Information processor, information processing method, and program

Abstract

To provide a technology that makes recommendation based on a stress check to a subject person and a related person.SOLUTION: A stress check result acquisition and classification unit 51 acquires a result of a stress check for a subject person, which is composed of a plurality of elements, and classifies the plurality of elements included in the result into one of the following three items: a first item related to a cause of stress in a workplace, a second item related to subjective physical and mental symptoms caused by stress, and a third item related to support from other workers in a workplace. A labeling unit 52 extracts and labels an element that satisfies a predetermined criterion from one or more elements classified into each of the first to third items. A recommendation unit 53 outputs, on the basis of the labeling result, for the subject person or a related person thereof, as recommendation information, a specific measure to alleviate or prevent stress in the subject person.SELECTED DRAWING: Figure 3

Description

[Technical Field]

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

[0002] Conventionally, with regard to stress checks, there is known a technique for the purpose of appropriately and promptly conducting an occupational stress check and the accompanying interview guidance (see Patent Document 1 below). [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Application Laid-Open No. 2017-97772 Summary of the Invention [Problem to be solved by the invention]

[0004] In the prior art, including the technology described in Patent Document 1 above, guidance was only given to those diagnosed with high stress through stress checks (those who are the subjects (test takers) of the stress check). As a result, it cannot be said that guidance or recommended actions were provided to all subjects, and that recommendations were made to prevent or reduce stress. Furthermore, recommendations were not only made to the target person, but also to people other than the target person (for example, people related to the target person, such as superiors or colleagues). In other words, it cannot be said that recommendations based on stress checks were being made to the subjects and their associates.

[0005] The present invention has been made in consideration of such circumstances, and aims to provide a technology that enables recommendations based on stress checks to be made to subjects and their associates. [Means for solving the problem]

[0006] In order to achieve the above object, an information processing device according to one aspect of the present invention comprises: a stress check result acquisition and classification means for acquiring the results of a stress check consisting of a plurality of elements for a subject, and classifying the plurality of elements included in the results into one of a first item relating to causes of stress in the workplace, a second item relating to subjective physical and mental symptoms caused by stress, and a third item relating to support from other workers in the workplace; a labeling means for extracting and labeling elements that satisfy a predetermined standard from one or more elements classified into each of the first to third items in the acquired results of the stress check; a recommendation means for outputting, as recommendation information, specific efforts to alleviate or prevent stress in the subject or a person related to the subject, based on a history of correspondence between the results of the stress check and the efforts implemented for each of one or more people who have taken the stress check in the past, and the labeling results of the subject by the labeling means; Equipped with. Note that an information processing method and a program corresponding to the information processing device according to one aspect of the present invention are also provided as an information processing method and a program according to one aspect of the present invention. [Effects of the Invention]

[0007] According to the present invention, recommendations based on stress checks can be made to subjects and their associates. [Brief explanation of the drawings]

[0008] [Figure 1] 1 is a diagram illustrating an example of a configuration of an information processing system to which a server according to an embodiment of the information processing device of the present invention is applied. [Figure 2] 2 is a block diagram showing an example of a hardware configuration of a server in the information processing system of FIG. 1. FIG. [Figure 3] 3 is a functional block diagram showing an example of a functional configuration of a server of FIG. 2 that constitutes the information processing system of FIG. 1. [Figure 4] 1 is a diagram showing an overview of a service that can be realized by an information processing system to which a server according to an embodiment of the information processing device of the present invention is applied; [Figure 5] FIG. 10 is a diagram for explaining the output logic of recommendations, etc. [Figure 6] FIG. 10 is a diagram for explaining stress check results acquired by the server in the case of Case 1. [Figure 7] 10 is a diagram for explaining personal attributes, direct regions, and indirect regions of a subject in the case of Case 1. FIG. [Figure 8] FIG. 10 is a diagram for explaining recommendations in the case of Case 1. [Figure 9] FIG. 10 is a diagram for explaining stress check results acquired by the server in the case of Case 2. [Figure 10] FIG. 10 is a diagram for explaining the personal attributes, direct area, and indirect area of ​​a subject in the case of Case 2. [Figure 11] FIG. 10 is a diagram for explaining recommendations in the case of Case 2. [Figure 12] FIG. 10 is a diagram for explaining the personal attributes, direct area, and indirect area of ​​a subject in the case of Case 3. [Figure 13] FIG. 10 is a diagram for explaining a recommendation (recommendation to the user) in the case of Case 3. [Figure 14] FIG. 10 is a diagram for explaining a recommendation (recommendation to a superior) in the case of Case 3. [Figure 15] This is a variation of Figure 4, and includes the subject's personal strength and organizational strength as optional input information, and also includes the person's remuneration amount as personal attributes. [Figure 16] FIG. 10 is a diagram for explaining recommendations (recommendations to superiors or the human resources department) in the case of Case 4. [Figure 17]FIG. 10 is a diagram for explaining recommendations (recommendations to superiors or the human resources department) in the case of Case 4. DETAILED DESCRIPTION OF THE INVENTION

[0009] Hereinafter, an embodiment of the present invention will be described with reference to the drawings.

[0010] First, with reference to FIG. 1, an example of the configuration of an information processing system to which a server according to an embodiment of the information processing device of the present invention is applied will be described. FIG. 1 is a diagram showing an example of the configuration of an information processing system to which a server according to an embodiment of the information processing device of the present invention is applied.

[0011] The information processing system shown in FIG. 1 is configured to include a server 1, a target person terminal 2, and a related person terminal 3. Here, there are n target user terminals 2 (not shown) (n is any integer value equal to or greater than 1) (since there is no need to distinguish between them, they are simply called target user terminals 2). There are also m related party terminals 3 (not shown) (m is an arbitrary integer value of 1 or more) (there is no need to particularly distinguish them, so they are simply called related party terminals 3). The server 1, the target person terminal 2, and the related person terminal 3 are connected to each other via a network N such as the Internet. The server 1 is an information processing device managed by a service provider of this service (described later with reference to FIG. 4). The server 1 communicates with the target person terminal 2 and the related person terminal 3 as needed, and executes various processes for realizing this service.

[0012] The subject terminal 2 is an information processing device operated and managed by the subject (examinee) who will undergo the stress check, and is configured, for example, as a personal computer, a tablet terminal, a smartphone, or the like. The above-mentioned subject here corresponds to, for example, a natural person belonging to a predetermined organization, that is, an employee (not shown). Furthermore, the above-mentioned organization is a group of people who have a certain goal and whose members have defined positions, roles, and corresponding responsibilities, and here we will take a company as an example.

[0013] The related party terminal 3 is an information processing device operated and managed by a related party related to the target person, and is configured, for example, by a personal computer, a tablet terminal, a smartphone, or the like. In this case, since the subject is an employee, the related parties mentioned above include, for example, superiors, colleagues, personnel department, and other people related to the subject at work (this is taken as an example).

[0014] Below we will briefly explain part of the stress check system under the Industrial Safety and Health Act.

[0015] The stress check system states that "Employers must conduct regular annual examinations of their regular employees on the following items: (1) items related to causes of stress in the workplace, (2) items related to subjective physical and mental symptoms caused by stress, and (3) items related to support from other employees in the workplace." Furthermore, the law states that "The test shall be conducted by a doctor or public health nurse, or by a nurse or mental health and welfare worker who has completed certain training prescribed by the Minister of Health, Labour and Welfare. However, supervisors who have direct personnel authority over workers undergoing testing, such as dismissal, shall not be involved in the administration of the test." It also states, "If an employer obtains the consent of the worker and becomes aware of the results of the inspection, the employer must prepare a record of the results and keep it for five years. In other cases, the employer must take the necessary measures to ensure that the person who conducted the inspection properly prepares a record of the inspection results and that the person engaged in the work of conducting the inspection properly keeps this record." It also states that "the test results must be notified to the worker by the person conducting the test without delay." In addition, it states that "if the person conducting the test obtains consent from the worker to provide the test results to the employer, this must be in writing or by electronic record."

[0016] It also states that "Employers shall endeavor to have the inspector compile the test results for each group of a certain size and analyze the results, and shall endeavor to take appropriate measures, taking into consideration the results of this analysis and, if deemed necessary, the actual circumstances of the workers in that group, to reduce the psychological burden on the workers in that group."

[0017] Furthermore, the requirements for workers to be eligible for face-to-face guidance based on the test results are that they are "those who are found to have a high level of stress as a result of the test" and "those who have conducted the test and who have deemed it necessary to provide face-to-face guidance." It also states, "After the worker is notified of the test results, the employer must make a request for face-to-face guidance without delay, and if requested by the worker, the employer must implement face-to-face guidance without delay. In addition, the person implementing the face-to-face guidance may encourage workers who meet the requirements for face-to-face guidance to request face-to-face guidance." It also states that "When conducting face-to-face guidance, doctors must confirm the worker's working conditions and psychological stress." It also states that "businesses must prepare records of the results of interview guidance and keep them for five years." In addition, it states that "Opinions from doctors based on the results of the interview guidance must be obtained without delay after the interview guidance has been conducted."

[0018] Regarding the stress check system described above, currently, stress check diagnosis services are being offered by various companies, but most of them only provide diagnosis results or simple trend analysis and recommendations for recommended actions. Furthermore, as things currently stand, the above-mentioned "interview guidance based on test results" is only available to those with high levels of stress or who require guidance, so it appears that there is insufficient guidance being given to test takers who are not included in the target group. In addition, as things stand, the above-mentioned "interview guidance by a doctor" is provided from a medical perspective, and it is difficult to provide guidance outside of a medical perspective. Furthermore, at present, no efforts have been made to prevent stress from occurring.

[0019] This service (details will be provided later) improves on the current situation described above, and based on the results of stress checks, it recommends actions from a database for elements that tend to cause stress, or predicts that stress will be felt. In addition, this service will provide recommendations not only for improving skills aimed at preventing or reducing stress, but also from the perspective of the knowledge that individuals and organizations should have and the mindset that they should have. In addition, this service will output more effective and precise recommendation results if additional information is available, such as the test taker's attributes, past stress check results, and past efforts (such as training attendance history and skill diagnostic test results), in addition to the results of the stress check.

[0020] As described above, this service, which will be described in more detail below, allows for a wider range of recommendations (such as training, actions, books, and other useful information) compared to the results of conventional stress checks. Furthermore, while conventional stress checks only targeted guidance to those diagnosed with high levels of stress, this service allows guidance and recommended actions to be presented to all test takers, making it possible to make recommendations to prevent or reduce stress. Furthermore, by using the results obtained through this service, doctors can provide guidance on initiatives outside of medical perspectives. In addition, this service allows recommendations to be made not only to the test-taker themselves, but also to others (such as superiors or colleagues).

[0021] In this embodiment, the server 1 operates in cooperation with the target person terminal 2 and the related person terminal 3 as follows. That is, the server 1 acquires the results of a stress check for a subject, which is made up of multiple elements. In addition, server 1 classifies the multiple elements contained in the obtained stress check results into one of the following three items: a first item related to the causes of stress in the workplace, a second item related to subjective physical and mental symptoms caused by stress, and a third item related to support from other workers in the workplace. The above-mentioned elements refer to each minor item in the results of the stress check. Furthermore, the first item mentioned above refers to, for example, "causes of work-related stress" in Case 1 described below. Furthermore, the second item mentioned above refers to, for example, the "physical and mental reactions caused by stress" in Case 1 described below. Furthermore, the third item mentioned above refers to, for example, "other factors that affect stress" in Case 1 described below.

[0022] In addition, the server 1 performs labeling by extracting elements that meet a predetermined standard from one or more elements classified into each of the first to third items in the acquired stress check results. Specifically, for example, for the first item mentioned above, the server 1 extracts the quantity of work and the quality of work as elements that are above a specified value and need improvement in Case 1 described below. Also, the server 1 labels the quantity of work and the quality of work as the first item (cause of work-related stress), for example.

[0023] The above-mentioned predetermined criteria include the first criterion of extracting elements that are equal to or greater than a specified value and require improvement. The predetermined criterion may also include a second criterion for extracting elements that have not reached the specified value but require attention in relation to elements that have exceeded the specified value.

[0024] The server 1 also outputs, as recommendation information, specific measures to alleviate stress or prevent stress from occurring in the subject. To explain in more detail, server 1 outputs, as recommendation information, specific measures to alleviate or prevent stress in the subject or related persons, based on the history of the correspondence between the results of stress checks and the measures taken for each of one or more people who have taken the stress check in the past, and the results of the labeling described above for the subject.

[0025] FIG. 2 is a block diagram showing an example of a hardware configuration of a server in the information processing system of FIG.

[0026] The server 1 includes a CPU (Central Processing Unit) 11, a ROM (Read Only Memory) 12, a RAM (Random Access Memory) 13, a bus 14, an input / output interface 15, an input unit 16, an output unit 17, a memory unit 18, a communication unit 19, and a drive 20.

[0027] The CPU 11 executes various processes according to a program recorded in the ROM 12 or a program loaded from the storage unit 18 into the RAM 13 . The RAM 13 also stores data and the like necessary for the CPU 11 to execute various processes.

[0028] The CPU 11, ROM 12, and RAM 13 are interconnected via a bus 14. An input / output interface 15 is also connected to this bus 14. An input unit 16, an output unit 17, a memory unit 18, a communication unit 19, and a drive 20 are connected to the input / output interface 15.

[0029] The input unit 16 is configured with, for example, a keyboard and is used to input various information. The output unit 17 is configured with a display such as a liquid crystal display, a speaker, etc., and outputs various information as images and sounds. The storage unit 18 is configured with a DRAM (Dynamic Random Access Memory) or the like, and stores various data. The communication unit 19 communicates with other devices (for example, the target person terminal 2 and the related person terminal 3 in FIG. 1) via a network including the Internet.

[0030] Removable media 30, such as a magnetic disk, optical disk, magneto-optical disk, or semiconductor memory, is appropriately attached to the drive 20. A program read from the removable media 30 by the drive 20 is installed in the storage unit 18 as needed. Furthermore, the removable medium 30 can also store various data stored in the storage unit 18 in the same manner as the storage unit 18.

[0031] Although not shown, the target person terminal 2 and the related person terminal 3 in Fig. 1 can each have a configuration basically similar to the hardware configuration shown in Fig. 2. Therefore, a description of the hardware configuration of the target person terminal 2 and the related person terminal 3 will be omitted.

[0032] The various hardware and software components of the server 1 shown in Fig. 2 cooperate to execute various processes, thereby making it possible to provide the above-described service.

[0033] The functional configuration of the server 1 in FIG. 2 of the information processing system in FIG. 1 will be described below. FIG. 3 is a functional block diagram showing an example of the functional configuration of the server of FIG. 2 that constitutes the information processing system of FIG.

[0034] As shown in FIG. 3, in the CPU 11, a stress check result acquisition and classification unit 51, a labeling unit 52, and a recommendation unit 53 function. The storage unit 18 also includes a stress check result information DB 81 and a past result / history information DB 82 .

[0035] The stress check result acquisition and classification unit 51 acquires the results of a stress check for a subject, which are composed of multiple elements (each sub-item of the stress check result), and classifies the multiple elements contained in the result into one of the following items: a first item related to the causes of stress in the workplace (for example, the causes of work-related stress in Case 1 described below), a second item related to subjective physical and mental symptoms caused by stress (for example, the physical and mental reactions caused by stress in Case 1 described below), and a third item related to support from other workers in the workplace (for example, other factors affecting stress in Case 1 described below). The acquired results of the stress check are stored and managed in the stress check result information DB 81 by the stress check result acquisition and classification unit 51.

[0036] The labeling unit 52 labels the obtained stress check results by extracting elements that meet specified criteria from one or more elements classified into each of the first to third items (for example, for the first item mentioned above, the quantity of work and the quality of work are extracted as elements that are above the specified value in Case 1 described below and need improvement. In other words, the first item (cause of work-related stress) is labeled as the quantity of work and the quality of work). The labeling results are stored and managed by the labeling unit 52, for example, in the stress check result information DB81 (the results may be stored in a database separate from the stress check result information DB81, in which case they are linked to the acquired stress check results). The above-mentioned predetermined criteria include the first criterion of extracting elements that are equal to or greater than a specified value and require improvement. The predetermined criterion may also include a second criterion for extracting elements that have not reached the specified value but require attention in relation to elements that have exceeded the specified value.

[0037] The recommendation unit 53 outputs, as recommendation information, specific measures to alleviate or prevent stress in the subject or a person related to the subject (for example, the subject's superior, colleague, or doctor, etc.), based on the history of the correspondence between the results of stress checks and the measures taken for each of one or more people who have taken the stress check in the past, and the labeling results for the subject by the labeling unit 52. It is assumed that the history of the correspondence between the results of past stress checks and the efforts that have been made is stored in the past result / history information DB 82. The recommendation information to be output is stored and managed by the recommendation unit 53 in the past result / history information DB 82 .

[0038] In this way, by the stress check result acquisition and classification unit 51, labeling unit 52, and recommendation unit 53 functioning, the server 1 can make recommendations based on stress checks to the subject and their related parties.

[0039] Here, we will explain the outline of this service. FIG. 4 is a diagram showing an outline of this service that can be realized by an information processing system to which a server according to an embodiment of the information processing device of the present invention is applied.

[0040] This service recommends specific efforts to the subject or their related parties (or both) to alleviate stress or prevent stress from occurring in the subject.

[0041] Specifically, in this service, the stress check result acquisition and classification unit 51 executes a process of acquiring the results of the stress check in step S1-A. Obtaining the results of stress checks is required for this service. However, although optional, obtaining other information that will improve the accuracy of recommendations includes personal attributes, the subject's training attendance history, the subject's BS score, and the subject's past stress check history. In this example, step S1-B also executes a process to acquire personal attributes, and step S1-C also executes a process to acquire the subject's training attendance history, BS score, and stress check history.

[0042] Note that the dashed arrows in FIG. 4 indicate the flow of processing related to input (the solid arrows indicate the flow of processing related to output).

[0043] After executing the processing of steps S1-A to S1-C, in this service, the stress check result acquisition and classification unit 51 executes a process in step S1-D to classify the multiple elements contained in the acquired stress check results into one of the following three items: a first item related to the causes of stress in the workplace, a second item related to subjective physical and mental symptoms caused by stress, and a third item related to support from other workers in the workplace.

[0044] After executing the processing of step S1-D, in this service, the labeling unit 52 executes a labeling process in step S2 by extracting elements that meet predetermined criteria from one or more elements classified into each of the first to third items.

[0045] After executing the processing of step S2, in this service, the recommendation unit 53 outputs, in step S3, specific measures to relieve or prevent stress in the subject or related persons as recommendation information based on the results of the above-mentioned labeling. In other words, in step S3, a recommended approach is recommended from the past result / history information DB 82 for factors that tend to cause stress or based on a prediction that stress will be felt. This service recommends recommended initiatives related to training, actions, books, useful information, work, affiliation, job type, etc.

[0046] This service allows for a wide range of recommendations (including training, activities, books, and other useful information). In addition, this service can provide guidance and recommended actions to all test takers. Furthermore, this service can provide recommendations to prevent or reduce stress. Furthermore, this service allows recommendations to be made not only to the test-taker themselves, but also to related parties other than the test-taker (such as superiors or colleagues). In addition, this service allows doctors as related parties to use the results obtained from the service to provide guidance on initiatives beyond medical perspectives.

[0047] An example of the recommendation output logic and the reference value setting logic will be described with reference to FIG. FIG. 5 is a diagram for explaining the output logic of recommendations, etc.

[0048] The output logic for recommendations is as shown in the logic LOG in Figure 5, which states that "recommendations are derived from the results of stress checks, labeled attribute information, and the record DB (past results and history information DB82)." They also state that "the recommendation logic is as follows." That is, (1) the element patterns are as follows: "(A) Direct area: Recommendations for improvement for elements that specifically exceed the standard value (prescribed value) in the diagnostic results," and "(B) Indirect area: Recommendations for elements that are correlated with elements that specifically exceed the standard value (prescribed value) in the diagnostic results." In addition, (2) the case patterns are "(A) Recommendations from cases where improvement in stress results was observed" and "(B) Recommendations from cases where stress tolerance was observed (without looking at past history)."

[0049] The logic for setting the reference value is as shown in the logic LOG in Figure 5: "(1) Absolute value: Value determined for each element," and "(2) Relative value: Value determined for each element, but the reference value is derived by looking relatively at age and other attributes." It also states that "The reference value is derived by taking into account the absolute value, relative value, or both."

[0050] An example of Case 1 will be described with reference to FIGS. FIG. 6 is a diagram for explaining the stress check results acquired by the server in the case of the first example. FIG. 7 is a diagram for explaining the personal attributes, direct area, and indirect area of ​​the subject in the case of Case 1. FIG. 8 is a diagram for explaining recommendations in the case of the first example.

[0051] In the example C1-A of the explanation of Case 1 in Figure 6, when the server 1 obtains the stress check result of the subject, which is composed of multiple elements, from the subject terminal 2, the server 1 classifies the multiple elements included in the result into one of the following items: item 1 (causes of work-related stress), item 2 (physical and mental reactions caused by stress), and item 3 (other factors that affect stress). In other words, the elements of quantity of work, quality of work, physical strain, interpersonal relationships, work environment, degree of control, utilization of skills, suitability, and job satisfaction are classified under the first item, "Causes of work-related stress." In addition, factors such as loss of vitality, irritability, fatigue, anxiety, depression, and physical complaints are classified under the second category, "Physical and mental reactions caused by stress." Additionally, factors such as lack of support from superiors, lack of support from colleagues, lack of support from family and friends, and dissatisfaction with work and life are categorized under the third item, "Other factors that affect stress."

[0052] For example, if each element in the first item mentioned above is scored out of 5 points, with the scores being quantity of work (5 points), quality of work (5 points), physical strain (2 points), interpersonal relationships (1 point), work environment (1 point), degree of control (3 points), use of skills (2 points), suitability (3 points), and job satisfaction (1 point), and if these scores are plotted on a radar chart, the result for the first item would be as shown in the graph in the upper left of Case 1 Explanation Example C1-A. Here, if the specified value is set to 4 points, then of the elements in the first item, the quantity of work (5 points) and the quality of work (5 points) will be equal to or greater than the specified value (4 points).

[0053] Also, for example, if the scores for each element in the second item mentioned above are decreased vitality (3 points), irritability (1 point), fatigue (5 points), anxiety (3 points), depression (3 points), and physical complaints (5 points), and if these scores are plotted on a radar chart, the second item would look like the graph in the lower left of Case 1 Explanation Example C1-A. If the standard value is set to 4 points as described above, then among the elements in the second item, fatigue (5 points) and physical complaints (5 points) will be equal to or greater than the standard value (4 points).

[0054] Also, for example, if the scores for each element in the third item above are: lack of support from superiors (2 points), lack of support from colleagues (2 points), lack of support from family and friends (2 points), and dissatisfaction with work and life (2 points), and if these scores are plotted on a radar chart, the result for the third item would be as shown in the graph in the upper right corner of Case 1 Explanation Example C1-A. If the specified value is set to 4 points as in the above case, all of the elements in the third item will be equal to or less than the specified value (4 points).

[0055] 7, in Case 1, the personal attributes of the subject, "Industry: Service Industry," "Age: 30s," and "Gender: Female," are acquired by the server 1. In addition, the result (past history) of the subject, "has issues with time management and negotiation skills (from 'people skills')," is also acquired by the server 1.

[0056] Server 1 labels the quantity and quality of work in the direct domain, that is, the elements that are above a specified value and need improvement, in the work-related aspects. Also, in the mind-body aspects, it labels physical complaints and fatigue. Note that there is no labeling for relationships with others. Server 1 also labels the control level for work-related matters as an element that should be taken into account in the indirect domain, that is, an element that has not reached the specified value but has exceeded the specified value. Note that, in matters related to the mind and body, physical complaints and fatigue are correlated, but since both are targeted in the direct domain, they are not labeled in the indirect domain (they are not subject to additional recommendations).

[0057] In the example C1-C for explaining case 1 in FIG. 8, in case 1, the following recommendation information is output from the server 1 to the person and his / her superior. In other words, recommended information such as "Training: Taking training on task breakdown and time management," "Books: Mindset books, stretching books, books on improving communication," and "Actions: Task management methods, tips for entering schedules, ways to change your mood, examples of how to communicate" is output from server 1 to the individual (target person) regarding work-related matters. In addition, for the supervisor (related person), recommendation information such as "Action: Check regularly (as the person is given tips on entering the schedule)" and "Action: Points to pay attention to in daily communication" are output from server 1.

[0058] An example of Case 2 will be described with reference to FIGS. FIG. 9 is a diagram for explaining the stress check results acquired by the server in the case of the second example. FIG. 10 is a diagram for explaining the personal attributes, direct area, and indirect area of ​​the subject in the case of Case 2. FIG. 11 is a diagram for explaining recommendations in the case of Case 2. In FIG.

[0059] In the example C2-A of the explanation of Case 2 in Figure 9, when the server 1 obtains the stress check result of the subject, which is composed of multiple elements, from the subject terminal 2, the server 1 classifies the multiple elements included in the result into one of the following items: item 1 (causes of work-related stress), item 2 (physical and mental reactions caused by stress), and item 3 (other factors that affect stress). In other words, the elements of quantity of work, quality of work, physical strain, interpersonal relationships, work environment, degree of control, utilization of skills, suitability, and job satisfaction are classified under the first item, "Causes of work-related stress." In addition, factors such as loss of vitality, irritability, fatigue, anxiety, depression, and physical complaints are classified under the second category, "Physical and mental reactions caused by stress." Additionally, factors such as lack of support from superiors, lack of support from colleagues, lack of support from family and friends, and dissatisfaction with work and life are categorized under the third item, "Other factors that affect stress."

[0060] For example, if the scores for each element in the first item above are quantity of work (5 points), quality of work (4 points), physical strain (2 points), interpersonal relationships (2 points), work environment (3 points), degree of control (2 points), use of skills (3 points), suitability (3 points), and job satisfaction (3 points), and if these scores are plotted on a radar chart, the result for the first item would be as shown in the graph in the upper left of Case 2 Explanation Example C2-A. Here, if the specified value is set to 4 points, then of the elements in the first item, the quantity of work (5 points) and the quality of work (4 points) will be equal to or greater than the specified value (4 points).

[0061] Also, for example, if the scores for each element in the second item mentioned above are decreased vitality (5 points), irritability (3 points), fatigue (3 points), anxiety (3 points), depression (3 points), and physical complaints (2 points), and if these scores are plotted on a radar chart, the second item would look like the graph in the lower left of Case 2 Explanation Example C2-A. If the standard value is set to 4 points as in the above case, then among the elements in the second item, the decline in vitality (5 points) will be equal to or greater than the standard value (4 points).

[0062] Also, for example, if the scores for each element in the third item above are: lack of support from superiors (1 point), lack of support from colleagues (2 points), lack of support from family and friends (4 points), and dissatisfaction with work and life (3 points), and if these scores are plotted on a radar chart, the result for the third item would be as shown in the graph in the upper right corner of Case 2 Explanation Example C2-A. If the standard score is set to 4 points as described above, then among the elements in item 3, lack of support from family and friends (4 points) will be equal to or greater than the standard score (4 points).

[0063] In the explanatory example C2-B of Case 2 in Figure 10, in Case 2, the personal attributes of the subject, "Industry: Unknown," "Age: Early 30s," "Gender: Male," and "Course history: Career plan," are acquired by server 1.

[0064] The server 1 labels the quantity and quality of work in the direct domain, that is, the elements that are above a specified value and need improvement, in the work-related domain, labeling a decline in vitality in the mental and physical domain, and in the relationship with surroundings, labeling relationships with family and friends. Server 1 also labels the degree of control in the indirect area, that is, elements that do not reach the specified value but should be paid attention to in relation to elements that exceed the specified value, for work-related matters. Also, for mental and physical matters, it labels anxiety, irritability, and depression. Note that there is no labeling for relationships with others.

[0065] In the explanatory example C2-C of the case 2 in FIG. 11, in the case 2, the following recommendation information is output from the server 1 to the person and his / her superior. In other words, recommended information such as "Training: task breakdown, time management, communication, how to communicate, mindfulness," "Books: books on mindfulness, books on improving communication," and "Actions: methods of task management, tips for entering schedules, ways to change your mood, examples of how to communicate" is output from server 1 to the individual (target person) regarding work-related matters. In addition, for the supervisor (related person), recommendation information such as "Action: Check regularly (as the person is given tips on entering the schedule)" and "Action: Points to pay attention to in daily communication" are output from server 1.

[0066] An example of Case 3 will be described with reference to FIGS. FIG. 12 is a diagram for explaining the personal attributes, direct region, and indirect region of the subject in the case of Case 3. In FIG. FIG. 13 is a diagram for explaining a recommendation (recommendation to the person himself / herself) in the case of Case 3. In FIG. FIG. 14 is a diagram for explaining a recommendation (recommendation to a superior) in the case of Case 3. In FIG.

[0067] 12, in Case 3, the personal attributes of the subject, "Industry: Manufacturing," "Age: 20s," and "Gender: Male," are acquired by the server 1. In addition, the result (past history) of the subject, "has issues with oral and written communication (due to 'people skills')," is also acquired by the server 1.

[0068] The server 1 labels job satisfaction and interpersonal relationships in the direct domain, i.e., elements that are above a specified value and require improvement. In addition, in the mental and physical domain, it labels irritation and anxiety. In addition, in the relationship with others, it labels lack of support from superiors and lack of support from colleagues. Server 1 also labels the use of skills in the indirect area, that is, elements that do not reach the standard but should be paid attention to in relation to elements that exceed the standard, in the work-related area (it is possible that the employee thinks that their job satisfaction is not up to the standard or that they are not fully utilizing their abilities), and in the mental and physical area, it labels a decrease in vitality (which is correlated with anxiety).

[0069] In the explanatory example C3-B of case 3 in FIG. 13, in case 3, the following recommendation information is output from the server 1 to the person and his / her superior. In other words, the server 1 outputs recommended information to the individual (subject) regarding work-related matters, such as "Training: taking training on goal orientation and communication," "Books: books on specialized knowledge, books on interpersonal skills, books on how to approach work," "Actions: methods of task management, tips for entering schedules, ways to change your mood, examples of how to communicate with others," and "Recommendations from cases where improvements in stress results were seen: training and actions taken by people of the same age who improved their oral and written communication."

[0070] In the explanatory example C3-C of the case 3 in FIG. 14, in the case 3, the following recommendation information is output from the server 1 to the boss. In other words, recommendation information such as "Action: There is anxiety and a decline in vitality, so check the situation regularly," "Action: There seems to be anxiety regarding the utilization of skills, so check and consider the work responsibilities," and "Action: Points that should be paid attention to in daily communication" are output from server 1 to the supervisor (related person). In addition, recommendation information such as "recommendations from cases of stress tolerance (without looking at past history): actions taken by organizations in which no one feels stressed due to lack of support from colleagues or superiors, and training that individuals belonging to those organizations have taken in the past" is output from server 1.

[0071] The following description will be made with reference to FIGS. In this embodiment, compensation information is further included as a personal attribute of the subject. This allows the recommendation unit 53 to output recommendation information taking compensation information into consideration. For example, if it is possible that the cause of the subject's stress lies in the balance between workload and compensation, recommendation information can be output to relevant parties that encourages appropriate work allocation or a review of evaluations and compensation.

[0072] In this embodiment, information about the subject's personal capabilities and information about the organizational capabilities are further acquired, and the recommendation unit 53 can output recommendation information taking these pieces of information into consideration. This makes it possible to grasp the gap between the subject's potential and current situation and recommend specific improvement measures, such as assigning the subject an appropriate role.

[0073] The "power of people" mentioned above is defined as the ability of a person to accomplish things in business situations, and is composed of n elements, including skills. Elements include skills as well as capabilities, personality, emotions, attitudes, etc. In other words, "people power" can be said to be a broad definition of skill. Skill refers to the ability acquired through training, and the skill of an organization as a whole is often the cumulative value of individual skills. To assess a person's business skills, tests such as the Business Basics Diagnostic Test are usually conducted. The results of these tests are often used to derive a person's "ability." When evaluating a person's "ability," the evaluation criteria are the abilities that the person possesses, that is, the ability values ​​of the knowledge and skills that the person has acquired. For example, skills are categorized (defined) into four categories, such as "business knowledge," "planning and control," "thinking," and "communication," and five items are set for each category. The score obtained as an evaluation for each item and category is considered to be that person's skill. The ability of a person to accomplish, which includes these skills, is considered to be "personal power."

[0074] The organizational strength mentioned above refers to the capabilities of the entire organization, which is a collection of individuals. Organizational strength is composed of the "human power" and activity level of n people, and is derived based on users' responses to the questionnaire explanations and the attributes of the organization. Elements of organizational strength include not only skills, but also abilities, attitudes, personality, etc.

[0075] Furthermore, in this embodiment, the recommendation unit 53 can compare and analyze the stress check results of multiple subjects and output recommendation information to the subjects' superiors or the human resources department based on the results of this comparison and analysis. This has the effect of identifying organizational issues that cannot be identified at the individual level, such as imbalances in evaluation systems or compensation systems, and making recommendations that lead to improvements to the entire organization.

[0076] In this embodiment, the recommendation unit 53 generates recommendation information from two perspectives, element patterns and case pattern, as recommendation logic (see FIG. 5). The element patterns include (A) a direct area that outputs recommendations for improvement for elements that specifically exceed a reference value in the diagnostic results, and (B) an indirect area that outputs recommendations for elements that are correlated with elements that specifically exceed a reference value in the diagnostic results. The case patterns include (C) recommendations from cases in which improvements in stress results have been observed, and (D) recommendations from cases in which stress tolerance is demonstrated (without considering past history). This enables practical recommendations that reflect measures that have actually been confirmed to be effective and the characteristics of human resources and organizations that are resilient to stress, rather than simply theoretical recommendations, thereby increasing the accuracy of the recommendation effect.

[0077] In addition, in this embodiment, there are two types of reference value setting logic (see FIG. 5): absolute values ​​determined for each element, and relative values ​​derived by relatively viewing age and other attributes, etc., and the reference value is derived by taking these absolute values ​​and / or relative values ​​into consideration. This makes it possible to set highly accurate reference values ​​suited to the attributes of the target person, and to make more effective recommendations.

[0078] Furthermore, in this embodiment, the recommendation unit 53 can detect differences in the balance between the evaluation of human capabilities and compensation between a first subject (e.g., Mr. A, described below) and a second subject (e.g., Mr. B, described below), and output recommendation information suggesting a review of the compensation system or evaluation system to the relevant human resources department based on those differences. This allows for the discovery of issues across the organization that cannot be identified solely from the stress check results of a single subject, and allows for system-level improvement proposals to the human resources department. This also increases the likelihood of fundamentally resolving stress factors across the entire organization, rather than just addressing individual issues.

[0079] Furthermore, in this embodiment, the recommendation unit 53 compares the subject's evaluation of their human power with the results of the stress check, and if there is a possibility that their current role is insufficient compared to the evaluation of their human power, it can output recommendation information to relevant parties suggesting that the subject be given a more advanced role. By analyzing the relationship between human power and the results of the stress check, it is possible to present a solution that goes beyond simple stress reduction measures and actively assigns roles to the subject in order to utilize their potential. This can contribute to stress reduction as well as improving organizational performance.

[0080] Below, we will explain Case 4 in more detail, which takes into account compensation information, human power, and organizational power. Figure 15 is a diagram for explaining that the information processing system in this embodiment has the function of acquiring the subject's compensation information, human power, and organizational power as optional input information and making recommendations taking these into consideration. In Figure 15, in addition to the required input information, such as the results of the subject's stress check and personal attributes, optional input information is also shown, including the subject's training attendance history, BS score (business skills score), past stress check history, as well as human and organizational strength. By integrating and analyzing this information, more accurate recommendations are possible.

[0081] FIG. 16 is a diagram for comparing the personal attributes and stress-related information of multiple subjects in Case 4. Figure 16(a) shows the basic personal attributes of Subject A and Subject B. Both are employees of the same company (retail industry), with the same occupation, position, and age. Figure 16(b) shows a comparison of their stress levels, support from their superiors, evaluation of their personal abilities, and compensation amounts.

[0082] Fig. 17 is a diagram for explaining recommendations in the case of Case 4. As shown in Fig. 17, in this embodiment, differences in the balance between human power and compensation among subjects are detected, and recommendations for superiors and the human resources department are generated based on the detected differences.

[0083] As shown in Figure 16(a), Subject A and Subject B are employees of the same job type, position, and age group at the same company. However, as shown in Figure 16(b), the results of the stress check show that Subject A's work-related stress and mental and physical discomfort are "high," while Subject B's are "medium," indicating that Subject A is under more stress than Subject B. Furthermore, Subject A's interpersonal skills are "high," yet his compensation is "low," while Subject B's interpersonal skills are "low," yet his compensation is "high," creating a reversal of the phenomenon. Both feel that they receive "medium" support from their superiors.

[0084] In such a situation, as shown in FIG. 17, the recommendation unit 53 points out to the supervisor of subject A that "the cause of stress may be the workload or the amount of compensation," and recommends that "subject A may think that compensation is not commensurate with the quantity and quality of work," and recommends that "appropriate work allocation or a review of evaluation and compensation be carried out." On the other hand, the recommendation unit 53 points out to the supervisor of subject B that "subject B may not be demonstrating the capabilities commensurate with his current compensation and evaluation," and suggests that "he be given more responsibilities, etc." Furthermore, the recommendation unit 53 recommends to the human resources department that "the evaluation system and compensation system be reviewed" as an issue for the entire organization.

[0085] In this way, in this embodiment, by taking into account compensation information and evaluations of people's abilities and conducting comparative analysis among multiple subjects, it is possible to provide more effective recommendations at both the individual and organizational levels. In addition to absolute recommendations for individuals, it is also possible to make recommendations to superiors or the human resources department after relatively comparing results with others, which can promote efforts to fundamentally resolve stress factors throughout the organization.

[0086] 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.

[0087] For example, the system configuration shown in FIG. 1 and the hardware configuration of the server 1 shown in FIG. 2 are merely examples for achieving the object of the present invention, and are not particularly limited.

[0088] Furthermore, the functional block diagram shown in Fig. 3 is merely an example and is not particularly limited. That is, it is sufficient if the information processing system in Fig. 1 is provided with functions that can execute the various processes described above as a whole, and the functional blocks and databases used to realize these functions are not particularly limited to the example in Fig. 3.

[0089] Furthermore, the locations of the functional blocks and databases are not limited to those shown in FIG. 3 and may be arbitrary. For example, at least some of the functional blocks and databases arranged on the server 1 side may be provided on the target person terminal 2 side, the related person terminal 3 side, or another information processing device (not shown).

[0090] The above-described series of processes can be executed by hardware or software. Furthermore, one functional block may be configured as a single piece of hardware, a single piece of software, or a combination thereof.

[0091] When a series of processes is executed by software, the programs that make up the software are installed into a computer or the like from a network or a recording medium. The computer may be a computer built on dedicated hardware. The computer may also be a computer that can execute various functions by installing various programs, such as a server, a general-purpose smartphone, or a personal computer.

[0092] The recording medium containing such a program may be composed of not only a removable medium (not shown) that is distributed separately from the device main body in order to provide the program to the user, but also a recording medium that is provided to the user in a state that it is pre-installed in the device main body.

[0093] In this specification, the steps describing the program to be 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.

[0094] To sum up, the information processing system to which the present invention is applied is sufficient as long as it has the following configuration, and can take on a variety of different embodiments. That is, an information processing device to which the present invention is applied (for example, the server 1 shown in FIGS. 1 to 3) a stress check result acquisition and classification means (e.g., stress check result acquisition and classification unit 51 in FIG. 3) for acquiring the results of a stress check for a subject (e.g., a natural person (employee) belonging to a specified organization) that is composed of multiple elements (e.g., each sub-item of the stress check result in FIG. 6), and classifying the multiple elements included in the results into one of a first item related to the causes of stress in the workplace (e.g., the causes of work-related stress in Case 1 in FIGS. 6 to 8), a second item related to subjective physical and mental symptoms caused by stress (e.g., the physical and mental reactions caused by stress in Case 1 in FIGS. 6 to 8), and a third item related to support from other workers in the workplace (e.g., other factors that affect stress in Case 1 described below); a labeling means (for example, the labeling unit 52 in FIG. 3) for extracting and labeling elements that satisfy a predetermined standard (for example, standard values ​​relating to the direct area and indirect area in case 1 in FIGS. 6 to 8) from one or more of the elements classified into each of the first to third items in the obtained stress check results (for example, for the first item described above, extracting the quantity of work and the quality of work as elements that are above the specified value in case 1 in FIGS. 6 to 8 and need improvement; in other words, labeling the first item (cause of work-related stress) as the quantity of work and the quality of work); a recommendation means (e.g., recommendation unit 53 in FIG. 3) that outputs, as recommendation information, specific efforts (e.g., recommendations shown in FIG. 8) to alleviate or prevent stress in the subject or a person related to the subject (e.g., the subject's superior, colleague, doctor, etc.) based on a history of correspondence between the results of the stress check and the efforts implemented for each of one or more people who have taken the stress check in the past, and the results of labeling by the labeling means for the subject (e.g., the labeling shown in step S2 in FIG. 4); It is enough to have this.

[0095] This allows recommendations based on stress checks to be made to the subject and their associates.

[0096] The predetermined criteria include a first criterion (e.g., a criterion for the direct area in FIG. 5) of extracting elements that are above a specified value (e.g., a score of 4 in FIG. 6) and require improvement. It is possible.

[0097] The predetermined criteria also include a second criterion (for example, a criterion for the indirect area in FIG. 5 ) for extracting elements that do not reach the predetermined value but require attention in relation to elements that exceed the predetermined value. It is possible.

[0098] The personal attributes include remuneration information (for example, information related to the remuneration amount (annual income) described above), The recommendation means outputs the recommendation information taking into account the reward information (for example, Example C4-C of Case 4 in FIG. 17 ), It is possible. This allows, for example, if the cause of a subject's stress is likely to be the balance between workload and compensation, recommendation information can be output to the relevant parties to encourage appropriate work allocation or a review of evaluations and compensation.

[0099] In addition, information regarding the subject's personal power (for example, the above-mentioned information regarding personal power, i.e., information regarding personal power defined as the power that a person can achieve in a business situation, etc.) and information regarding organizational power (for example, the above-mentioned information regarding organizational power, i.e., information regarding organizational power that refers to the ability of the entire organization, which is a collection of individuals, etc.) is further obtained, The recommendation means outputs the recommendation information in consideration of information about the subject's personal strength and information about the organizational strength (e.g., Example C4-C of Case 4 in FIG. 17 ); It is possible. This allows us to understand the gap between the target person's potential and their current situation, and recommend specific improvement measures, such as assigning them an appropriate role.

[0100] In addition, the results of stress checks of multiple subjects (for example, the stress check results in Figure 15) were compared and analyzed. The recommendation means outputs recommendation information to the subject's superior or a human resources department based on the results of the comparison and analysis (for example, Example C4-C of Case 4 in FIG. 17 ). It is possible. This makes it possible to identify organizational issues, such as imbalances in evaluation and reward systems, that cannot be identified at the individual level, and to make recommendations that lead to improvements across the organization.

[0101] Further, the recommendation means outputs the recommendation information based on at least one of a first case pattern that derives recommendation information from cases in which improvement in stress results was observed and a second case pattern that derives recommendation information from cases in which stress tolerance is observed (see, for example, the recommendation output logic shown by logic LOG in FIG. 5 ) (for example, Example C4-C of Case 4 in FIG. 17 ), It is possible. This makes it possible to provide practical recommendations that reflect measures that have actually been proven effective and the characteristics of personnel and organizations that are resilient to stress, rather than simply theoretical recommendations, thereby increasing the accuracy of the effectiveness of the recommendations.

[0102] Furthermore, the recommendation means detects a difference in the balance between the evaluation of human capabilities and compensation between a first subject (e.g., Mr. A in FIG. 16 ) and a second subject (e.g., Mr. B in FIG. 16 ), and outputs recommendation information suggesting a review of the compensation system or evaluation system to the human resources department as the relevant party based on the difference (e.g., Example C4-C of Case 4 in FIG. 17 ). It is possible. This will allow us to discover organizational issues that cannot be identified by the stress check results of a single individual, and to propose system-level improvements to the HR department. This will also increase the possibility of addressing stress factors across the entire organization from the root, rather than just addressing the individual.

[0103] Furthermore, the recommendation means compares the evaluation of the subject's human power (for example, the above-mentioned evaluation of human power, i.e., the evaluation of human power defined as the person's ability to accomplish things in a business situation) with the results of the stress check, and if there is a possibility that the subject's current role is insufficient compared to the evaluation of the subject's human power, it outputs recommendation information to the relevant person suggesting that the subject be given a more advanced role (for example, Example C4-C of Case 4 in FIG. 17 ). It is possible. By analyzing the relationship between a person's abilities and the results of stress checks, we can propose solutions that go beyond simple stress reduction measures to proactively assign roles to individuals to make the most of their potential, which will contribute not only to stress reduction but also to improving organizational performance. [Explanation of symbols]

[0104] 1 Server, 2 Subject terminal, 3 Related party terminal, 11 CPU, 12 ROM, 13 RAM, 14 Bus, 15 Input / output interface, 16 Input section, 17 Output section, 18 Storage section, 19 Communication section, 20 Drive, 30 Removable media, 51 Stress check result acquisition and classification section, 52 Labeling section, 53 Recommendation section, 81 Stress check result information DB, 82 Past result and history information DB

Claims

1. a stress check result acquisition and classification means for acquiring the results of a stress check for a subject, which is composed of multiple elements, and classifying the multiple elements included in the results into one of a first item related to causes of stress in the workplace, a second item related to subjective physical and mental symptoms caused by stress, and a third item related to support from other workers in the workplace; a labeling means for extracting and labeling elements that satisfy a predetermined standard from one or more elements classified into each of the first to third items in the acquired results of the stress check; a recommendation means for outputting, as recommendation information, specific efforts to alleviate or prevent stress in the subject or a person related to the subject, based on a history of correspondence between the results of the stress check and the efforts implemented for each of one or more people who have taken the stress check in the past, and the labeling results of the subject by the labeling means; An information processing device comprising:

2. The predetermined criteria include a first criterion of extracting elements that are equal to or greater than a specified value and require improvement. The information processing device according to claim 1 .

3. the predetermined criteria include a second criterion of extracting an element that has not reached the specified value but requires attention in relation to an element that has exceeded the specified value; The information processing device according to claim 2 .

4. The personal attributes include remuneration information; The recommendation means outputs the recommendation information in consideration of the reward information. The information processing device according to claim 1 .

5. further obtaining information regarding the subject's human force and information regarding the subject's tissue force; the recommendation means outputs the recommendation information in consideration of information about the subject's personal strength and information about the subject's organizational strength. The information processing device according to claim 1 .

6. Compare and analyze the results of stress tests for multiple subjects, The recommendation means outputs recommendation information to the subject's superior or a human resources department based on the result of the comparative analysis. The information processing device according to claim 1 .

7. The recommendation means outputs the recommendation information based on at least one of a first case pattern for deriving recommendation information from cases in which an improvement in stress results was observed and a second case pattern for deriving recommendation information from cases in which stress tolerance was observed. The information processing device according to claim 1 .

8. The recommendation means detects a difference in the balance between the evaluation of human capabilities and the compensation between the first subject and the second subject, and outputs recommendation information suggesting a review of the compensation system or the evaluation system based on the difference to the human resources department as the relevant party. The information processing device according to claim 1 .

9. The recommendation means compares the evaluation of the subject's human power with the result of the stress check, and if there is a possibility that the subject's current role is insufficient compared to the evaluation of the subject's human power, outputs recommendation information to the relevant person suggesting that the subject be given a more advanced role. The information processing device according to claim 1 .

10. An information processing method executed by an information processing device, a stress check result acquisition and classification step for acquiring the results of a stress check for a subject, which is composed of multiple elements, and classifying the multiple elements included in the results into one of a first item related to causes of stress in the workplace, a second item related to subjective physical and mental symptoms caused by stress, and a third item related to support from other workers in the workplace; a labeling step of extracting and labeling elements that satisfy a predetermined criterion from one or more elements classified into each of the first item to the third item in the acquired results of the stress check; a recommendation step of outputting, as recommendation information, specific efforts to alleviate or prevent stress in the subject or a related person, based on a history of correspondence between the results of the stress check and the efforts implemented for each of one or more people who have taken the stress check in the past, and the labeling results for the subject in the labeling step; An information processing method comprising:

11. On the computer, a stress check result acquisition and classification step for acquiring the results of a stress check for a subject, which is composed of multiple elements, and classifying the multiple elements included in the results into one of a first item related to causes of stress in the workplace, a second item related to subjective physical and mental symptoms caused by stress, and a third item related to support from other workers in the workplace; a labeling step of extracting and labeling elements that satisfy a predetermined criterion from one or more elements classified into each of the first item to the third item in the acquired results of the stress check; a recommendation step of outputting, as recommendation information, specific efforts to alleviate or prevent stress in the subject or a related person, based on a history of correspondence between the results of the stress check and the efforts implemented for each of one or more people who have taken the stress check in the past, and the labeling results for the subject in the labeling step; A program that executes control processing including:

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