Apparatus and method for managing personnel and program

Abstract

To make it possible to evaluate the skill level of an employee more correctly.SOLUTION: A method for managing personnel comprises a skill-information extracting section 101 that extracts skill information 201 tying skill to time-series data of the skill from text-based provision information describing time-series information about skill an employee possesses, a level-of-practicality degree calculating section 102 that calculates a level of practicality degree for the skill of the employee based on an elapse period of time from a point of time of the last use of the skill included in the skill information 201, a level-of-mastery degree calculating section 103 calculates a level of mastery degree for the skill of the employee based on a continuing period of time of using the skill included in the skill information 102, and an integrated-level calculating section 104 that calculates an integrated level for the skill of the employee based on a degree of practicality and / or mastery of the skill.SELECTED DRAWING: Figure 1

Description

[Technical Field]

[0001] The present invention relates to a human resources management device, a human resources management method, and a program. [Background technology]

[0002] A system has been proposed that evaluates the current skill level of an employee depending on the number of years that have passed since the employee's previous skill evaluation (acquisition) (see, for example, Patent Document 1). [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Publication No. 2020-35077 Summary of the Invention [Problem to be solved by the invention]

[0004] The evaluation system described above changes the parameters for evaluating the current skill level based only on the time elapsed since the last skill evaluation. This means that it does not take into account the time elapsed since the skill was acquired, nor does it take into account the degree of proficiency, such as how long the skill has been continuously used, i.e., how deeply the skill has been acquired, which creates the problem of not being able to accurately evaluate the skill level of employees.

[0005] Therefore, an object of the present invention is to enable a more accurate evaluation of the skill level of employees. [Means for solving the problem]

[0006] The human resources management device of the present invention is characterized by comprising: a skill information extraction unit that extracts skill information linked to time-series data related to skills possessed by an employee from provided information describing time-series information related to the skills; a derivation unit that executes at least one of a practicality level derivation process that derives a practicality level for the skill of the employee based on the elapsed period since the skill included in the skill information was last used, and a proficiency level derivation process that derives a proficiency level for the skill of the employee based on the continuous period of use of the skill included in the skill information; and a skill level derivation unit that derives a skill level for the skill of the employee based on at least one of the practicality level and the proficiency level derived by the derivation unit.

[0007] A human resources management method according to the present invention is a human resources management method by a control unit of an information processing device, comprising: The method includes the steps of: extracting skill information linked to time-series data relating to skills possessed by an employee from provided information describing time-series information relating to the skills; executing at least one of a practicality level derivation process for deriving a practicality level for the skill of the employee based on the period of time elapsed since the skill included in the skill information was last used; and a proficiency level derivation process for deriving a proficiency level for the skill of the employee based on the period of continuous use of the skill included in the skill information; and deriving a skill level for the skill of the employee based on at least one of the practicality level and the proficiency level.

[0008] The program of the present invention is characterized by causing a computer of a device having a control unit to realize the following: a skill information extraction function that extracts skill information linked to time-series data related to skills possessed by an employee from provided information describing time-series information related to the skills; a derivation function that executes at least one of a practicality level derivation process that derives the practicality level of the employee for the skill based on the elapsed period since the skill included in the skill information was last used, and a proficiency level derivation process that derives the proficiency level of the employee for the skill based on the continuous period of use of the skill included in the skill information; and a skill level derivation function that derives the skill level of the employee for the skill based on at least one of the practicality level and the proficiency level. [Effects of the Invention]

[0009] According to the present invention, the skill level of an employee can be evaluated more accurately. [Brief explanation of the drawings]

[0010] [Figure 1] 1 is a block diagram showing a configuration of a human resources management device according to an embodiment of the present invention. [Figure 2] 3 is a conceptual diagram for explaining a practicality level and a proficiency level calculated by the human resource management device according to the present embodiment. FIG. [Figure 3] 10 is a flowchart illustrating a process for registering skill information in the human resource management device according to the present embodiment. [Figure 4] 10 is a flowchart illustrating a process for registering skill information in the human resource management device according to the present embodiment. [Figure 5] 10 is a flowchart illustrating a skill level calculation process in the human resource management device according to the present embodiment. [Figure 6] FIG. 2 is a conceptual diagram for explaining a method for calculating a practicality level and a proficiency level in the human resource management device according to the present embodiment. [Figure 7]FIG. 10 is a conceptual diagram for explaining updating of an arithmetic expression for calculating a practicality level and a proficiency level in the personnel management device according to the present embodiment. DETAILED DESCRIPTION OF THE INVENTION

[0011] An embodiment of the present invention in which an equipment control device is applied to a human resources management device 1 shown in FIG. 1 will be described with reference to the drawings. As shown in FIG. 1, the human resources management device 1 includes an information processing device 10 and a human resources information DB (database) 20. The information processing device 10 is comprised of a computer or the like and includes a skill information extraction unit 101, a practicality level estimation unit 102, a proficiency level estimation unit 103, and an integrated level calculation unit 104. The skill information extraction unit 101 extracts skill information 201, which associates the skills possessed by an employee with time-series data including the number of years since the skill was last used and the number of years of continuous use of the skill, from a skill report (text) self-reported by the employee or a daily report / performance report (text) periodically submitted by the employee. The practicality level estimation unit 102 estimates the practicality level of the employee's skill based on the skill information 201. The proficiency level estimation unit 103 estimates the proficiency level of the employee's skill based on the skill information 201. The integrated level calculation unit 104 calculates an integrated level from the practicality level and the proficiency level.

[0012] The human resource information DB 20 stores skill information 201 and skill level data 202. The skill information 201 is information linking an employee's skills extracted from a self-reported skill report by the employee, a daily report / performance report, etc., with time-series data related to the skills. The skill level data 202 is a practicality level, a proficiency level, and an integrated level for the employee's skills, calculated based on the skill information 201. The terminal 30 is used by employees, etc., to input skill reports describing their own skills through self-reporting, and to periodically input daily reports / performance reports. The terminal 30 provides the input skill reports and daily reports / performance reports to the information processing device 10 via the network 40. In the information processing device 10, the skill information extraction unit 101 extracts skill information 201, which is time-series data, from the skill reports and daily reports / performance reports and stores the extracted skill information in the human resource information DB 20.

[0013] Next, the practicality level and proficiency level described above will be explained with reference to FIG. 2. In the example shown in FIG. 2, the number of years since the last use and the number of years of continuous use of skills A, B, C, and D are shown for 2024 from 2019 to 2023. Skill A is shown to have been acquired in 2023. In this case, the number of years since the last use of the skill is one, so the practicality level is determined to be high. On the other hand, the number of years of continuous use of the skill is only one, so the proficiency level is determined to be low. Skill B was acquired in 2019, but has not been used since then. In this case, the number of years since the last use of the skill is five, so the practicality level is low, and the number of years of continuous use of the skill is only one, so the proficiency level is low. Skill C was shown to have been continuously used from 2019 to 2021, but not used from 2022 to 2023. In this case, the practicality level is low because three years have passed since the skill was last used, but the proficiency level is high because the skill has been used continuously for three years. In addition, in the case of Skill D, it is shown that the skill has been used continuously from 2019 to 2023, and until recently. In this case, one year has passed since the skill was last used, and the continuous use period is five years, so both the practicality level and the proficiency level are judged to be high.

[0014] Next, the above-mentioned skill information registration process will be described with reference to Figs. 3 and 4. The flowcharts shown in Figs. 3 and 4 are executed as needed or periodically. An employee inputs his / her own self-reported skill report (text) and periodically inputs a daily report / performance report (text) from terminal 30 (step S10). Terminal 30 transmits the input skill report and daily report / performance report to information processing device 10 via network 40 (step S12).

[0015] Meanwhile, in the information processing device 10, when the skill report and daily / performance report are received from the terminal 30, the skill information extraction unit 101 analyzes the skill report and daily / performance report, extracts skill information 201 consisting of time series data linking the skills possessed by the employee with the number of years elapsed since the skill was last used and the number of years of continuous use of the skill (step S20), and registers the skill information 201 in the human resources information DB 20 (step S22).

[0016] Next, the above-mentioned method of calculating the skill level will be described with reference to Fig. 5. The flowchart shown in Fig. 5 is executed when new skill information 201 is registered in the human resources information DB 20, or periodically. In the information processing device 10, a variable i for counting employees whose skill levels are to be calculated is set to "1" (step S30). Next, in the information processing device 10, the practicality level estimation unit 102 reads out the skill information 201 of employee i from the human resources information DB 20 (step S32), and calculates the practicality level according to a preset relational expression F1 (step S34).

[0017] Here, a method for calculating the practicality level will be described with reference to FIG. 6(a). A preset relational expression F1 shown in FIG. 6(a) is used to calculate the practicality level. In FIG. 6(a), the vertical axis represents the practicality level, and the horizontal axis represents the number of years since the last use of a skill (e.g., a qualification). As mentioned above, the practicality level increases the shorter the number of years since the last use of a skill (skills A and D in FIG. 2), whereas the practicality level decreases the longer the number of years since the last use of a skill (skills B and C in FIG. 2). Therefore, to calculate the practicality level, a relational expression F1 (a·x+b; a = negative value, x = number of years since the last use, b = coefficient corresponding to the maximum level) consisting of a linear function showing a tendency for the practicality level to decrease as the number of years since the last use increases, as shown in FIG. 6(a). The practicality level estimation unit 102 calculates the practicality level of the employee's skills according to the relational expression F1. Therefore, the calculated usability level is plotted on the line represented by the relational expression F1. Note that the relational expression F1 for calculating the usability level is not limited to a linear function, but may be any function that shows a tendency for the usability level to decrease as the number of years since the last use increases.

[0018] Next, the proficiency level estimation unit 103 calculates the proficiency level from the skill information of employee i read out from the human resources information DB 20 in accordance with a preset relational expression F2 (step S36). Here, a method for calculating the proficiency level will be described with reference to FIG. 6(b). The proficiency level is calculated using a preset relational expression F2 shown in FIG. 6(b). In FIG. 6(b), the vertical axis indicates the proficiency level, and the horizontal axis indicates the number of years of continuous use of a skill (qualification, etc.). As mentioned above, the proficiency level decreases the shorter the number of years of continuous use of a skill (skills A and B in FIG. 2), while it increases the longer the number of years of continuous use of a skill (skills C and D in FIG. 2). Therefore, in order to calculate the proficiency level, a relational expression (a·x 2; a = coefficient, x = years of continuous use) F2 is provisionally set. The proficiency level estimation unit 103 calculates the proficiency level of the skill possessed by the employee according to the relational expression F2. Therefore, the calculated proficiency level is plotted on the line indicated by the relational expression F2. Note that the relational expression F2 for calculating the proficiency level is not limited to a quadratic function, and may be any expression that shows a tendency for the proficiency level to increase as the number of years of continuous use of the skill increases.

[0019] Next, the integrated level calculation unit 104 calculates the integrated level by calculating (practicality level)×α+proficiency level×(1−α) (α is a weight parameter) from the practicality level and the proficiency level (step S38), and stores the practicality level, proficiency level, and calculated integrated level as skill level data 202 linked to employee i in the human resources information DB 20 (step S40). The weight parameter α may be set separately for each skill, since it is possible that emphasis is placed on the practicality level or the proficiency level depending on the skill.

[0020] Next, the information processing device 10 increments the variable i by 1 (step S42), and determines whether or not the processing has been completed for all employees to be leveled (i=imax) (step S44). If the processing has not been completed for all employees to be leveled (NO in step S44), the information processing device 10 returns to step S32 and repeats the above processing for the next employee. On the other hand, if the processing has been completed for all employees to be leveled (YES in step S44), the processing ends.

[0021] The relational expressions F1 and F2 may differ for each type of skill. Furthermore, the relational expressions F1 and F2 may be periodically reviewed and updated, taking into consideration the actual work content (results), etc. A supervisor (supervisor / expert) compares the employee's actual work content (results), the skill level, the calculated practical level, proficiency level, and integrated level, and if the supervisor determines that there is a discrepancy, such as the actual work content (results) not reflecting the calculated practical level, proficiency level, and / or integrated level, the supervisor corrects (updates) the relational expressions F1 and F2 for the practical level and / or proficiency level.

[0022] For example, with regard to the practicality level relational expression F1, as shown in FIG. 7(a), it is assumed that the decline in skill level is slow up to a certain time d, and that the decline in skill level tends to accelerate after that time d. In this case, the relational expression F1 is modified (updated) to the broken line shown in FIG. 7(a). For example, the relational expression F1 is set as a1·x+b1(x≦d) when x (the number of years elapsed) is up to time d, and a2·x+b2(x>d) when x is after time d. a1, b1, a2, and b2 are parameters. Note that when the relational expression F1 is updated, the past practicality level may be corrected using the new relational expression F1.

[0023] Furthermore, as shown in Figure 7(b), the relational expression F2 for proficiency levels assumes that skill levels increase exponentially up to a certain time e, and then slow down after that time. In this case, the relational expression F2 is modified (updated) to the dashed line shown in Figure 7(b). For example, the relational expression F2 can be set as a1·x2+b1(x≦e) when x (the number of years elapsed) is up to time e, and log2·x+b2(x>e) when x is after time e. a1, b1, a2, and b2 are parameters. Note that when the relational expression F2 is updated, past proficiency levels may be corrected using the new relational expression F2.

[0024] In the above-described embodiment, the practicality level and the proficiency level are calculated using the relational expressions F1 and F2, respectively. However, this is not limited to this. Alternatively, a practicality data table linking the number of years since the last use of a skill with the practicality level and a proficiency data table linking the number of years a skill has been used with the proficiency level may be prepared, and the corresponding practicality level and proficiency level may be obtained by referring to the practicality data table and the proficiency data table. This makes it possible to easily obtain the practicality level and the proficiency level without performing complex calculations. Furthermore, simply by modifying the data in the practicality data table and the proficiency data table, it is possible to easily achieve the same effect as updating the relational expressions F1 and F2 described above.

[0025] Furthermore, in the above-described embodiment, provisional relational expressions F1 and F2 are set in the initial stage of operation. However, this is not a limitation. A more realistic relational expression (or data table) may be derived from a rule base based on the insight of a supervisor (superior / expert), a questionnaire, or the like. Furthermore, if there is historical information on some skill level (particularly practical level), the relational expression (or data table) may be derived based on the historical information (trends in skill level) of multiple employees. Furthermore, in the above-described embodiment, practical level and proficiency level are calculated on an annual basis. However, this is not a limitation. The calculation may also be performed on a semi-annual, quarterly, monthly, or weekly basis.

[0026] According to the above-described embodiment, the practicality level of a skill possessed by an employee is calculated from the period of time that has elapsed since the last time the skill was used, and the proficiency level of the skill is calculated from the period of continuous use of the skill possessed by the employee. This makes it possible to estimate the skill level including not only practicality but also proficiency. Furthermore, it is possible to easily grasp and manage whether the skill is still being used in work (practicality) or whether the skill has been continuously used for many years and has been deeply mastered (proficiency), thereby enabling a more accurate evaluation of the skill level of employees.

[0027] Furthermore, it goes without saying that the detailed configuration and detailed operation of each component of the human resource management device 1 in the above embodiment can be modified as appropriate without departing from the spirit of the present invention. Although the embodiments of the present invention have been described, the scope of the present invention is not limited to the above-described embodiments, but includes the scope of the invention set forth in the claims and their equivalents. [Explanation of symbols]

[0028] 1... Human resource management device, 10... Information processing device, 101... Skill information extraction unit, 102... Practicality level estimation unit (derivation unit), 103... Proficiency level estimation unit (derivation unit), 104... Integrated level calculation unit (skill level derivation unit)

Claims

1. a skill information extraction unit that extracts skill information in which the skills are linked to time-series data related to the skills from the provided information describing time-series information related to the skills possessed by the employees; a derivation unit that executes at least one of a practicality level derivation process that derives a practicality level for the skill of the employee based on a period of time that has elapsed since the skill was last used, which is included in the skill information, and a proficiency level derivation process that derives a proficiency level for the skill of the employee based on a period of continuous use of the skill, which is included in the skill information; a skill level derivation unit that derives a skill level of the employee for the skill based on at least one of the practicality level and the proficiency level derived by the derivation unit; A human resources management device comprising:

2. the practicality level derivation process derives the practicality level based on a first relational expression that indicates a tendency for the practicality level to decrease as the elapsed time period increases, and the elapsed time period; the proficiency level derivation process derives the proficiency level based on a second relational expression that indicates a tendency for the proficiency level to be increased as the continuous use period is longer, and the continuous use period; the skill level deriving unit derives the skill level based on the practicality level and the proficiency level; 2. The personnel management device according to claim 1.

3. the skill level derivation unit multiplies at least one of the practicality level and the proficiency level by a weight parameter when calculating the skill level; 3. The personnel management device according to claim 2.

4. the skill level derivation unit calculates the skill level by adding the practicality level and the proficiency level.

4. The personnel management device according to claim 3.

5. A human resources management method by a control unit of an information processing device, comprising: extracting skill information in which the skills are linked to time-series data relating to the skills from provided information describing time-series information relating to the skills possessed by employees; Executing at least one of a practicality level derivation process for deriving a practicality level of the employee for the skill based on the period of time elapsed since the last use of the skill included in the skill information, and a proficiency level derivation process for deriving a proficiency level of the employee for the skill based on the period of continuous use of the skill included in the skill information; deriving a skill level for the employee for the skill based on at least one of the utility level and the proficiency level; A human resources management method comprising:

6. The computer of the device that has the control unit a skill information extraction function that extracts skill information linked to time-series data related to skills held by employees from provided information describing time-series information related to the skills; a derivation function that executes at least one of a practicality level derivation process that derives a practicality level for the skill of the employee based on the period of time that has elapsed since the skill was last used, which is included in the skill information, and a proficiency level derivation process that derives a proficiency level for the skill of the employee based on the period of continuous use of the skill, which is included in the skill information; a skill level derivation function for deriving a skill level of the employee for the skill based on at least one of the practicality level and the proficiency level; A program characterized by realizing the above.

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