Employment relationship maintenance system, employment relationship maintenance method, and program

Abstract

To provide an employment relationship maintenance system, an employment relationship maintenance method, and a program capable of preventing employees employed by an employer from quitting their jobs and improving the retention rate.SOLUTION: An employment relationship maintenance system 100 comprises: an employment point information management unit 31 for managing, for each employee, employment points held by the employees; an employment point granting information receiving unit 32 for receiving employment point granting information relating to the employment points to be granted to the employees from an employer; an employment point granting unit 33 for increasing the employment points managed by the employment point information management unit 31 according to the employment point granting information received by the employment point granting information receiving unit 32; and an employment point notification unit 34 for notifying the employees of their employment points. The employment point granting information includes information relating to the actual amount of remuneration paid by the employer to the employees.SELECTED DRAWING: Figure 3

Description

[Technical Field]

[0001] The present invention relates to an employment relationship maintenance system, an employment relationship maintenance method, and a program. [Background technology]

[0002] Conventionally, there has been known a technique for matching job seekers and companies that are hiring by taking into consideration the needs of both parties. For example, Patent Document 1 describes this type of technique.

[0003] Patent Document 1 relates to a job recruitment information system that introduces companies that are hiring to job seekers and introduces personnel to recruiters. Patent Document 1 describes that career data including qualifications and career history, as well as behavioral and thinking characteristics, are collected for matching. [Prior art documents] [Patent documents]

[0004] [Patent Document 1] Japanese Patent Application Laid-Open No. 2001-142939 Summary of the Invention [Problem to be solved by the invention]

[0005] In recent years, due to the labor shortage, it has become increasingly difficult to obtain the desired talent through traditional recruitment methods such as job boards. Even when there are applications, the number of users is small due to problems such as "not being able to contact them," "not showing up for interviews," and "not being hired," making securing high-quality talent a critical issue. While it is possible to use a recruitment agency instead of a job board, the fees paid to the agency are high, such as 30% of annual salary. Even if a company is successful in recruiting someone through a recruitment agency, the person they hire may easily leave the company. Employers want their employees to work for them for a long time, but recruitment agencies make a profit when employees change jobs, so they have no incentive to actively prevent employees from leaving.

[0006] Meanwhile, with the increasing mobility of human resources, the barriers to changing jobs are lower than ever before. As a result, the majority of job openings are due to vacancies. In fact, 90% of hiring is to fill vacancies, while only around 10% is to hire additional staff. Conversely, if we can prevent current employees from leaving, we can reduce the costs required to secure talent. While the evaluation criteria for human resources personnel at hiring companies are often "number of hires" or "recruitment cost," it would be desirable to shift the costs of filling vacancies to costs of retention and training, with "not quitting" as the "value." As such, the traditional human resources system left room for improvement in terms of realizing long-term employment that benefits both hiring companies and applicants.

[0007] The present invention has been made in view of the above circumstances, and aims to prevent employees employed by an employer from quitting their jobs and to improve the retention rate. [Means for solving the problem]

[0008] In order to achieve the above-mentioned object, one aspect of the present invention is an employment relationship maintenance system comprising: a service point information management means for managing the service points held by each employee; a service point award information receiving means for receiving service point award information from an employer regarding the service points to be awarded to the employee; a service point awarding means for increasing the service points managed by the service point information management means in accordance with the service point award information received by the service point award information receiving means; and a service point notification means for notifying the employee of the service points, wherein the service point award information includes information regarding the actual amount of remuneration paid by the employer to the employee.

[0009] Another aspect of the present invention is a method for maintaining employment relationships executed by a computer, comprising: a management step for managing the service points held by each employee; a receiving step for receiving service point award information from an employer regarding the service points to be awarded to the employee; a service point awarding step for increasing the service points managed in the management step in accordance with the service point award information received in the receiving step; and a service point notification step for notifying the employee of the service points, wherein the service point award information includes information regarding the actual amount of remuneration paid by the employer to the employee.

[0010] Another aspect of the present invention is a computer program that causes a computer to execute the following steps: a management step for managing the service points held by each employee; a receiving step for receiving service point awarding information from an employer regarding the service points to be awarded to the employee; a service point awarding step for increasing the service points managed in the management step in accordance with the service point awarding information received in the receiving step; and a service point notification step for notifying the employee of the service points, wherein the service point awarding information includes information regarding the actual amount of remuneration paid by the employer to the employee. [Effects of the Invention]

[0011] According to the present invention, it is possible to prevent employees employed by an employer from quitting their jobs and improve the retention rate. [Brief explanation of the drawings]

[0012] [Figure 1] 1 is a diagram illustrating an employment relationship maintenance system according to an embodiment of the present invention. [Figure 2] 1 is a block diagram showing a hardware configuration of an information processing device according to an embodiment of the present invention; [Figure 3] FIG. 2 is a diagram illustrating an example of a functional configuration of an information processing device according to the present embodiment. [Figure 4]10 is a flowchart illustrating an example of a process for granting service points. [Figure 5] 10 is a flowchart illustrating an example of an evaluation process. [Figure 6] 10 is a flowchart illustrating an example of a grant rate change process. [Figure 7] 10 is a flowchart illustrating an example of an evaluation process. [Figure 8] 10 is a flowchart illustrating an example of an evaluation process. [Figure 9] FIG. 10 is a diagram showing an example of display of information relating to service points. DETAILED DESCRIPTION OF THE INVENTION

[0013] <System configuration> 1 is a diagram showing an employment relationship maintenance system 100 according to this embodiment. The employment relationship maintenance system 100 provides a service for maintaining the relationship between an employer and an employee.

[0014] The employment relationship maintenance system 100 is realized by an information processing device 1 that transmits and receives various information to and from an employer terminal 2 and an employee terminal 3 via a communication network such as the Internet.

[0015] The employer terminal 2 is an information processing device used by the employer. The employer terminal 2 is configured as a personal computer, tablet, smartphone, etc. The employer terminal 2 may exchange various information with the information processing device 1 using a pre-installed program (application), or may exchange various information via a web browser.

[0016] The employee terminal 3 is an information processing device used by an employee employed by an employer. The employee terminal 3 is configured as a smartphone, tablet, personal computer, etc. The employee terminal 3 may exchange various information with the information processing device 1 using a pre-installed program (application), or may exchange various information via a web browser.

[0017] The information processing device 1 is a server managed by an operator who operates the employment relationship maintenance system 100. The information processing device 1 provides services for maintaining employment relationships on a communication network to an employer terminal 2 and an employee terminal 3. The information processing device 1 provides an incentive for employees employed by an employer to continue working by awarding them service points.

[0018] Service points are granted to employees by the operator of the employment relationship maintenance system 100 via the information processing device 1. Employees can use the granted service points freely. For example, employees can use service points to receive welfare services provided by their employers or third parties. Employees can also use service points to purchase products or receive services at discounted prices. The source of the discount is the sales promotion expenses of the business providing the product or service, and / or the employee's service points, which creates an incentive for the business providing the product or service to offer discounts.

[0019] In this embodiment, service points correspond to the actual payment of remuneration. For example, if an annual income is 5 million yen, 50,000 service points, which is 1% of the annual income, are awarded. Service points can also be considered information related to the actual amount of remuneration. As a result, the more an employee works, the more service points are awarded, which encourages the employee to work hard to earn more remuneration.

[0020] The source of the service points is a charge made to the employer by the operator of the employment relationship maintenance system 100, and the amount charged corresponds to the remuneration (salary) paid by the employer to the employee. The amount charged is, for example, 10 to 20% of the monthly salary. Service points may also be awarded to the employer.

[0021] <Hardware configuration> 2 is a block diagram showing the hardware configuration of an information processing device according to this embodiment. The information processing device 1 includes a CPU (Central Processing Unit) 11 as a processor, a ROM (Read Only Memory) 12, a RAM (Random Access Memory) 13, a bus 14, an input / output interface 15, an output unit 16, an input unit 17, a storage unit 18, a communication unit 19, and a drive 20.

[0022] The CPU 11 executes various processes in accordance with programs recorded in the ROM 12 or programs loaded from the storage unit 18 into the RAM 13. The RAM 13 also stores data and the like required for the CPU 11 to execute various processes. The CPU 11, the ROM 12, and the RAM 13 are interconnected via a bus 14. An input / output interface 15 is also connected to this bus 14.

[0023] The input / output interface 15 is connected to an output unit 16, an input unit 17, a storage unit 18, a communication unit 19, and a drive 20. The output unit 16 is composed of a display, a speaker, etc., and outputs various information as images and sounds. The input unit 17 is composed of a keyboard, a mouse, a touch panel display, etc., and inputs various information. The storage unit 18 is composed of a hard disk, a DRAM (Dynamic Random Access Memory), etc., and stores various data. The communication unit 19 communicates with other devices via a network including the Internet.

[0024] Removable media 21, such as a magnetic disk, optical disk, magneto-optical disk, or semiconductor memory, is appropriately attached to the drive 20. Programs read from the removable media 21 by the drive 20 are installed in the storage unit 18 as needed. The removable media 21 can also store various data stored in the storage unit 18 in the same way as the storage unit 18.

[0025] The hardware configuration described here is merely an example. The computer described in this embodiment, including the information processing device 1, may have a configuration similar to that shown in FIG. 2, or a different configuration. The computer may also be composed of two or more computers. The employer terminal 2 and employee terminal 3 in FIG. 1 are, for example, personal computers, tablets, or smartphones having the same hardware configuration as that shown in FIG. 2.

[0026] <Functional configuration> 3 is a functional block diagram showing an example of the functional configuration of the information processing device 1 according to this embodiment. As shown in FIG. 3, the information processing device 1 includes, as functional units realized on a processor (CPU 11), a service point information management unit 31, a service point grant information receiving unit 32, a service point granting unit 33, a service point notification unit 34, a questionnaire sending unit 35, a questionnaire point increase / decrease unit 36, a first employee retention possibility evaluation unit 37, a service point grant rate adjustment unit 38, a second employee retention possibility evaluation unit 39, a service point grant period change unit 40, and a third employee retention possibility evaluation unit 41.

[0027] Furthermore, a database 90 is constructed in the information processing device 1 using the storage unit 18, etc. The database 90 may be arranged outside the information processing device 1, and various information may be read out via a communication network. Various information such as employee information about employees, retained service point information managed for each employee, and point usage status information showing the usage status of service points is registered in the database 90 for each employee (by employee).

[0028] The service point information management unit 31 is a service point information management means for managing the service points held by each employee. The service point information management unit 31 performs management processes such as reflecting the use of service points by employees and expiring service points for employees when they leave their jobs or change jobs. The use of service points and the management process for service points when they leave their jobs or change jobs will be described later.

[0029] The service point grant information receiving unit 32 is a service point grant information receiving means that receives service point grant information relating to service points to be granted to employees from the employer terminal 2 via a communication network.

[0030] The service point granting unit 33 is a service point granting means for increasing the service points managed by the service point information management unit 31 in accordance with the service point granting information received by the service point granting information receiving unit 32.

[0031] The service point allocation information is, for example, information for determining the service points to be allocated. The service point allocation information includes the actual payment history of remuneration to the employee, and the service points to be allocated to the employee are calculated based on the actual payment history of remuneration.

[0032] The service point awarding information may also include the results of the employer's performance evaluation. In this case, the service point awarding unit 33 can award service points as a reward to the employee based on the results of the employer's performance evaluation. In this way, the operator of the employment relationship maintenance system 100 can award service points as a reward to the employee based on the results of the employer's performance evaluation. This allows the employer to give preferential treatment to employees with good performance. The operator of the employment relationship maintenance system 100 can also collect information on the employee's performance (job performance ability).

[0033] The service point granting unit 33 can also set a grace period between the payment of remuneration and the granting of service points. The grace period can be, for example, six months or more and one year or less. Since employees will no longer receive service points if they leave their jobs, this is expected to discourage them from leaving their jobs. Furthermore, the burden on the operator of the employment relationship maintenance system 100 can be postponed. To prevent employees from leaving their jobs in a short period of time, it is preferable to set the interval for awarding service points to a longer interval, such as twice a year. Furthermore, if the grace period for awarding service points is set to a long period, the service point awarding unit 33 may increase the award rate for service points. This can prevent employees from leaving their jobs. It can also postpone the burden on the operator of the employment relationship maintenance system 100. The grace period may be changeable by the employee. Changes to the grace period made by the employee may be monitored. Based on the results of changes to the grace period, the likelihood of the employee leaving the company and / or staying at the company can be evaluated. If there is a high likelihood of the employee leaving the company, it is possible to retain the employee in advance. Furthermore, the service point allocating unit 33 may process the allocation of service points so that they are linked to the company's retirement age. Service points can be received all at once along with the retirement age. Note that the calculation of service points may be restarted in conjunction with a re-employment contract.

[0034] The service point granting unit 33 can also grant service points as a bonus at regular intervals. Bonus service points are granted according to the number of service points held. This encourages employees to continue holding service points, thereby preventing them from leaving their jobs. It also postpones the burden on the operator of the employment relationship maintenance system 100. The service point granting unit 33 may also perform processing to grant bonus service points as a long-service award for 5, 10, 15, etc. years of service. Bonus service points may be granted separately from points granted according to compensation.

[0035] Furthermore, the service point granting unit 33 may not grant points during the trial period, or may grant points all at once at the end of the trial period.

[0036] The service point granting unit 33 may also perform processing to grant service points to the employer. Service points granted to the employer are tax-exempt under tax law, which can provide the employer with an incentive to introduce the employment relationship maintenance system 100. Furthermore, the employer can use the service points as a source of employee benefits. This allows the employer to take advantage of the benefits of the benefits and prevent employees from leaving the company.

[0037] The service point notification unit 34 is a service point notification means that notifies information indicating service points to the employee terminal 3 associated with the employee via a communication network.

[0038] <Processing content> FIG. 4 is a flowchart showing an example of the flow of processing by the employment relationship maintenance system 100 to award service longevity points.

[0039] In step S1, the service point information management unit 31 performs management processes such as registering employees in the database 90 and reflecting service points based on the service point usage record of registered employees.

[0040] In step S2, the service point award information receiving unit 32 monitors whether or not it has received service point award information transmitted via the communication network from the employer terminal 2. The service point award information receiving unit 32 continues monitoring until it receives service point award information (step S2; No), and if it has received service point award information from the employer terminal 2, it proceeds to step S2 (step S2; Yes).

[0041] In step S3, the service point allocating unit 33 calculates the service points of the target employee based on the received service point allocating information and an allocating rate that is set in advance for the remuneration amount, etc., and performs a process to increase the calculated service points. If a grace period for allocating service points has been set for the target employee, the service points are increased as the grace period elapses.

[0042] In step S4, the service point notification unit 34 transmits information that service points have been awarded to the employee terminal 3 registered as the terminal of the employee who performed the service point increase process.

[0043] In step S5, the service point granting unit 33 determines whether it is time to grant service points as a bonus set for the employee. If it is not time to grant service points as a bonus, the service point granting unit 33 returns the process to step S1 without going through the processes of steps S6 and S7 (step S5; No). If it is time to grant service points as a bonus, the service point granting unit 33 proceeds to step S6 (step S5; Yes).

[0044] In step S6, the service point allocating unit 33 calculates bonus service points based on pre-set rules for the employee and increases the calculated service points. The pre-set rules are, for example, information such as a formula or table that indicates that the more service points an employee has, the more bonus service points are allocated. The pre-set rules may also reflect the employee's work performance.

[0045] In step S7, the service point notification unit 34 transmits information that service points have been awarded to the employee terminal 3 registered as the terminal of the employee who performed the bonus service point increase process. After the process of step S7, the process returns to step S1, and the subsequent processes are repeated. Note that in the flowchart of FIG. 4, the processes of steps S5 to S7 may be omitted if no bonus is awarded.

[0046] Next, functional units that perform processing related to the questionnaire, namely the questionnaire sending unit 35, the questionnaire point increase / decrease unit 36, and the first employee resignation / retention likelihood assessment unit 37, will be described with reference to Fig. 5. Fig. 5 is a flowchart showing an example of the flow of the process of assessing the likelihood of resignation and / or the likelihood of retention based on a questionnaire by the employment relationship maintenance system 100.

[0047] In step S11, the questionnaire sending unit 35 sends a questionnaire to the employee terminal 3 associated with the employee to assess the possibility of employee resignation and / or the possibility of the employee being retained. The questionnaire sending unit 35 is a questionnaire sending means that sends to the employee a questionnaire regarding at least one of the following: working conditions, work environment, and intention to change jobs. The questionnaire directly or indirectly asks about the intention to resign or change jobs, or checks the level of dissatisfaction or satisfaction with the current situation, and is configured as a multiple-choice format, a free-form format, or a combination of these. The trigger for sending the questionnaire is, for example, when an instruction to send the questionnaire is received from the manager or employer.

[0048] In step S12, the survey point increment / decrement unit 36 ​​determines whether or not information indicating a survey response has been received from the employee terminal 3. If the survey point increment / decrement unit 36 ​​has received information indicating a survey response in step S12, the survey point increment / decrement unit 36 ​​proceeds to step S13 (step S12; Yes). In step S13, the survey point increment / decrement unit 36 ​​performs processing to increase the service points held by the employee who has responded to the survey. The survey point increment / decrement unit 36 ​​is survey point increment / decrement means that increases or decreases service points depending on whether or not the employee has responded to the survey.

[0049] In step S14, the first employee resignation / retention possibility assessment unit 37 executes an assessment process to assess the possibility of an employee leaving the company and the possibility of an employee being retained in the company based on the employee's responses to the questionnaire. The first employee resignation / retention possibility assessment unit 37 is a first employee resignation / retention possibility assessment means that assesses the possibility of an employee leaving the company and / or the possibility of an employee being retained in the company based on the employee's responses to the questionnaire.

[0050] The first employee retention likelihood assessment unit 37 creates an evaluation report, for example, by scoring the degree to which the employee intends to leave or change jobs, or by converting the result into text such as "likely to leave" or "low likelihood to leave." Various methods can be used for the evaluation. For example, in a multiple-choice format, a score corresponding to each selection can be calculated, or in a free-form format, an evaluation report can be created by automatically determining the result based on keywords, etc. Alternatively, the first employee retention likelihood assessment unit 37 may create an evaluation report using statistical information on past surveys and subsequent work situations, or a learning model constructed using machine learning, etc.

[0051] In step S15, the first employee retention possibility assessment unit 37 transmits information indicating the assessment result to the employer terminal 2. This allows the employer to understand the employee's current situation. After processing step S15, the process ends.

[0052] If the employee does not respond to the questionnaire (Step S12; No), the questionnaire point increment / decrement unit 36 ​​proceeds to Step S16. In Step S16, the questionnaire point increment / decrement unit 36 ​​performs processing to decrement or maintain the service points of the employee who did not respond to the questionnaire. After processing Step S16, the processing ends.

[0053] The increase / decrease process by the questionnaire point increase / decrease unit 36 ​​may be performed so that answering the questionnaire puts the employee in an advantageous position in terms of service points. Therefore, answering the questionnaire does not increase or decrease service points, but the increase / decrease process may be performed so that not answering the questionnaire decreases service points.

[0054] Next, the award rate adjustment process by the service point award rate adjustment unit 38 will be described with reference to Fig. 6. Fig. 6 is a flowchart showing an example of the flow of the award rate change process based on the length of service by the employment relationship maintenance system 100.

[0055] In step S21, the service point grant rate adjustment unit 38 acquires the length of service of the employee. The service point grant rate adjustment unit 38 acquires the length of service stored in association with the employee from the database 90, for example.

[0056] In step S22, the service point grant rate adjustment unit 38 determines whether the acquired service period satisfies the change condition for changing the service point grant rate. The change condition is a predetermined period (e.g., 1 year, 3 years, 5 years, 10 years, etc.) set to provide an incentive for long-term employment to the employee. If the employee's service period has not reached the predetermined period and does not satisfy the change condition, the service point grant rate adjustment unit 38 returns the process to step S21 without going through step S23 (step S22; Yes).

[0057] If the employee's length of service has reached a predetermined period and the change conditions are met, the service point grant rate adjustment unit 38 proceeds to step S23. In step S23, the service point grant rate adjustment unit 38 performs a process to change the service point grant rate set for the target employee depending on the length of service. For example, if an employee's service point grant rate is 1% of their annual or monthly salary, the process changes it to 1.5% when the employee's length of service has passed a predetermined period (e.g., 3, 5, 10 years, etc.). The grant rate may be adjusted in stages, or it may change linearly as the length of service increases.

[0058] By executing the processing of step S23, the rate at which service points are awarded by the service point awarding unit 33 is changed. After the processing of step S23, the processing returns to step S21. In this way, the service point awarding rate adjusting unit 38 is a service point awarding rate adjusting means that increases the rate at which service points are awarded to an employee depending on the length of their period of service.

[0059] Next, the evaluation process by the second employee separation / retention possibility evaluation unit 39 will be described with reference to Fig. 7. Fig. 7 is a flowchart showing an example of the flow of the evaluation process for the employee separation possibility and / or retention possibility based on the results of monitoring the employee's service point usage status by the employment relationship maintenance system 100.

[0060] In step S31, the second employee retention possibility assessment unit 39 acquires information indicating the employee's usage of service points. The second employee retention possibility assessment unit 39 acquires, for example, from the database 90, the point usage status including the time of use of service points stored in association with the employee.

[0061] In step S32, the second employee resignation / retention possibility evaluation unit 39 executes an evaluation process to evaluate the possibility of an employee leaving the company or the possibility of an employee being retained in the company based on the usage status and a preset judgment criterion. The second employee resignation / retention possibility evaluation unit 39 is a second employee resignation / retention possibility evaluation means that evaluates the possibility of an employee leaving the company and / or the possibility of an employee being retained based on the results of monitoring the employee's service point usage status by a predetermined monitoring unit (not shown) that monitors the point usage status of the information processing device 1.

[0062] The evaluation criteria may be, for example, whether the amount of service points used in the most recent specified time period is above a certain level, or whether the usage rate over a certain period is above a certain level compared to past usage rates. The second employee retention likelihood evaluation unit 39 creates an evaluation report by, for example, scoring the degree of likelihood of leaving or changing jobs based on usage status in accordance with the evaluation criteria, or by converting the result into text such as "high likelihood of leaving" or "low likelihood of leaving." Various evaluation methods can be used. The second employee retention likelihood evaluation unit 39 may create the evaluation report by using statistical information on usage status and subsequent work status, or a learning model constructed using machine learning, etc.

[0063] In step S33, the second employee retention possibility assessment unit 39 transmits information indicating the assessment result to the employer terminal 2. This allows the employer to understand the employee's current situation. After processing in step S33, the process returns to step S31.

[0064] Next, with reference to Figure 8, we will explain the service point grant period change unit 40, which performs processing to change the period until service points are granted to an employee, and the third employee resignation and retention possibility evaluation unit 41, which evaluates the possibility of leaving or remaining in employment based on the change in period. Figure 8 is a flowchart showing an example of the flow of the process of evaluating the possibility of leaving and / or remaining in employment based on the operation to change the period until service points are granted to an employee, performed by the employment relationship maintenance system 100.

[0065] In step S41, the service point award period change unit 40 monitors whether or not an employee has performed a change process to the service point award period, which indicates the period from payment of remuneration to the awarding of service points. The change process is performed, for example, through the employee terminal 3 connected to the information processing device 1 via a communications network. If a change process to the service point award period has been performed, the service point award period change unit 40 proceeds to step S42 (step S41; Yes). The service point award period change unit 40 continues monitoring until a change process to the service point award period has been performed (step S41; No).

[0066] In step S42, the service point awarding period changing unit 40 executes a process to change the service point awarding period based on the period specified by the employee in the change process. Thereafter, the service point awarding unit 33 awards service points based on the changed service point awarding period. In this way, the service point awarding period changing unit 40 is a service point awarding period changing means that changes the period from payment of remuneration to awarding of service points.

[0067] In step S43, the third employee retention possibility assessment unit 41 executes an assessment process to assess the possibility of an employee leaving the company or the possibility of an employee becoming a permanent fixture in the company based on the result of the employee changing the period from payment of remuneration to the granting of service points. The third employee retention possibility assessment unit 41 is a third employee retention possibility assessment means that assesses the possibility of an employee leaving the company and / or the possibility of an employee becoming a permanent fixture in the company based on the result of the employee changing the period from payment of remuneration to the granting of service points.

[0068] The evaluation criterion of the third employee retention possibility evaluation unit 41 is, for example, whether the service point award period has been shortened compared to a predetermined reference period. If the service point award period has been shortened, the third employee retention possibility evaluation unit 41 creates an evaluation report by setting a higher score indicating the likelihood of employee turnover or by displaying a text such as "high likelihood of employee turnover." Conversely, if the employee has extended the service point award period, the third employee retention possibility evaluation unit 41 may create an evaluation report by setting a lower score indicating the likelihood of employee turnover or by displaying a text such as "low likelihood of employee turnover." Various evaluation methods can be adopted. The third employee retention possibility evaluation unit 41 may create an evaluation report by using statistical information on the employee's change in the service point award period and their subsequent work status, or a learning model constructed by machine learning, etc.

[0069] In step S44, the third employee retention possibility assessment unit 41 transmits information indicating the assessment result to the employer terminal 2. This allows the employer to understand the employee's current situation. After processing in step S44, the process returns to step S41.

[0070] The service point grant period changing unit 40 may have a function that allows the service point grant period to be changed not only by the employee but also by the employer.

[0071] Next, a description will be given of the process of reflecting the use of service points by the service point information management unit 31 and the process of managing service points when leaving a job or changing jobs.

[0072] The service point information management unit 31 sets member information linked to service points for each employee. The member information is issued to the employee as a membership card.

[0073] FIG. 9 is a diagram showing an example of information related to service points displayed on the application of the employee terminal 3. As shown in FIG. 9, an employee can check the service points he or she owns through the employee terminal 3. Service points are displayed on the application of the employee terminal 3, for example, when the employee terminal 3 and the information processing device 1 communicate with each other and the employee terminal 3 communicates with each other, based on information received from the service point information management unit 31. The membership card may also be electronic and displayed on the application of the employee terminal 3. Note that the membership card may also be physically sent to the employee as a card made of paper, resin, service, etc., separate from the application of the employee terminal 3.

[0074] The service points can be used by linking with a website that uses service points via an API (Application Programming Interface), or by displaying an identification code such as a QR code (registered trademark) on the employee terminal 3 and having the identification code read at a store or other location to make payment using service points. In this way, known techniques can be used to use service points. When the service point information management unit 31 detects that an employee has used service points, it performs a reflection process to deduct the service points used from the employee's accumulated service points. It is advisable to increase the percentage of service points awarded in relation to remuneration in proportion to the length of service. This is expected to reduce employee turnover (increase employee retention).

[0075] Next, the management process of service points by the service point information management unit 31 when an employee leaves a job or changes jobs will be described.

[0076] When the service point information management unit 31 detects that an employee has left the company, it can perform a process to terminate the employee's membership and invalidate the service points. By performing this process, it is possible to prevent employees from leaving the company because the disadvantages of leaving the company increase. In addition, the expired service points can be awarded to the employer or returned as service points as a token of appreciation.

[0077] Furthermore, if the employee's new employer is a member of the employment relationship maintenance system 100, the service point information management unit 31 may perform a process to transfer the employee's membership. In this case, the employee may be given demerits such as a certain reduction in service points, a reset of the service point award rate according to years of service, or an inability to receive service points during the grace period, or a combination of these. This allows companies using the employment relationship maintenance system 100 to retain employees while maintaining the effect of preventing employees from leaving their jobs. The reduced service points and the service points that could not be received during the grace period may be returned to the employer as a token of appreciation.

[0078] Furthermore, the service point information management unit 31 may perform processing so that if an employee changes jobs to a company that uses the employment relationship maintenance system 100 due to the employer's circumstances, the employee's membership status is carried over and service points are not reduced. Furthermore, the service point information management unit 31 and the service point allocating unit 33 may perform processing to add service points if the employer's circumstances are due to restructuring.

[0079] In addition, the service point information management unit 31 and the service point awarding unit 33 may perform processing to award service points to the previous employer as a contribution to employee development when the employee changes jobs to a company that uses the employment relationship maintenance system 100 through the employer's introduction and / or with higher compensation.

[0080] In addition, the service point information management unit 31 and the service point awarding unit 33 may perform a process to award service points as a token of appreciation to an employee's previous employer when the employee changes jobs to a company that uses the employment relationship maintenance system 100.

[0081] (others) (1) As explained above, the employment relationship maintenance system 100 of this embodiment comprises a service point information management unit 31 that manages the service points held by each employee, a service point granting information receiving unit 32 that receives service point granting information from the employer regarding service points to be granted to the employee, a service point granting unit 33 that increases the service points managed by the service point information management unit 31 in accordance with the service point granting information received by the service point granting information receiving unit 32, and a service point notification unit 34 that notifies the employee of the service points, and the service point granting information (information regarding service points to be granted to the employee) includes information regarding the actual amount of remuneration paid by the employer to the employee.

[0082] The employment relationship maintenance system 100, employment relationship maintenance method, and program configuration described above can reduce the turnover rate (increase retention rate) of newly hired employees. While points, such as those awarded for credit card usage, are awarded based on "spending amount," these service points are awarded based on salary or other compensation, making them easy to accumulate. The more work an employee does, the more points they accumulate, providing a significant incentive for employees to continue working. Furthermore, by setting the usage fee for the employment relationship maintenance system 100 based on post-hiring compensation rather than on the initial hire, the cost of hiring alone can be eliminated, turning "recruitment costs" into "retention costs." The long-term success of employees at their employers can be a shared benefit for the employer, employee, and operator of the employment relationship maintenance system 100. While the employment relationship maintenance system 100's services are not limited to specific industries, its ability to motivate employees to work for the same employer makes it particularly suitable for industries with many competitors and standardized work content (such as nursing, which requires qualifications).

[0083] (2) The employment relationship maintenance system 100 of this embodiment further includes a questionnaire sending unit 35 that sends to employees a questionnaire regarding at least one of their working conditions, work environment, and intention to change jobs, and a questionnaire point increasing / decreasing unit 36 ​​that increases or decreases their service points depending on whether or not the employee responds to the questionnaire. This makes it possible to predict the likelihood that an employee will leave their job based on their response to the questionnaire. If there is a high likelihood that the employee will leave their job, it is also possible to retain the employee in advance. Furthermore, employees can receive service points by responding to questionnaires regarding their working conditions, work environment, intention to change jobs, etc., or their service points will be deducted if they do not respond to the questionnaire, providing an incentive for employees to respond to the questionnaire.

[0084] (3) Furthermore, the employment relationship maintenance system 100 of this embodiment further includes a first employee resignation / retention likelihood assessment unit 37 that assesses the likelihood of an employee leaving the company and / or the likelihood of the employee being retained based on the employee's responses to the questionnaire. This allows for effective measures such as prior retention measures to be taken in consideration of the assessment results.

[0085] (4) Furthermore, the employment relationship maintenance system 100 of this embodiment further includes a service point award rate adjustment unit 38 that increases the rate at which service points are awarded to employees according to the length of their employment. This increases the point award rate, which serves as an incentive to work for a longer period of time, further reducing the employee turnover rate and increasing the employee retention rate.

[0086] (5) Furthermore, the employment relationship maintenance system 100 of this embodiment further includes a monitoring unit (not shown) that monitors the usage of points, and further includes a second employee resignation / retention likelihood assessment unit 39 that assesses the likelihood of an employee leaving the company and / or the likelihood of the employee being retained based on the results of the monitoring unit's monitoring of the employee's usage of service points. This allows the employment relationship maintenance system 100 to monitor the employee's consumption of service points. This makes it possible to prevent employee resignation by notifying the employer that an employee who suddenly starts using service points is likely to leave the company.

[0087] (6) The employment relationship maintenance system 100 of this embodiment further includes a service point awarding period changing unit 40 that changes the period from payment of remuneration to awarding of service points based on instructions from the employee. This allows the period from awarding of service points to be changed based on the employee's free will, thereby improving the convenience of service points for employees.

[0088] (7) Furthermore, the employment relationship maintenance system 100 of this embodiment further includes a third employee resignation / retention likelihood assessment unit 41 that assesses the likelihood of an employee leaving the company and / or the likelihood of the employee becoming a permanent employee based on the result of changing the period from the payment of remuneration to the awarding of service points. This makes it possible to detect behavior that is likely to indicate preparation for leaving the company, such as shortening the period until the awarding of service points, and to retain the employee in advance if there is a high likelihood of the employee leaving the company.

[0089] (8) In addition, the employment relationship maintenance method executed by the computer of this embodiment includes a management step of managing the service points held by the employee for each employee, a receiving step of receiving service point awarding information from the employer regarding service points to be awarded to the employee, a service point awarding step of increasing the service points managed in the management step in accordance with the service point awarding information received in the receiving step, and a service point notification step of notifying the employee of the service points, wherein the service point awarding information includes information regarding the actual amount of remuneration paid by the employer to the employee.

[0090] (9) In addition, the computer program of this embodiment causes the computer to execute the following steps: a management step for managing the service points held by each employee; a reception step for receiving service point awarding information from the employer regarding the service points to be awarded to the employee; a service point awarding step for increasing the service points managed in the management step in accordance with the service point awarding information received in the reception step; and a service point notification step for notifying the employee of the service points; and the service point awarding information is configured to include information regarding the actual amount of remuneration paid by the employer to the employee.

[0091] Although one embodiment of the present invention has been described above, the present invention is not limited to the above-described embodiment, and modifications, improvements, etc. within the scope of achieving the object of the present invention are included in the present invention.

[0092] Furthermore, the above-described series of processes can be executed by hardware or software. In other words, the above-described functional configuration is merely an example and is not particularly limited. That is, it is sufficient for the information processing device 1 to have the function of executing the above-described series of processes as a whole, and the type of functional block used to realize this function is not particularly limited to the above example. Furthermore, the location of the functional block is not particularly limited and may be arbitrary. For example, the functional block of the information processing device 1 may be transferred to another device, etc. Conversely, the functional block of another device may be transferred to a server, etc. Furthermore, one functional block may be configured as a single piece of hardware, a single piece of software, or a combination thereof.

[0093] When a series of processes is executed by software, the programs constituting the software are installed onto a computer or the like from a network or a recording medium. The computer may be a computer incorporated into dedicated hardware. The computer may also be a computer capable of executing various functions by installing various programs, such as a server, a general-purpose smartphone, or a personal computer.

[0094] The recording medium containing such a program may be configured as not only a removable medium (not shown) that is distributed separately from the device main body in order to provide the program, but also a recording medium that is provided in a state that it is pre-installed in the device main body, etc. Since the program can be distributed via a network, the recording medium may be installed in or accessible to a computer that is connected or connectable to the network.

[0095] In this specification, the steps describing the program recorded on the recording medium include not only processes that are performed in chronological order, but also processes that are not necessarily performed in chronological order but are performed in parallel or individually. Also, in this specification, the term "system" means an overall device composed of multiple devices or multiple means, etc. [Explanation of symbols]

[0096] 1. Information processing equipment 2. Employer terminal 3 Employee terminals 31 Service Points Information Management Department 32 Service point allocation information receiving unit 33 Service Points Award Department 34 Service Points Notification Department 35 Survey Sending Department 36 Survey point increase / decrease section 37 First Retention Assessment Department 38. Service Points Grant Rate Adjustment Department 39 Second Retention Assessment Department 40. Change of Service Points Grant Period 41 Third Retention Assessment Department 100 Employment Relationship Maintenance System

Claims

1. An employment relationship maintenance system, comprising: a service point information management means for managing service points held by employees for each employee; a service point grant information receiving means for receiving service point grant information relating to the service points to be granted to the employee from an employer; a service point granting means for increasing the service points managed by the service point information management means in accordance with the service point granting information received by the service point granting information receiving means; a service point notification means for notifying the employee of the service points; Equipped with The service point award information includes information regarding the actual amount of remuneration paid by the employer to the employee. Employment relationship maintenance system.

2. a questionnaire sending means for sending a questionnaire to the employee regarding at least one of working conditions, working environment, and intention to change jobs; a questionnaire point increasing / decreasing means for increasing / decreasing the service points depending on whether or not the employee has answered the questionnaire; Further comprising: The employment relationship maintenance system according to claim 1 .

3. The system further comprises a first employee turnover / retention likelihood assessment means for assessing the likelihood of the employee leaving the company and / or the likelihood of the employee being retained based on the employee's responses to the questionnaire. The employment relationship maintenance system according to claim 2 .

4. The company further comprises a service point grant rate adjustment means for increasing the service point grant rate for the employee in accordance with the length of the employee's service period.

4. The employment relationship maintenance system according to claim 1.

5. Further, a monitoring means for monitoring the usage status of points is provided, The system further comprises a second employee turnover / retention possibility assessment means for assessing the possibility of the employee leaving the company and / or the possibility of the employee being retained based on the results of the monitoring means monitoring the employee's use of the service points.

4. The employment relationship maintenance system according to claim 1.

6. The system further comprises a service point granting period changing means for changing the period from payment of remuneration to granting of the service points based on an instruction from the employee.

4. The employment relationship maintenance system according to claim 1.

7. The system further comprises a third employee turnover / retention possibility assessment means for assessing the possibility of the employee leaving the company and / or the possibility of the employee being retained based on the result of changing the period from the payment of remuneration to the granting of the service points. The employment relationship maintenance system according to claim 6.

8. 1. A computer-implemented method for maintaining an employment relationship, comprising: a management step of managing the service points held by each employee; a receiving step of receiving service point award information regarding the service points to be awarded to the employee from the employer; a service point allocating step of increasing the service points managed in the management step in accordance with the service point allocating information received in the receiving step; a service point notification step of notifying the employee of the service points; Including, The service point award information includes information regarding the actual amount of remuneration paid by the employer to the employee. How to maintain employment relationships.

9. a management step of managing the service points held by each employee; a receiving step of receiving service point award information regarding the service points to be awarded to the employee from the employer; a service point allocating step of increasing the service points managed in the management step in accordance with the service point allocating information received in the receiving step; a service point notification step of notifying the employee of the service points; is executed by a computer, The service point award information includes information regarding the actual amount of remuneration paid by the employer to the employee. Computer program.

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