the second company 22. "Recommended" includes, for example, that the mismatched worker meets the second conditions.

[0073] The recommendation information generation unit 44 executes a talent extraction process based on the talent profiles of mismatched workers extracted by the mismatch information generation unit 42 and the second conditions accepted by the second condition acceptance unit 43. The talent extraction process is a process for extracting mismatched workers who meet the worker conditions from the mismatched workers extracted by the mismatch information generation unit 42. In the talent extraction process, the recommendation information generation unit 44 extracts mismatched workers who meet the worker conditions based on the worker information stored in the company server 5 and the worker conditions accepted by the second condition acceptance unit 43.

[0074] The recommendation information generation unit 44 calculates the second matching degree based on, for example, the human resource profile of the extracted mismatched employee and the second conditions received by the second condition receiving unit 43. The second matching degree is the degree of matching between the second company 22 and the mismatched employee. The second matching degree is expressed, for example, by a value greater than or equal to 0 and less than or equal to 100. The recommendation information generation unit 44 calculates the second matching degree based on the possessed skills of the mismatched employee stored by the company server 5 and the second required skills received by the second condition receiving unit 43.

[0075] When calculating the second match degree, the recommendation information generation unit 44 determines whether the possessed skills include the second required skill. More specifically, the recommendation information generation unit 44 determines whether the evaluation items of the possessed skills have evaluation items in common with the evaluation items of the second required skill. If there are common evaluation items, the recommendation information generation unit 44 determines that the possessed skills include the second required skill. If there are no common evaluation items, the recommendation information generation unit 44 determines that the possessed skills do not include the second required skill.

[0076] If the possessed skills do not include the second required skill, the recommendation information generation unit 44 calculates 0 as the value indicating the second match degree. If the possessed skills include the second required skill, the recommendation information generation unit 44 identifies evaluation items of the possessed skills that are common to the evaluation items of the second required skill. Based on the second condition accepted by the second condition acceptance unit 43, the recommendation information generation unit 44 classifies the identified common evaluation items into evaluation items of the second required skill and evaluation items of the second expected skill.

[0077] As shown in FIG. 8, the recommendation information generation unit 44 determines whether the possessed score is equal to or greater than a predetermined third value (e.g., 4) for each evaluation item of the classified second required skills. If the possessed score is equal to or greater than the third value, the recommendation information generation unit 44 calculates a predetermined fourth value (e.g., 100) as the points for the evaluation item. If there is an evaluation item for which the possessed score is less than the third value, the recommendation information generation unit 44 calculates 0 as the value indicating the second match degree. However, if the possessed score is less than the third value, the recommendation information generation unit 44 may calculate a predetermined fifth value (e.g., 0) that is smaller than the fourth value as the points for the evaluation item.

[0078] The recommendation information generation unit 44 determines whether the possessed score is equal to or greater than a predetermined sixth value (for example, 4) for each evaluation item of the classified second expected skill. If the possessed score is equal to or greater than the sixth value, the recommendation information generation unit 44 calculates a predetermined seventh value (for example, 100) as the point for the evaluation item. If the possessed score is less than the sixth value, the recommendation information generation unit 44 calculates a predetermined eighth value (for example, 50) that is smaller than the seventh value as the point for the evaluation item. The recommendation information generation unit 44 calculates the point for each identified common evaluation item.

[0079] The recommendation information generation unit 44 calculates the second matching degree based on the points calculated for each of the identified common evaluation items. For example, the recommendation information generation unit 44 may calculate the total value of the points for each of the common evaluation items as the second matching degree.

[0080] The recommendation information generation unit 44 may also calculate the second match degree by performing statistical processing based on the points for each common evaluation item. For example, the recommendation information generation unit 44 may calculate the average value of the points for each common evaluation item as the second match degree. For example, the recommendation information generation unit 44 may calculate the weighted average value of the points for each common evaluation item as the second match degree. For example, the recommendation information generation unit 44 may calculate the second match degree by normalizing the total value of the points for each common evaluation item by a predetermined coefficient. When the recommendation information generation unit 44 calculates the second match degree by statistical processing, the second match degree can be calculated appropriately even if the number of common evaluation items varies for each worker. The recommendation information generation unit 44 extracts mismatched workers whose calculated second match degree is equal to or greater than a predetermined value as mismatched workers to be recommended to the second company 22. The recommendation information generation unit 44 generates information indicating the extracted mismatched workers as recommendation information.

[0081] The providing unit 45 provides the recommendation information generated by the recommendation information generating unit 44 to the second company 22. The providing unit 45 transmits the recommendation information to the company terminal 3 of the second company 22. The providing unit 45 displays the transmitted recommendation information on the company terminal 3.

[0082] The providing unit 45 displays a display screen A2 of the recommended information on the company terminal 3 of the second company 22. As shown in FIG. 9, the recommended information is, for example, a list showing mismatched workers extracted by the recommended information generating unit 44. The display screen A2 includes a mismatched worker display section A21 and a selection button A22. The mismatched worker display section A21 is a section that displays information about mismatched workers. The mismatched worker display section A21 displays the mismatched worker's industry, current occupation, gender, age, place of residence, and whether or not they wish to change jobs. The selection button A22 is a button for displaying detailed information about the selected mismatched worker.

[0083] The recommendation information does not include information that can identify a mismatched employee. Information that can identify a mismatched employee is, for example, the name of the mismatched employee. Generally, employees do not want other companies 2 to know that they are mismatched with their own company 2. Therefore, by not including information that can identify a mismatched employee in the recommendation information, the privacy of the mismatched employee can be protected.

[0084] The second company 22, for example, references the mismatched employee display area A21 to search for a mismatched employee that it wishes to hire. For example, if the second company 22 finds a mismatched employee that it is interested in, it presses the selection button A22. The company terminal 3 then sends a request command to the management server 4 requesting detailed information about the mismatched employee. Based on the received request command, the providing unit 45 acquires detailed information about the mismatched employee indicated by the request command. Specifically, the providing unit 45 acquires detailed information about the mismatched employee indicated by the request command based on the company information, employee information, possessed skills, and job change desire information stored in the company server 5. The providing unit 45 acquires the code of the company 2, the name of the company 2, the industry, current job type, age, place of residence, whether or not the employee desires to change jobs, annual salary, and possessed skills as detailed information.

[0085] The providing unit 45 displays the detailed information screen A3 of the mismatched employee on the company terminal 3 of the second company 22. As shown in FIG. 10, the detailed information screen A3 includes a detailed information display section A31. The detailed information display section A31 is a section that displays detailed information about the mismatched employee. The providing unit 45 displays the acquired detailed information on the detailed information display section A31.

[0086] The providing unit 45 provides the employment conditions accepted by the employment conditions accepting unit 46 (described below) to the first company 21. The providing unit 45 transmits the employment conditions to the company terminal 3 of the first company 21. The providing unit 45 displays the transmitted employment conditions on the company terminal 3 of the first company 21.

[0087] The providing unit 45 displays the employment conditions confirmation screen A4 on the company terminal 3 of the first company 21. As shown in FIG. 11 , the employment conditions confirmation screen A4 includes an employment conditions display section A41. The employment conditions display section A41 is a section that displays the employment conditions offered to the mismatched worker by the second company 22. The providing unit 45 displays the code and name of the second company 22 stored in the company server 5 for each second company 22 identified by the application destination determination section 48 (described below) on the employment conditions display section A41. The providing unit 45 displays the presence or absence of a rental request, annual salary, and job type accepted by the employment conditions acceptance section 46 for each identified second company 22 on the employment conditions display section A41.

[0088] The providing unit 45 displays the amount of the transfer fee calculated by the calculation unit 47 (described below) on the employment conditions display unit A41. The transfer fee is, for example, money paid to compensate for the disadvantage incurred by the first company 21 when a mismatched employee changes jobs. The providing unit 45 displays the bid date on which the employment conditions were accepted by the employment conditions acceptance unit 46 on the employment conditions display unit A41.

[0089] The employment conditions receiving unit 46 receives the employment conditions offered to the mismatched employee by the second company 22 that wishes to accept the mismatched employee. The employment conditions include, for example, the annual salary offered to the mismatched employee by the second company 22. The employment conditions may include, for example, the job type, benefits, and work location offered to the mismatched employee by the second company 22. The content of the employment conditions is not particularly limited. The second company 22 inputs the employment conditions, for example, via its own company terminal 3. The company terminal 3 transmits the input employment conditions to the management server 4. The employment conditions receiving unit 46 accepts the received employment conditions.

[0090] As shown in FIG. 10, the detailed information screen A3 includes an employment conditions input section A32 and a bid button A33. The employment conditions input section A32 is a section for accepting input of employment conditions by the second company 22. The bid button A33 is a button for making an application offer to the mismatched worker. For example, via the employment conditions input section A32, the second company 22 inputs as employment conditions the presence or absence of a desire for rental, the annual salary offered to the mismatched worker, the job type to be assigned to the mismatched worker, and comments for the mismatched worker. The comments include, for example, a message conveying the personality desired by the second company 22. The second company 22 then presses the bid button A33. The company terminal 3 then transmits the input employment conditions to the management server 4.

[0091] For example, the second company 22 checks the skills possessed by the mismatched employee by referring to the detailed information display section A31. At this time, the second company 22 checks the skills possessed by referring not only to the subjective evaluation of the mismatched employee but also to the objective evaluation given to the mismatched employee by the first company 21. This allows the second company 22 to understand not only the subjective evaluation that can generally be grasped in a recruitment interview, but also the evaluation given to the mismatched employee by the first company 21 for which the mismatched employee works.

[0092] When the auction request is received by the auction receiving unit 49 (described later), the employment conditions receiving unit 46 again receives employment conditions from the second companies 22 that wish to accept mismatched workers.

[0093] When accepting employment conditions again from the second company 22, the employment conditions acceptance unit 46, for example, displays the detailed information screen A3 again on the company terminal 3 of the second company 22. The second company 22 re-enters the employment conditions, for example, via the employment conditions input unit A32. The second company 22 may enter employment conditions that are different from the employment conditions initially entered, or may enter the same employment conditions. After entering the employment conditions in the employment conditions input unit A32, the second company 22 presses the bid button A33. The company terminal 3 then transmits the entered employment conditions to the management server 4. The employment conditions acceptance unit 46 accepts the received employment conditions again.

[0094] The calculation unit 47 calculates the amount of transfer fee to be paid by the new employer to the first company 21. The calculation unit 47 calculates the amount of transfer fee based on the first match degree calculated by the mismatch information generation unit 42 and the second match degree calculated by the recommendation information generation unit 44. The calculation unit 47 calculates a coefficient for calculating the amount of transfer fee based on the first match degree and the second match degree. The calculation unit 47 calculates the amount of transfer fee by multiplying the annual salary included in the employment conditions accepted by the employment conditions acceptance unit 46 by the calculated coefficient.

[0095] When calculating the amount of the transfer fee, as shown in Figure 12, the calculation unit 47 determines whether the first match degree (the match degree between the first company 21 and the mismatched employee) is equal to or greater than a predetermined ninth value. The calculation unit 47 determines whether the second match degree (the match degree between the second company 22 and the mismatched employee) is equal to or greater than a predetermined tenth value. The ninth value may be equal to or different from the tenth value.

[0096] When the first match degree is equal to or greater than the ninth value and the second match degree is equal to or greater than the tenth value (hereinafter referred to as the "first pattern"), an employee who is highly matched with the first company 21 will change jobs from the first company 21 to the second company 22. For this reason, it is considered that the disadvantage suffered by the first company 21 due to the job change of a mismatched employee is greater than in other cases. In this case, the calculation unit 47 calculates a predetermined first coefficient (for example, 2.5 / 12) as the coefficient. The calculation unit 47 calculates the amount of the transfer fee by multiplying the annual salary by the first coefficient.

[0097] In addition, even if the first match degree of an employee is equal to or greater than a predetermined value, the mismatch information generation unit 42 may extract the employee as a mismatched employee if, for example, the employee wishes to change jobs from the first company 21.

[0098] When the first match degree is less than the ninth value and the second match degree is equal to or greater than the tenth value (hereinafter referred to as the "second pattern"), an employee with a low match degree with the first company 21 will change jobs from the first company 21 to the second company 22. For this reason, it is considered that the disadvantage suffered by the first company 21 due to the job change of a mismatched employee is smaller than in the first pattern. In this case, the calculation unit 47 calculates a predetermined second coefficient (for example, 2 / 12) that is smaller than the first coefficient as the coefficient. The calculation unit 47 calculates the amount of the transfer fee as the value obtained by multiplying the annual salary by the second coefficient.

[0099] When the first match degree is equal to or greater than the ninth value and the second match degree is less than the tenth value (hereinafter referred to as the "third pattern"), an employee with a low match degree with the second company 22 will transfer from the first company 21 to the second company 22. For this reason, the benefit that the second company 22 receives from the transfer of a mismatched employee is considered to be smaller than in the first pattern. In this case, the calculation unit 47 calculates a predetermined third coefficient (for example, 1.5 / 12) that is smaller than the first coefficient as the coefficient. The calculation unit 47 calculates the amount of the transfer fee by multiplying the annual salary by the third coefficient.

[0100] Since the second company 22 is in a position to pay the transfer fee to the first company 21, it is considered reasonable to make the amount of the transfer fee smaller in the third pattern than in the second pattern. Therefore, in the above example, the third coefficient is smaller than the second coefficient. However, the third coefficient may be equal to or greater than the second coefficient.

[0101] When the first match degree is less than the ninth value and the second match degree is less than the tenth value (hereinafter referred to as "pattern four"), an employee who has a low match degree with the first company 21 and the second company 22 will change jobs from the first company 21 to the second company 22. For this reason, it is considered that the disadvantage suffered by the first company 21 due to the change of job of a mismatched employee is smaller than in the case of pattern two. It is also considered that the benefit suffered by the second company 22 due to the change of job of a mismatched employee is smaller than in the case of pattern three. In this case, the calculation unit 47 calculates a predetermined fourth coefficient (for example, 1 / 12) that is smaller than the second and third coefficients as the coefficient. The calculation unit 47 calculates the amount of the transfer fee by multiplying the annual salary by the fourth coefficient.

[0102] As shown in FIG. 10, the detailed information screen A3 includes a transfer fee display section A34. The transfer fee display section A34 is a section that displays the amount of the transfer fee. The calculation section 47 calculates the amount of the transfer fee by multiplying the annual salary entered in the employment condition input section A32 by the calculated coefficient. The calculation section 47 displays the calculated amount of the transfer fee in the transfer fee display section A34.

[0103] The calculation unit 47 calculates the amount of the final transfer fee when the application destination of the mismatched employee determined by the application destination determination unit 48 is decided as the mismatched employee's new employer. The new employer is, for example, the second company 22 that the mismatched employee has decided to join. The decision to join includes, for example, company 2 notifying the mismatched employee of an employment offer, and the mismatched employee accepting the notified employment offer. The final transfer fee is the money paid by the second company 22 to the first company 21 when the mismatched employee has decided to change jobs to the second company 22.

[0104] If the employment conditions receiving unit 46 receives employment conditions again from one second company 22, the calculation unit 47 calculates the final transfer fee amount by multiplying the annual salary included in the employment conditions last received by the employment conditions receiving unit 46 by the calculated coefficient. If the employment conditions receiving unit 46 receives employment conditions only once from one second company 22, the calculation unit 47 calculates the final transfer fee amount by multiplying the annual salary included in the received employment conditions by the calculated coefficient.

[0105] The application destination determination unit 48 determines the application destination of the mismatched employee indicated by the recommendation information generated by the recommendation information generation unit 44. The application destination is, for example, the second company 22 to which the mismatched employee applies for employment. The application destination determination unit 48 determines, for example, one second company 22 as the application destination of the mismatched employee. However, the application destination determination unit 48 may determine multiple second companies 22 as the application destination.

[0106] The application destination determination unit 48 identifies second companies 22 that wish to accept mismatched employees. For example, the application destination determination unit 48 identifies second companies 22 that have accepted employment conditions via the employment conditions acceptance unit 46 as second companies 22 that wish to accept mismatched employees.

[0107] The application destination determination unit 48 determines whether there are multiple second companies 22 that wish to accept mismatched employees. If there are not multiple second companies 22 that wish to accept mismatched employees (i.e., if only one second company 22 wishes to accept mismatched employees), the application destination determination unit 48 determines that one second company 22 as the application destination.

[0108] When the auction request is received by the auction receiving unit 49, the application destination determination unit 48 determines, in an auction format, the application destination of the mismatched employee from among multiple second companies 22, based on the employment conditions received again by the employment conditions receiving unit 46. The application destination determination unit 48 determines, for example, the second company 22 with the highest annual salary as the application destination of the mismatched employee.

[0109] If the first company 21 does not decide on an application destination through an auction, the application destination determination unit 48 determines an application destination based on the wishes of the first company 21. Specifically, if the auction reception unit 49 receives a non-desire for an auction, the application destination determination unit 48 receives the first company 21's application destination wishes. The application destination determination unit 48, for example, transmits information indicating a plurality of second companies 22 that wish to accept mismatched workers to the company terminal 3 of the first company 21. The first company 21, for example, inputs the application destination wishes via the company terminal 3. The company terminal 3 transmits the input application destination wishes to the management server 4. The application destination determination unit 48 receives and accepts the application destination wishes.

[0110] When the first company 21 decides on the desired place of application, the mismatched employee may decide on the desired place of application, or a person other than the mismatched employee may decide on the desired place of application in consultation with the mismatched employee. The person other than the mismatched employee may be, for example, the president of the first company 21 or a person holding a specific position such as the head of the human resources department. For example, if the wishes of the mismatched employee and those of the person other than the mismatched employee differ from each other, an agreement may be made in advance to give priority to the wishes of the mismatched employee in the decision.

[0111] As shown in FIG. 11, the employment conditions confirmation screen A4 includes a selection button A42. The selection button A42 is a button for instructing the mismatched employee to send their desired company to apply to. The mismatched employee, for example, refers to the employment conditions display section A41 to confirm the employment conditions presented to them and decide where they will apply. The mismatched employee, for example, presses the selection button A42 after deciding where they will apply. The company terminal 3 of the first company 21 then sends their desired company to the management server 4. The application destination determination section 48 determines the second company 22 desired by the mismatched employee as the company to apply to based on the received company preference.

[0112] When there are multiple second companies 22 that wish to accept mismatched employees, the auction reception unit 49 receives an indication from the first company 21 as to whether or not the first company 21 will decide on the application destination through an auction format. The auction format includes, for example, a format in which, of the employment conditions offered to a mismatched employee by the multiple second companies 22, the second company 22 that offers the most advantageous employment conditions to the mismatched employee is decided as the application destination for the mismatched employee.

[0113] The auction reception unit 49 receives either an auction request, which indicates a desire to have the bidder selected through an auction, or an auction non-request, which indicates a desire not to have the bidder selected through an auction, from the company terminal 3 of the first company 21. The first company 21 transmits either the auction request or the auction non-request to the management server 4, for example, via its own company terminal 3. The auction reception unit 49 receives and accepts either the auction request or the auction non-request.

[0114] As shown in FIG. 11, the employment conditions confirmation screen A4 includes an auction request section A43. The auction request section A43 is a section for instructing the transmission of an auction request. For example, if the first company 21 wishes to determine the application destination through an auction, the first company 21 presses the auction request section A43. The company terminal 3 of the first company 21 then transmits the auction request to the management server 4. The auction reception unit 49 accepts the received auction request. For example, if the first company 21 does not wish to determine the application destination through an auction, the first company 21 presses the selection button A42. The company terminal 3 of the first company 21 then transmits a request not to submit to an auction to the management server 4. The auction reception unit 49 accepts the received request not to submit to an auction.

[0115] When the first company 21 decides whether to input whether it wishes to participate in the auction or not, the decision may be made by the mismatched employee or by someone other than the mismatched employee. For example, if the decision made by the mismatched employee differs from the decision made by someone other than the mismatched employee, it may be agreed in advance that the decision made by the mismatched employee will take precedence.

[0116] The contract acceptance unit 50 accepts whether the application of the mismatched employee determined by the application destination determination unit 48 has been decided as the mismatched employee's new employer. The contract acceptance unit 50, for example, displays an input screen (not shown) for the results of the employment interview with the mismatched employee on the company terminal 3 of the second company 22. The second company 22 inputs whether the mismatched employee has been decided to join the company via the input screen. The company terminal 3 of the second company 22 transmits the input results to the management server 4. The contract acceptance unit 50 receives and accepts the results.

[0117] The coefficient calculation unit 51 calculates an evaluation coefficient for the first company 21 based on a comparison between the skills possessed by the mismatched employee evaluated by the first company 21 and the skills possessed by the mismatched employee evaluated by the second company 22 to which the mismatched employee will transfer. The evaluation coefficient is a coefficient for correcting the reliability of the evaluation of the employee by the first company 21 as necessary.

[0118] When calculating the evaluation coefficient, the coefficient calculation unit 51 identifies evaluation items including objective evaluation by the first company 21 based on the skills possessed by the mismatched worker evaluated by the first company 21. The coefficient calculation unit 51 identifies evaluation items including objective evaluation by the second company 22 based on the skills possessed by the mismatched worker evaluated by the second company 22. Of the identified evaluation items of the first company 21, the coefficient calculation unit 51 identifies evaluation items that are common to the identified evaluation items of the second company 22.

[0119] The coefficient calculation unit 51 calculates the evaluation difference by subtracting the objective evaluation by the first company 21 from the objective evaluation by the second company 22 for each of the identified common evaluation items. The coefficient calculation unit 51 determines whether the calculated evaluation difference is within a predetermined range for each of the common evaluation items. An evaluation difference being within a predetermined range means, for example, that the evaluation difference is equal to or greater than a predetermined eleventh value (e.g., −2) and equal to or less than a predetermined twelfth value (e.g., 2) that is greater than the eleventh value. The eleventh value is, for example, a negative value, and the twelfth value is, for example, a positive value.

[0120] The coefficient calculation unit 51 calculates an evaluation coefficient for each of the above common evaluation items. If the calculated evaluation difference is less than the eleventh value, the coefficient calculation unit 51 calculates a predetermined thirteenth value (e.g., 2 / 3) as the evaluation coefficient. If the calculated evaluation difference is greater than the twelfth value, the coefficient calculation unit 51 calculates a predetermined fourteenth value (e.g., 3 / 2) that is greater than the thirteenth value as the evaluation coefficient.

[0121] The correction unit 52 corrects the possessed skills of other workers evaluated by the first company 21 based on the evaluation coefficients calculated by the coefficient calculation unit 51. The other workers are workers of the first company 21 other than the mismatched worker. The correction unit 52 calculates a value obtained by multiplying the objective evaluation stored by the company server 5 by the evaluation coefficient calculated by the coefficient calculation unit 51 as the corrected objective evaluation. The correction unit 52 calculates the corrected objective evaluation for each of the above common evaluation items. The correction unit 52 corrects the possessed skills by updating the objective evaluation stored by the company server 5 with the corrected objective evaluation.

[0122] [How to share human resources] Next, the operation of the human resources sharing system 1 (including an example of a human resources sharing method) will be described. Before the human resources sharing system 1 executes the processing shown in Fig. 13, the company server 5 stores the company information, employee information, possessed skills, and job-seeking information of its own company 2. For example, when it becomes necessary to update at least one of the company information, employee information, possessed skills, and job-seeking information, the company 2 updates this information via its own company terminal 3. Specifically, the company 2 updates at least one of the company database DB1, employee database DB2, possessed skills database DB3, and job-seeking database DB4 stored in its own company server 5.

[0123] The storage unit 41 stores, for each company 2, the conditions that the company 2 requires of its employees. For example, when it becomes necessary to update the conditions, the company 2 updates the conditions via its own company terminal 3. Specifically, the company 2 transmits the updated conditions to the management server 4 via its own company terminal 3. The storage unit 41 updates the conditions that it has stored to the received updated conditions.

[0124] First, the mismatch information generation unit 42 calculates a first degree of match based on the human resource profile of the employee of the first company 21 stored by the company server 5 and the first condition stored by the memory unit 41 (step S1). In step S1, the mismatch information generation unit 42 calculates the first degree of match based on, for example, the possessed skills stored by the company server 5 and the first required skills stored by the memory unit 41.

[0125] Next, the mismatch information generation unit 42 generates mismatch information based on the human resource profiles of each worker working at the first company 21 stored by the company server 5 and the first conditions stored in the storage unit 41 (step S2). Specifically, in step S2, the mismatch information generation unit 42 extracts, as mismatched workers, workers whose first match degree calculated in step S1 is less than a predetermined value. In step S2, the mismatch information generation unit 42 extracts, as mismatched workers, workers whose desired job type differs from their current job type based on the worker's current job type and desired job type at the first company 21. In step S2, the mismatch information generation unit 42 extracts, as mismatched workers, workers who wish to change jobs based on whether or not they wish to change jobs. The mismatch information generation unit 42 generates information indicating the extracted mismatched workers as mismatch information.

[0126] Next, the second condition receiving unit 43 receives an input of the second condition (step S3). In step S3, the second condition receiving unit 43 receives an input of the second condition from the second company 22 via the company terminal 3 of the second company 22.

[0127] Next, the recommendation information generation unit 44 calculates a second matching degree based on the talent profile of the mismatched worker indicated by the mismatch information generated in step S2 and the second conditions accepted in step S3 (step S4). Specifically, in step S4, the recommendation information generation unit 44 calculates the second matching degree based on the possessed skills stored by the company server 5 and the second required skills stored in the storage unit 41.

[0128] Next, the recommendation information generation unit 44 generates recommendation information based on the talent profiles of the mismatched workers indicated by the mismatch information generated in step S2 and the second conditions received in step S3 (step S5). Specifically, in step S5, the recommendation information generation unit 44 extracts mismatched workers whose second match degree calculated in step S4 is equal to or greater than a predetermined value. The recommendation information generation unit 44 generates information indicating the extracted mismatched workers as recommendation information.

[0129] Next, the providing unit 45 provides the recommendation information generated in step S5 to the second company 22 (step S6). In step S6, the providing unit 45 displays the recommendation information on the company terminal 3 of the second company 22.

[0130] Next, the employment conditions receiving unit 46 receives the employment conditions offered to the mismatched employee by the second company 22 that wishes to accept the mismatched employee (step S7). In step S7, the employment conditions receiving unit 46 receives the employment conditions, including the annual salary, via the company terminal 3 of the second company 22.

[0131] In step S7, the calculation unit 47 calculates the amount of the transfer fee based on the first match degree calculated in step S1 and the second match degree calculated in step S4. In step S7, the calculation unit 47 calculates a coefficient for calculating the amount of the transfer fee based on the first match degree and the second match degree. Specifically, the calculation unit 47 calculates the amount of the transfer fee by multiplying the annual salary accepted by the employment conditions acceptance unit 46 by the calculated coefficient. The calculation unit 47 displays the calculated amount of the transfer fee on the company terminal 3 of the second company 22.

[0132] Next, the providing unit 45 provides the employment conditions accepted in step S7 to the first company 21 (step S8). In step S8, the providing unit 45 displays the employment conditions on the company terminal 3 of the first company 21.

[0133] Next, the application destination determination unit 48 executes an application destination determination process (step S9). The application destination determination process is a process for determining the application destination of the mismatched worker. The application destination determination process will be described in detail below.

[0134] 14, first, the application destination determination unit 48 identifies second companies 22 that wish to accept mismatched workers (step S21). In step S21, the application destination determination unit 48 identifies the second companies 22 that accepted the employment conditions in step S7 as the second companies 22 that wish to accept mismatched workers.

[0135] Next, the application destination determination unit 48 determines whether or not there are multiple second companies 22 that wish to accept the bidder identified in step S21 (step S22). If there are not multiple second companies 22 that wish to accept the bidder (step S22: NO), the application destination determination unit 48 determines the second companies 22 that wish to accept the bidder as the application destination (step S23). If there are multiple second companies 22 that wish to accept the bidder (step S22: YES), the auction reception unit 49 determines whether or not to determine the application destination in an auction format (step S24).

[0136] In step S24, the auction reception unit 49 receives and accepts a request for an auction or a request not to participate in an auction from the company terminal 3 of the first company 21. If a request for an auction is accepted, the auction reception unit 49 determines that the application destination will be determined based on the auction format. If a request not to participate in an auction is accepted, the auction reception unit 49 determines that the application destination will not be determined based on the auction format.

[0137] If it is determined that the application destination will not be determined by an auction format (step S24: NO), the application destination determination unit 48 determines the application destination based on the preference of the first company 21. Specifically, the application destination determination unit 48 accepts the preference of the application destination (step S25). In step S25, the application destination determination unit 48 transmits information indicating a plurality of second companies 22 that wish to accept mismatched workers to the company terminal 3 of the first company 21. The application destination determination unit 48 accepts the preference of the application destination input via the company terminal 3. After accepting the preference of the application destination, the application destination determination unit 48 determines the second company 22 that the first company 21 wishes to apply to as the application destination (step S26).

[0138] If it is determined that the application destination will be determined through an auction (step S24: YES), the employment conditions receiving unit 46 again receives the employment conditions (step S27). In step S27, the employment conditions receiving unit 46 again receives input of the employment conditions via the company terminal 3 of the second company 22.

[0139] Next, the application destination determination unit 48 determines the application destination of the mismatched worker from multiple second companies 22 in an auction format based on the employment conditions accepted in step S27. Specifically, the application destination determination unit 48 determines the second company 22 with the highest annual salary included in the employment conditions as the application destination (step S28). After the above processing, the human resources sharing system 1 ends the application destination determination processing.

[0140] Next, the mismatched worker undergoes a job interview with the second company 22 to which the worker applied, determined in step S9. The second company 22 determines the results of the job interview.

[0141] Next, the contract acceptance unit 50 accepts whether the company applied for by the mismatched employee has been decided as the new employer for the mismatched employee (step S10). In step S10, the contract acceptance unit 50 accepts, for example, via the company terminal 3 of the second company 22, whether the company applied for has been decided as the new employer for the mismatched employee.

[0142] If the applied company is determined to be the new employer of the mismatched employee in step S10, the calculation unit 47 calculates the amount of the final transfer fee based on the first match degree calculated in step S1 and the second match degree calculated in step S4 (step S11). In step S11, the calculation unit 47 calculates a coefficient for calculating the amount of the final transfer fee based on the first match degree and the second match degree.

[0143] If employment conditions are accepted again from the second company 22 in step S27 (see FIG. 14), the calculation unit 47 calculates the final transfer fee as the value obtained by multiplying the annual salary accepted in step S27 by the coefficient calculated in step S7. In other cases, the calculation unit 47 calculates the final transfer fee as the amount of transfer fee calculated in step S7.

[0144] Next, the providing unit 45 outputs the amount of the final transfer fee calculated in step S11 (step S12). In step S12, the providing unit 45 outputs the amount of the final transfer fee to both the first company 21 and the second company 22. Specifically, the providing unit 45 displays the amount of the final transfer fee on both the company terminal 3 of the first company 21 and the company terminal 3 of the second company 22. After the above processing, the human resources sharing system 1 completes a series of operations.

[0145] For example, after a mismatched employee changes jobs to the second company 22, the second company 22 pays the first company 21 a transfer fee equal to the amount output in step S12. After the mismatched employee changes jobs, the first company 21 transmits the skills possessed by the mismatched employee stored in the company server 5 to the management server 4. The memory unit 41 stores the received skills possessed by the mismatched employee. The skills possessed by the mismatched employee stored in the memory unit 41 are used in the objective evaluation correction process described below. Thereafter, the first company 21 may delete the skills possessed by the mismatched employee stored in the company server 5.

[0146] The human resources sharing system 1 executes an objective evaluation correction process. The objective evaluation correction process is a process of evaluating the reliability of the objective evaluation of the worker by the company 2 and correcting the objective evaluation by the company 2 according to the evaluation result of the reliability. The objective evaluation of the worker may depend on the thinking of the company 2 for which the worker works. Therefore, depending on the company 2, there is a possibility that the evaluation may be more favorable or unfavorable than necessary for the worker. As explained above, the human resources sharing system 1 extracts and recommends mismatched workers, taking into account the objective evaluation of the worker by the first company 21. For this reason, it is important to evaluate the reliability of the objective evaluation and correct the objective evaluation by the company 2 according to the evaluation result.

[0147] The human resources sharing system 1 executes the objective evaluation correction process, for example, after a predetermined period (for example, one year) has passed since the mismatched employee changed jobs from the first company 21 to the second company 22. The predetermined period can be set to, for example, a period longer than the period from when the second company 22 evaluates the possessed skills until the possessed skills are evaluated again.

[0148] 15, first, the coefficient calculation unit 51 identifies evaluation items including objective evaluations by the first company 21 based on the skills possessed by the mismatched worker stored in the storage unit 41 (step S31). Next, the coefficient calculation unit 51 identifies evaluation items including objective evaluations by the second company 22 based on the skills possessed by the mismatched worker stored in the company server 5 of the second company 22 (step S32).

[0149] Next, the coefficient calculation unit 51 determines whether or not there are any evaluation items common to the evaluation items including the objective evaluation by the second company 22 among the evaluation items including the objective evaluation by the first company 21 (step S33). If there are no common evaluation items, the human resources sharing system 1 ends the objective evaluation correction process. If there are common evaluation items, the coefficient calculation unit 51 identifies the common evaluation items.

[0150] Next, the coefficient calculation unit 51 calculates the evaluation difference for each of the identified common evaluation items (step S34). In step S34, the coefficient calculation unit 51 calculates the evaluation difference by subtracting the objective evaluation by the first company 21 from the objective evaluation by the second company 22 for each of the common evaluation items identified in step S33.

[0151] Next, the coefficient calculation unit 51 determines whether the evaluation difference calculated in step S34 is less than an eleventh value for each common evaluation item (step S35). If the evaluation difference is less than the eleventh value (step S35: YES), the coefficient calculation unit 51 calculates a thirteenth value as the evaluation coefficient (step S36). If the evaluation difference is equal to or greater than the eleventh value (step S35: NO), the coefficient calculation unit 51 determines whether the evaluation difference calculated in step S34 is greater than a twelfth value (step S37).

[0152] If the evaluation difference is equal to or less than the 12th value (step S37: NO), the human resource sharing system 1 ends the objective evaluation correction process. If the evaluation difference is greater than the 12th value (step S37: YES), the coefficient calculation unit 51 calculates the 14th value as the evaluation coefficient (step S38).

[0153] After the coefficient calculation unit 51 executes step S36 or step S38, the correction unit 52 corrects the possessed skills of other workers evaluated by the first company 21 based on the evaluation coefficient calculated in step S36 or step S38 (step S39). In step S39, the correction unit 52 calculates a corrected objective evaluation by multiplying the objective evaluation of the other worker stored in the company server 5 of the first company 21 by the evaluation coefficient calculated in step S36 or step S38. Thereafter, the correction unit 52 updates the objective evaluation stored in the company server 5 of the first company 21 to the corrected objective evaluation. After the above processing, the human resources sharing system 1 ends the objective evaluation correction processing.

[0154] [Variations] In the above embodiment, an example has been described in which the recommendation information generation unit 44 extracts mismatched workers to be recommended to the second company 22 based on the second match degree. However, the recommendation information generation unit 44 may generate recommendation information based on the desired occupation of the mismatched worker stored by the company server 5 in addition to the second match degree.

[0155] In this modification, the storage unit 41 pre-stores an occupational type matching table. The occupational type matching table is a table that summarizes the degrees of matching between two occupations, whether identical or different. The degree of matching is a value indicating the degree of similarity between the two occupations. The occupations and degrees of matching included in the occupational type matching table are, for example, preset. The degree of matching is expressed, for example, by a value between 0 and 100. For example, a salesperson and a programmer are considered to differ from each other in terms of the aptitude required for their jobs. Therefore, the degree of matching between the occupations of a salesperson and a programmer is set to a relatively low value. On the other hand, for example, a bus driver and a taxi driver share the job of driving a vehicle and are considered to be similar to each other in terms of the aptitude required for their jobs. Therefore, the degree of matching between the occupations of a bus driver and a taxi driver is set to a higher value than the degree of matching between the occupations of a salesperson and a programmer. Furthermore, if two occupations are identical, the degree of matching between the two occupations is set to a higher value than if the two occupations are different from each other.

[0156] In this modified example, the second condition receiving unit 43 receives the job type to be assigned to the mismatched worker as the second condition. Specifically, the second condition receiving unit 43 displays the job type item in the condition input section A12 of the reception screen A1, for example. The second company 22 inputs the job type in the condition input section A12 and presses the search button A10. The company terminal 3 of the second company 22 then transmits the second conditions, including the job type, to the management server 4. The second condition receiving unit 43 accepts the received job type. Note that, unlike the above embodiment, the employment condition receiving unit 46 does not have to accept the job type as an employment condition.

[0157] In this modified example, the recommendation information generation unit 44 calculates the degree of correspondence between the desired job type and the assigned job type of the mismatched employee based on the desired job type stored by the company server 5, the assigned job type accepted by the second condition acceptance unit 43, and the job type correspondence table stored in the memory unit 41.

[0158] For example, the recommendation information generation unit 44 may extract a mismatched worker whose calculated degree of match is equal to or greater than a predetermined value and whose second degree of match is equal to or greater than a predetermined value, as a mismatched worker to be recommended to the second company 22. For example, the recommendation information generation unit 44 may extract a mismatched worker whose calculated sum of the degree of match and the second degree of match is equal to or greater than a predetermined value, as a mismatched worker to be recommended to the second company 22. For example, when the calculated degree of match is equal to or greater than a predetermined value, the recommendation information generation unit 44 may calculate the sum of the second degree of match and a predetermined additional value. In this case, the recommendation information generation unit 44 may extract a mismatched worker whose calculated sum is equal to or greater than a predetermined value, as a mismatched worker to be recommended to the second company 22.

[0159] In this modified example, the recommendation information generation unit 44 generates recommendation information based on the desired occupation of the mismatched employee in addition to the second match degree. In this case, the desired occupation of the mismatched employee is also taken into consideration, making it possible to generate recommendation information that is satisfactory to both the mismatched employee and the second company 22.

[0160] In the above embodiment, an example was described in which the providing unit 45 displays the code of company 2, the name of company 2, industry, current job type, age, place of residence, whether or not the employee wishes to change jobs, annual salary, and possessed skills as detailed information on the detailed information display unit A31. However, the providing unit 45 may also display the desired job type of the mismatched employee stored by the company server 5 on the detailed information display unit A31. In this case, the second company 22 can make an application offer based on the desired job type of the mismatched employee. For example, the second company 22 can make an application offer to a mismatched employee whose desired job type matches (or is similar to) the job type that the second company 22 is recruiting for. This improves the likelihood that the constraint between the second company 22 and the mismatched employee will be met.

[0161] In the above embodiment, when an auction request is received by the auction reception unit 49, an example has been described in which the employment conditions reception unit 46 again receives employment conditions from multiple second companies 22 that wish to accept mismatched employees. At this time, an example has been described in which the employment conditions reception unit 46 again displays the detailed information screen A3 on the company terminal 3 of the second company 22. However, the employment conditions reception unit 46 may also display the detailed information screen A3 on the company terminal 3, including a highest bid display unit. The highest bid display unit is a section that displays the highest bid in real time. The employment conditions reception unit 46 may display the highest annual salary among the annual salaries offered to the mismatched employee, based on the employment conditions received via the company terminal 3 of the second company 22, in the highest bid display unit.

[0162] In this case, it is possible to further promote competition to win the bid for the mismatched employee among the second companies 22 that wish to accept the mismatched employee, thereby creating a fairer opportunity to evaluate the value of the mismatched employee.

[0163] In the above embodiment, an example has been described in which, before the recommendation information generation unit 44 calculates the second match degree, the talent extraction process is executed based on the talent profile of the mismatched worker extracted by the mismatch information generation unit 42 and the second conditions accepted by the second condition acceptance unit 43. However, the recommendation information generation unit 44 does not have to execute the talent extraction process.

[0164] In the above embodiment, an example was described in which the calculation unit 47 calculates the amount of the transfer fee based on the first match degree and the second match degree. However, the calculation unit 47 may also calculate the amount of the transfer fee based on whether the second company 22 selected as the new employer of the mismatched employee wishes to rent the employee. For example, the calculation unit 47 determines whether the second company 22 selected as the new employer wishes to rent the employee based on the presence or absence of a rental request received by the employment condition reception unit 46. If the second company 22 selected as the new employer wishes to rent the mismatched employee, the calculation unit 47 may calculate the amount of the transfer fee to be an amount smaller than the amount of the transfer fee calculated by the above calculation method. For example, the calculation unit 47 may multiply the calculated amount of the transfer fee by a predetermined coefficient (e.g., 1 / 2) greater than or equal to 0 and less than 1. When a mismatched employee is rented from the first company 21 to the second company 22, the mismatched employee returns to the first company 21, and therefore the disadvantage to the first company 21 is considered to be smaller than when the mismatched employee changes jobs. By reducing the amount of the transfer fee when a mismatched worker is loaned from the first company 21 to the second company 22, it is possible to calculate an amount of transfer fee that is more acceptable to the first company 21.

[0165] In the above embodiment, an example has been described in which the correction unit 52 updates the objective evaluations of other workers of the first company 21 stored by the company server 5 to corrected objective evaluations. However, the correction unit 52 does not have to update the information stored by the company server 5. For example, the correction unit 52 may correct the objective evaluation by the first company 21 based on the evaluation coefficient calculated by the coefficient calculation unit 51 each time the objective evaluation by the first company 21 is used in processing of the human resources sharing system 1.

[0166] The human resources sharing system 1 may further include a penalty assigning unit that assigns a penalty to the first company 21 based on the evaluation difference calculated by the coefficient calculation unit 51. The penalty assigning unit may, for example, store in advance a history of the evaluation difference for each evaluation item. For example, if the absolute value of the evaluation difference remains equal to or exceeds a predetermined value (for example, 3) for a predetermined period of time (for example, 3 years) or more, the penalty assigning unit identifies the first company 21 to which a penalty should be assigned.

[0167] The penalty granting unit may, for example, temporarily suspend the identified first company 21 from using the human resource sharing system 1. The penalty granting unit may present the name of the identified first company 21 to the multiple companies 2 belonging to group G. The penalty granting unit may demand a penalty from the identified first company 21. In this case, the penalty granting unit may display information on the company terminal 3 of the first company 21 that a penalty will be incurred. In this case, the company 2 can be encouraged to make appropriate evaluations of employees. As a result, the reliability of the objective evaluations by the company 2 can be improved.

[0168] In the above embodiment, an example was described in which the mismatch information generation unit 42 calculates a first match degree based on the talent profile of an employee of the first company 21 and the first condition, and extracts an employee whose calculated first match degree is less than a predetermined value as a mismatched employee. However, the method by which the mismatch information generation unit 42 extracts mismatched employees is not limited to the method described above. For example, the mismatch information generation unit 42 may generate mismatch information based on big data that has previously accumulated talent profiles, the first condition, and mismatch information. The mismatch information generation unit 42 may be a machine learning model that has been trained using the talent profile of an employee and the first condition as explanatory variables and a result indicating whether or not the employee has been extracted as a mismatched employee as a target variable. Similarly, the recommendation information generation unit 44 may generate recommendation information based on big data that has previously accumulated talent profiles, second conditions, and recommendation information of mismatched employees. The recommendation information generation unit 44 may be a machine learning model (e.g., a neural network) that has been machine-learned using the human resource profile of the mismatched employee and the second condition as explanatory variables and the result indicating whether the mismatched employee has been extracted as a mismatched employee recommended to the second company 22 as a target variable.

[0169] The human resources sharing system 1 may provide a shared service of an external institution to multiple companies 2 belonging to a group G. The shared service is, for example, a service in which the operator of the human resources sharing system 1 enters into a contract with an external institution on behalf of multiple companies 2 belonging to a group G and encourages the multiple companies 2 to share the external institution. The external institution may be, for example, a lawyer, patent attorney, or social insurance labor consultant, or a company specializing in employee training. When a company 2 uses such an expert, the fee may be high and the expert may be used infrequently. Therefore, if the company 2 is a small or medium-sized enterprise with limited financial resources, it may be difficult to enter into a consulting contract with an expert. Furthermore, while large companies regularly provide employee training, small or medium-sized enterprises may find it difficult to provide such employee training due to time or financial constraints. This modification makes it easier for the company 2 to use external institutions, thereby improving the convenience of the external institution.

[0170] The human resources sharing system 1 may provide a mutual purchasing service for merchandise. The mutual purchasing service is, for example, a service that encourages multiple companies 2 belonging to a group G to jointly purchase merchandise held by a company 2. Even though some small and medium-sized enterprises have technological capabilities that are comparable to those of large companies, the merchandise of the small and medium-sized enterprises may be purchased by the large companies at prices that are not fair. According to this modification, it is possible to have other companies 2 purchase merchandise from company 2 at fair prices. As a result, company 2 can be encouraged to develop merchandise that is comparable to that of large companies.

[0171] The human resources sharing system 1 may provide a sharing service for M&A (Mergers and Acquisitions) information to multiple companies 2 belonging to a group G. The M&A information sharing service is, for example, a service for sharing information about companies 2 seeking business succession among multiple companies 2 belonging to a group G. Some small and medium-sized enterprises (SMEs) are facing the problem of choosing to close even successful businesses due to difficulties in continuing their business due to factors such as the aging of their managers (so-called business succession issues). While such companies exist, some SMEs are seeking to expand their business, and coordination is required between companies seeking business expansion and companies facing business succession issues. According to this modification, for example, a company 2 seeking business expansion can be encouraged to acquire a company 2 facing business succession issues. For example, a company 2 seeking business expansion can purchase capital such as a factory and office, along with all employees. Furthermore, for example, another company 2 can resolve the business succession issue by dispatching employees to a company 2 facing business succession issues. As described above, this modification provides a variety of solutions for a company 2 facing business succession issues to continue its business.

[0172] In the above embodiment, examples of each predetermined value (e.g., the first to fourteenth values ​​and the first to fourth coefficients) were described, but these values ​​can be changed as appropriate within the scope of the present disclosure.

[0173] [summary] The above disclosure includes the following configurations. (1) A human resources sharing system 1 for sharing human resources between a first company 21, which is one company 2 belonging to a group G consisting of a plurality of companies 2, and a second company 22, which is a company 2 belonging to the group G and different from the first company 21, the human resources sharing system 1 comprising: a mismatch information generation unit 42 that generates mismatch information indicating mismatched workers who are a mismatch for the first company 21 based on a human resources profile of each worker working at the first company 21 and a first condition that the first company 21 requires of its workers; a second condition receiving unit 43 that receives input of second conditions that the second company 22 requires of its workers; a recommendation information generation unit 44 that generates recommendation information indicating mismatched workers that are recommended to the second company 22 based on the human resources profile of the mismatched worker and the second condition; and a provision unit 45 that provides the recommendation information to the second company 22. In this human resources sharing system 1, recommendation information is generated based on the human resources profile of a mismatched employee who is a mismatch with the first company 21 and the second conditions that the second company 22 requires of its employees, and the generated recommendation information is provided to the second company 22. This allows information including mismatched employees to be provided to companies 2 other than the first company 21, thereby creating an incentive for mismatched employees to change jobs from the first company 21 where a mismatch occurs with the employee. Furthermore, by providing the second company 22 with recommendation information indicating mismatched employees recommended to the second company 22, the second company 22 can obtain information on highly reliable job-change candidates based on their track record at other companies 2. Furthermore, this provides employees of each company 2 belonging to group G with a sense of freedom from being tied to a single company 2. As described above, human resources sharing that is beneficial to three parties: the first company 21, the second company 22, and the employees of each company 2 can be realized.

[0174] (2) The mismatch information generation unit 42 calculates a first match degree, which is the degree of matching between the first company 21 and the workers working at the first company 21, based on the human resource profile of the workers at the first company 21 and the first conditions, and extracts workers whose first match degree is less than a predetermined value as mismatched workers to generate mismatch information, in the human resource sharing system 1 described in (1). By quantifying the compatibility between the first company 21 and the employee as a first match degree, it becomes possible to objectively evaluate the compatibility.

[0175] (3) A human resources sharing system 1 described in (2), wherein the human resources profile includes the skills possessed by the employee, the first condition includes a first required skill that the first company 21 requires the employee to possess, and the mismatch information generation unit 42 calculates a first match degree based on the possessed skills and the first required skill. For example, the first match degree can be calculated based on whether or not the worker has a first required skill required by the first company 21. This makes it possible to calculate the match degree between the first company 21 and the worker with even greater accuracy.

[0176] (4) A human resources sharing system 1 described in any of (1) to (3), wherein the human resources profile includes the worker's desired job type, and the mismatch information generation unit 42 extracts, based on the worker's current job type at the first company 21 and the desired job type, workers whose desired job type differs from their current job type as mismatched workers. The mismatch information is generated based further on the desired occupation of the employee. As a result, the first company 21 and the employee can prevent a decrease in employee motivation due to a gap between the employee's current occupation and the desired occupation. Furthermore, the second company 22 can hire employees according to the employee's desired occupation, thereby improving the employee's motivation. As a result, the satisfaction of the three parties, the first company 21, the second company 22, and the employees of each company 2, can be improved.

[0177] (5) A human resources sharing system 1 described in any one of (1) to (4), wherein the human resources profile includes whether or not the employee wishes to change jobs, and the mismatch information generation unit 42 extracts employees who wish to change jobs as mismatched employees based on whether or not the employee wishes to change jobs. The mismatch information is generated based on the employee's desire to change jobs. As a result, the first company 21 and the employee can prevent the employee's motivation from decreasing due to continuing to work for the company 2 where the employee does not wish to continue working.

[0178] (6) The human resources sharing system 1 described in (2) in which the recommendation information generation unit 44 calculates a second match degree, which is the degree of matching between the second company 22 and the mismatched employee, based on the human resources profile of the mismatched employee and the second conditions, and extracts mismatched employees whose second match degree is equal to or greater than a predetermined value to generate recommendation information. By quantifying the compatibility between the second company 22 and the mismatched employee as a second match degree, it becomes possible to objectively evaluate the compatibility.

[0179] (7) A human resources sharing system 1 described in (6), wherein the human resources profile includes the skills possessed by the employee, the second conditions include second required skills that the second company 22 requires the employee to possess, and the recommendation information generation unit 44 calculates a second match degree based on the possessed skills and the second required skills. For example, the second match degree can be calculated based on whether or not the mismatched worker has the second required skill required by the second company 22. This makes it possible to calculate the match degree between the second company 22 and the mismatched worker with even greater accuracy.

[0180] (8) A human resources sharing system 1 described in any of (1) to (7), further comprising an employment conditions receiving unit 46 that receives employment conditions offered to mismatched employees by a second company 22 that wishes to accept mismatched employees, and a providing unit 45 that provides the employment conditions to the first company 21. A mismatched employee working at the first company 21 can decide where to apply based on the employment conditions offered to him or her.

[0181] (9) The human resources sharing system 1 described in (8) further includes an application destination determination unit 48 that determines the application destination of a mismatched employee, and when there are multiple second companies 22 that wish to accept a mismatched employee, the application destination determination unit 48 determines the application destination of the mismatched employee from the multiple second companies 22 in an auction format based on the employment conditions. This creates a fair opportunity to evaluate the value of mismatched employees, thereby improving the satisfaction of the first company 21, the second company 22, and the mismatched employees.

[0182] (10) The employment conditions include the annual salary offered by the second company 22 to the mismatched employee, and the application destination determination unit 48 determines the second company 22 with the highest annual salary as the application destination, in the human resources sharing system 1 described in (9). This will create a fairer opportunity to assess the value of mismatched employees.

[0183] (11) A human resources sharing system 1 described in (9) or (10), further comprising an auction reception unit 49 that receives whether the first company 21 will decide on the application destination through an auction format when there are multiple second companies 22 that wish to accept mismatched workers, and an application destination determination unit 48 determines the application destination based on the wishes of the first company 21 when the first company 21 does not decide on the application destination through an auction format. It is possible to strike a balance between the fair evaluation of mismatched employees and the wishes of the first company21.

[0184] (12) The human resources sharing system 1 described in (6) further includes a contract acceptance unit 50 that accepts whether the application of the mismatched employee has been decided as the mismatched employee's new employer, and a calculation unit 47 that calculates the amount of transfer fee to be paid by the new employer to the first company 21 based on the first match degree and the second match degree. For example, by having the second company 22 pay the calculated transfer fee to the first company 21, it is possible to compensate for the disadvantage suffered by the first company 21 when the mismatched employee resigns. Furthermore, a transfer fee amount that is acceptable to the employee can be calculated according to the degree of match between the mismatched employee and the first company 21 and the degree of match between the mismatched employee and the second company 22.

[0185] (13) The human resources sharing system 1 described in (12) further includes an employment conditions receiving unit 46 that receives employment conditions offered to mismatched employees by the second company 22 that wishes to accept the mismatched employees, the employment conditions including the annual salary offered to the mismatched employees by the second company 22, and a calculation unit 47 that calculates a coefficient for calculating the amount of the transfer fee based on the first match degree and the second match degree, and calculates the amount of the transfer fee by multiplying the annual salary by the coefficient. The amount of the transfer fee is calculated by taking into account the first and second match degrees as well as the annual salary of the mismatched employee, making it possible to calculate a transfer fee amount that is more reasonable.

[0186] (14) The human resource sharing system 1 described in (12) or (13) further includes a coefficient calculation unit 51 that calculates an evaluation coefficient for the first company 21 based on a comparison between the skills of the mismatched employee evaluated by the first company 21 and the skills of the mismatched employee evaluated by the second company 22 to which the mismatched employee will transfer, and a correction unit 52 that corrects the skills of other employees evaluated by the first company 21 based on the evaluation coefficient. For example, if the skills of a mismatched employee evaluated by the first company 21 deviate from the skills of a mismatched employee evaluated by the second company 22, there is a possibility that the first company 21 is evaluating its own employee more favorably or unfavorably than necessary. If the skills evaluated by both companies 2 deviate by a predetermined amount or more, the reliability of the skills of employees of the first company 21 can be improved by correcting the skills evaluated by the first company 21.

[0187] (15) A human resources sharing system 1 described in (3) or (7), wherein the possessed skills include a subjective evaluation based on the subjective opinion of employees of the first company 21 and an objective evaluation by the first company 21. The reliability of the skills possessed by the worker can be improved by including not only subjective evaluation but also objective evaluation in the possessed skills. In addition, the reliability of the skills possessed by the worker can be improved by including not only objective evaluation but also subjective evaluation in the possessed skills. In addition, the skills possessed by the worker that the first company 21 does not know can be included in the possessed skills.

[0188] (16) A human resources sharing system 1 described in (2), wherein the human resources profile includes the employee's possessed skills, first required skills that the first company 21 requires the employee to possess, and second required skills that the second company 22 requires the employee to possess, and each of the first required skills and the second required skills includes one or more evaluation items, and the possessed skills includes one or more evaluation items included in the first required skills and one or more evaluation items not included in the first required skills, and one or more evaluation items included in the second required skills and one or more evaluation items not included in the second required skills. Possessed skills including the same evaluation items can be used to extract mismatched workers for the first company 21 and to extract mismatched workers recommended to the second company 22.

[0189] (17) A human resources sharing method for sharing human resources between a first company 21, which is one company 2 belonging to a group G consisting of a plurality of companies 2, and a second company 22, which is one company 2 belonging to the group G and different from the first company 21, the human resources sharing method comprising: generating, for each employee working at the first company 21, mismatch information indicating mismatched employees who are mismatched with the first company 21 based on the skills possessed by the employee and a first required skill that the first company 21 requires of its employees; accepting input of the second required skill that the second company 22 requires of its employees; generating recommendation information indicating mismatched employees recommended to the second company 22 based on the skills possessed by the mismatched employee and the second required skill; and providing the recommendation information to the second company 22.

[0190] (18) A program P for sharing human resources between a first company 21, which is one company 2 belonging to a group G consisting of multiple companies 2, and a second company 22, which is one company 2 belonging to the group G and different from the first company 21, the program P causing a computer to execute the following: generating mismatch information indicating mismatched workers who are mismatched with the first company 21 based on the skills possessed by each worker working at the first company 21 and the first required skills that the first company 21 requires of its workers; accepting input of the second required skills that the second company 22 requires of its workers; generating recommendation information indicating mismatched workers recommended to the second company 22 based on the skills possessed by the mismatched workers and the second required skills; and providing the recommendation information to the second company 22.

[0191] This human resource sharing method and program P has the same effects as those of the human resource sharing system 1 described above. [Explanation of symbols]

[0192] 1...Human resource sharing system, 2...Company, 21...First company, 22...Second company, 42...Mismatch information generation unit, 43...Second conditions reception unit, 44...Recommendation information generation unit, 45...Provision unit, 46...Employment conditions reception unit, 47...Calculation unit, 48...Application destination determination unit, 49...Auction reception unit, 50...Deal reception unit, 51...Coefficient calculation unit, 52...Correction unit, G...Group, P...Program (human resource sharing program).

Claims

1. A human resources sharing system for sharing human resources between a first company, which is one of a group of a plurality of companies, and a second company, which is one of the companies that belongs to the group and is different from the first company, a mismatch information generation unit that generates mismatch information indicating mismatched workers who are mismatched with the first company based on a human resource profile for each worker working at the first company and first conditions that the first company requires of its workers; a second condition receiving unit that receives input of a second condition that the second company requires of its employees; a recommendation information generation unit that generates recommendation information indicating the mismatched employee to be recommended to the second company based on the human resource profile of the mismatched employee and the second condition; a providing unit that provides the recommendation information to the second company, Talent sharing system.

2. The mismatch information generation unit Calculating a first match degree, which is a degree of matching between the first company and the worker working at the first company, based on the human resource profile of the worker at the first company and the first condition; extracting the worker whose first match degree is less than a predetermined value as the mismatch worker and generating the mismatch information; The human resource sharing system according to claim 1.

3. The human resource profile includes skills possessed by the employee, the first condition includes a first required skill that the first company requires the employee to possess; the mismatch information generation unit calculates the first match degree based on the possessed skill and the first required skill; The human resource sharing system according to claim 2.

4. The human resource profile includes the worker's desired job type, the mismatch information generation unit extracts, as the mismatched worker, the worker whose desired job type differs from the current job type of the worker at the first company, based on the worker's current job type and the desired job type; The human resource sharing system according to any one of claims 1 to 3.

5. The human resource profile includes whether or not the employee wishes to change jobs, the mismatch information generation unit extracts the workers who wish to change jobs as the mismatch workers based on whether or not the workers wish to change jobs. The human resource sharing system according to any one of claims 1 to 3.

6. The recommendation information generation unit Calculating a second match degree, which is the degree of matching between the second company and the mismatched employee, based on the human resource profile of the mismatched employee and the second condition; extracting the mismatched workers whose second match degree is equal to or greater than a predetermined value, and generating the recommendation information; The human resource sharing system according to claim 2.

7. The human resource profile includes skills possessed by the employee, the second condition includes a second required skill that the second company requires the employee to possess; the recommendation information generation unit calculates the second match degree based on the possessed skills and the second required skills; The human resource sharing system according to claim 6.

8. further comprising an employment conditions receiving unit that receives employment conditions offered to the mismatched employee by the second company that wishes to accept the mismatched employee; the providing unit provides the employment conditions to the first company; The human resource sharing system according to any one of claims 1 to 3.

9. An application destination determination unit is further provided that determines the application destination of the mismatched employee, When there are a plurality of second companies that wish to accept the mismatched employee, the application destination determination unit determines the application destination of the mismatched employee from the plurality of second companies in an auction format based on the employment conditions. The human resource sharing system according to claim 8.

10. the employment conditions include an annual salary offered by the second company to the mismatched employee; The application destination determination unit determines the second company with the highest annual salary as the application destination. The human resource sharing system according to claim 9.

11. and an auction reception unit that receives a request from the first company to decide whether to apply to a company in an auction format when there are a plurality of second companies that wish to accept the mismatched workers. the application destination determination unit determines the application destination based on the wishes of the mismatched employee if the first company does not determine the application destination through the auction format; The human resource sharing system according to claim 9.

12. a contract acceptance unit that accepts whether the application of the mismatched employee has been decided as the new employer of the mismatched employee; and a calculation unit that calculates the amount of transfer fee to be paid from the new employer to the first company based on the first match degree and the second match degree. The human resource sharing system according to claim 6.

13. further comprising an employment conditions receiving unit that receives employment conditions offered to the mismatched employee by the second company that wishes to accept the mismatched employee; the employment conditions include an annual salary offered by the second company to the mismatched employee; The calculation unit calculating a coefficient for calculating the amount of the transfer fee based on the first match degree and the second match degree; The transfer fee is calculated by multiplying the annual salary by the coefficient. The human resource sharing system according to claim 12.

14. a coefficient calculation unit that calculates an evaluation coefficient for the first company based on a comparison between the skills of the mismatched employee evaluated by the first company and the skills of the mismatched employee evaluated by the second company to which the mismatched employee will transfer; a correction unit that corrects the skills of other workers evaluated by the first company based on the evaluation coefficients, The human resource sharing system according to claim 12 or 13.

15. The possessed skills include a subjective evaluation based on the subjectivity of the employee of the first company and an objective evaluation by the first company. The human resource sharing system according to claim 3 or 7.

16. The talent profile includes: The skills possessed by the employee; a first required skill that the first company requires the employee to possess; a second required skill that the second company requires the employee to possess; each of the first required skill and the second required skill includes one or more evaluation items; The skills possessed are: The one or more evaluation items included in the first required skill and one or more evaluation items not included in the first required skill, The one or more evaluation items included in the second required skill and one or more evaluation items not included in the second required skill are included. The human resource sharing system according to claim 2 .

17. A human resources sharing method for sharing human resources between a first company, which is one of a group of a plurality of companies, and a second company, which is one of the companies that belongs to the group and is different from the first company, comprising: generating mismatch information indicating mismatched employees who are mismatched with the first company based on the skills possessed by each employee working at the first company and first required skills that the first company requires of its employees; Accepting an input of second required skills that the second company requires of its employees; generating recommendation information indicating the mismatched employee to be recommended to the second company based on the possessed skills of the mismatched employee and the second required skills; providing the recommendation information to the second company; How to share human resources.

18. A human resources sharing program for sharing human resources between a first company, which is one of a group of a plurality of companies, and a second company, which is one of the companies that belongs to the group and is different from the first company, generating mismatch information indicating mismatched employees who are mismatched with the first company based on the skills possessed by each employee working at the first company and first required skills that the first company requires of its employees; Accepting an input of second required skills that the second company requires of its employees; generating recommendation information indicating the mismatched employee to be recommended to the second company based on the possessed skills of the mismatched employee and the second required skills; providing the recommendation information to the second company; Talent sharing program.

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