Information processing system, information processing method, and program

Abstract

To determine the appropriate number of human resources in each of a plurality of organization units constituting an organization.SOLUTION: In an information processing system, a server device and a client device are connected to communicate with each other over a network. The server device receives, from the client device, a request to display a sufficiency rate display screen based on a predetermined operation, to obtain internal information of an organization, estimates the appropriate number of persons in each of a plurality of organization units constituting the organization based on the internal information, determines a sufficiency rate of the number of persons in each of the organization units constituting the organization based on the appropriate number of persons and the number of persons belonging to each of the organization units constituting the organization, and outputs a screen including information indicating the sufficiency rate to the client device.SELECTED DRAWING: Figure 4

Description

[Technical Field]

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

[0002] Patent Document 1 discloses a recruitment support method for supporting recruitment of personnel by an organization. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Publication No. 2020-091808 Summary of the Invention [Problem to be solved by the invention]

[0004] There is a demand to know the appropriate number of personnel in each of the multiple organizational units that make up an organization. The technology in Patent Document 1 cannot satisfy this demand. [Means for solving the problem]

[0005] According to one aspect of the present disclosure, an information processing system is provided. The information processing system has at least one or more control units. The control unit acquires internal information about an organization. The control unit estimates an appropriate number of employees for each of multiple organizational units that make up the organization based on the internal information. The control unit calculates a staffing rate for each of multiple organizational units that make up the organization based on the number of employees and the appropriate number of employees in each of the multiple organizational units that make up the organization. The control unit outputs a screen that includes information indicating the staffing rate. [Brief explanation of the drawings]

[0006] [Figure 1] FIG. 1 is a diagram illustrating an example of a system configuration of an information processing system. [Figure 2]FIG. 2 is a diagram illustrating an example of a hardware configuration of the server device. [Figure 3] FIG. 3 is a diagram illustrating an example of a hardware configuration of the client device. [Figure 4] FIG. 4 is a sequence diagram illustrating an example of information processing in the information processing system. [Figure 5] FIG. 5 is a diagram showing an example of the fulfillment rate display screen. [Figure 6] FIG. 6 is a diagram showing an example of the fulfillment rate display screen. [Figure 7] FIG. 7 is a diagram showing an example of the fulfillment rate display screen. [Figure 8] FIG. 8 is a diagram showing an example of the fulfillment rate display screen. [Figure 9] FIG. 9 is a diagram showing an example of the fulfillment rate display screen. [Figure 10] FIG. 10 is a diagram showing an example of the fulfillment rate display screen. [Figure 11] FIG. 11 is a diagram showing an example of the fulfillment rate display screen. [Figure 12] FIG. 12 is a sequence diagram showing an example of information processing in the information processing system according to the tenth modification. [Figure 13] FIG. 13 is a sequence diagram showing an example of information processing in the information processing system according to the twelfth modification. DETAILED DESCRIPTION OF THE INVENTION

[0007] Hereinafter, embodiments of the present invention will be described with reference to the drawings. Various features shown in the following embodiments can be combined with each other. The same applies to the following modified examples.

[0008] In the embodiments, a "unit" may include, for example, a combination of hardware resources implemented by a circuit in the broad sense and software information processing that can be specifically realized by these hardware resources. Furthermore, the embodiments handle various types of information, which may be represented by, for example, physical values ​​of signal values ​​representing voltage and current, high and low signal values ​​as a binary bit set consisting of 0 or 1, or quantum superposition (so-called quantum bits), and communication and calculations may be performed on the circuit in the broad sense.

[0009] In addition, a circuit in the broad sense is a circuit realized by at least appropriately combining a circuit, circuitry, a processor, a memory, etc. That is, it includes an application specific integrated circuit (ASIC), a programmable logic device (e.g., a simple programmable logic device (SPLD), a complex programmable logic device (CPLD), and a field programmable gate array (FPGA)), etc.

[0010] <Embodiment 1> 1. System configuration diagram Fig. 1 is a diagram showing an example of the system configuration of an information processing system 1000. As shown in Fig. 1, the information processing system 1000 includes, as a system configuration, a server device 100 and a client device 110. The server device 100 and the client device 110 are communicably connected via a network 150. The network 150 may include either or both of a WAN (Wide Area Network) and the Internet. The network 150 is configured to allow devices connected to the network 150 to communicate with each other via wired and wireless connections.

[0011] The server device 100 provides a function of estimating the appropriate number of employees for each of multiple organizational units that make up an organization based on internal information about the organization, obtaining information about the number of employees in each organization and the current and / or future appropriate number of employees, and outputting the current and / or future sufficiency rate for each organization. Organizations include, for example, so-called companies, individual businesses, local governments, schools, and other organizations. In the present specification, a company will be used as an example of an organization. The server device 100 executes the main processes of the first embodiment and the like.

[0012] The client device 110 is a device or terminal used by a company employee, etc. The client device 110 displays screens such as those shown in Figs. 5 to 11, which will be described later.

[0013] For simplicity of explanation, FIG. 1 shows only one client device 110 included in the information processing system 1000, but the information processing system 1000 may include multiple client devices 110. Also, while FIG. 1 illustrates the client device 110 as a PC (Personal Computer), the client device 110 is not limited to a PC. The client device 110 may be a smartphone or a tablet terminal. The client device 110 may be any device that can display the screens described below.

[0014] Here, the claimed information processing system may be composed of multiple devices or may be composed of a single device. When the claimed information processing system is composed of a single device, an example of the single device is server device 100. When the information processing system is composed of multiple devices, the multiple devices may be, for example, multiple server devices that provide the functions of server device 100 in the form of a cloud server.

[0015] 2. Hardware Configuration (1) Hardware Configuration of Server Device 100 FIG. 2 is a diagram illustrating an example of a hardware configuration of the server device 100. As shown in FIG. 2, the server device 100 includes, as its hardware configuration, a control unit 210, a storage unit 220, a communication unit 230, and a communication bus 240. The control unit 210, the storage unit 220, and the communication unit 230 are electrically connected within the server device 100 via the communication bus 240.

[0016] The control unit 210 is, for example, a central processing unit (CPU) or the like, and performs overall processing and control related to the server device 100. The control unit 210 realizes various functions related to the server device 100 by reading out predetermined programs stored in the storage unit 220. In other words, information processing by software stored in the storage unit 220 is specifically realized by the control unit 210, which is an example of hardware, and can be executed as each functional unit included in the control unit 210. These will be described in further detail in the next section. Note that the control unit 210 is not limited to being single, and multiple control units 210 may be provided for each function. A combination of these may also be used.

[0017] The storage unit 220 stores various pieces of information defined above. This may be, for example, a storage device such as an HDD (Hard Disk Drive), ROM (Read Only Memory), RAM (Random Access Memory), or SSD (Solid State Drive) that stores various programs related to the server device 100 executed by the control unit 210, or a memory that stores temporarily required information (arguments, arrays, etc.) related to program calculations, or any combination thereof, and stores programs, data used when the control unit 210 executes processing based on the programs, etc. The storage unit 220 is an example of a storage medium. The program for realizing the software appearing in the embodiments may be provided as a non-transitory computer-readable medium, or may be provided so that it can be downloaded from an external server, or may be provided so that the program is started on an external computer and its functions are realized on a client terminal (so-called cloud computing).

[0018] In the present specification, data (such as internal company information, which will be described later) used by control unit 210 when executing processing based on a program is described as being stored in storage unit 220, but the data may also be stored in a storage unit of another device that can communicate with server device 100. In other words, the data may be stored in a storage unit of any device as long as it can be referenced or acquired by control unit 210. The program control unit 210 executes processing based on a program stored in storage unit 220, thereby realizing the functions of server device 100 and the processing of server device 100 in the sequence diagrams shown in FIGS. 4, 12, and 13, which will be described later.

[0019] The communication unit 250 connects the server device 100 to the network 150 and controls communication with other devices. The communication unit 250 may be a wired communication means such as USB, IEEE 1394, Thunderbolt (registered trademark), wired LAN network communication, etc., or may also include wireless LAN network communication, mobile communication such as 3G / LTE / 5G, BLUETOOTH (registered trademark) communication, etc. as needed. In other words, it is more preferable to implement the communication unit 250 as a collection of multiple communication means. In other words, the server device 100 may communicate various information from the outside via the communication unit 250 and the network 150. The number of each piece of hardware constituting the server device 100 is not limited to one, and may be multiple. The server device 100 may be in an on-premise form or in a cloud form. As a cloud-based server device 10, the above-mentioned functions and processes may be provided in the form of, for example, SaaS (Software as a Service) or cloud computing.

[0020] (2) Hardware Configuration of the Client Device 110 FIG. 3 is a diagram illustrating an example of the hardware configuration of the client device 110. As shown in FIG. As shown in FIG. 3, the client device 110 includes, as its hardware configuration, a control unit 310, a storage unit 320, an input unit 330, an output unit 340, a communication unit 350, and a communication bus 360.

[0021] The control unit 310 is, for example, a central processing unit (CPU) or the like, and performs overall processing and control related to the client device 110. The control unit 310 realizes various functions related to the client device 110 by reading out predetermined programs stored in the storage unit 320. In other words, information processing by software stored in the storage unit 320 is specifically realized by the control unit 310, which is an example of hardware, and can be executed as each functional unit included in the control unit 310. These will be described in further detail in the next section. Note that the control unit 310 is not limited to being a single unit, and multiple control units 310 may be provided for each function. A combination of these may also be used.

[0022] The memory unit 320 stores various information as defined above. This may be, for example, a storage device such as an HDD, ROM, RAM, or SSD that stores various programs related to the client device 110 executed by the control unit 310, a memory that stores temporarily required information (arguments, arrays, etc.) related to program calculations, or any combination thereof. The memory unit 320 stores programs, data used by the control unit 310 when executing processing based on the programs, and the like. The memory unit 320 is an example of a storage medium. Although the specification describes data used by the control unit 310 when executing processing based on the programs as being stored in the memory unit 320, the data may also be stored in a memory unit of another device that can communicate with the client device 110. That is, the data may be stored in a memory unit of any device that the control unit 310 can reference or acquire. The control unit 310 executes processing based on the programs stored in the memory unit 320, thereby realizing the functions of the client device 110 and the processing of the client device 110 in the sequence diagrams shown in Figures 4, 12, and 13 (described later).

[0023] The input unit 330 is a device that inputs information to the client device 110 in response to an operation by an operator. The input unit 330 accepts an operation input made by a user. The operation input is transferred as a command signal to the control unit 310 via the communication bus 360. The control unit 310 can execute predetermined control or calculation based on the transferred command signal as necessary. The input unit 330 may be included in the housing of the client device 110 or may be externally attached. For example, the input unit 330 may be implemented as a touch panel integrated with the output unit 340. When the input unit 330 is implemented as a touch panel, the user can input tap operations, swipe operations, etc. to the input unit 330. Instead of a touch panel, a switch button, a mouse, a trackpad, a QWERTY keyboard, etc. can be used as the input unit 330.

[0024] The output unit 340 is, for example, a display, and is a device that outputs information as a screen of a graphical user interface (GUI) that can be operated by a user. The output unit 340 may be included in the housing of the client device 110, or may be attached externally. Specifically, the output unit 340 may be implemented as a display device such as a CRT display, a liquid crystal display, an organic EL display, or a plasma display. It is preferable that these display devices are implemented by selectively using them depending on the type of client device 110.

[0025] The communication unit 350 connects the client device 110 to the network 150 and controls communication with other devices.

[0026] 3. Information Processing The information processing of the first embodiment will be described below.

[0027] (1) Overview of the process The control unit 210 acquires internal information about the company. Based on the internal information, the control unit 210 estimates the current or future optimum number of employees for each of the multiple organizational units that make up the company. The control unit 210 calculates the staffing ratio for each of the multiple organizational units that make up the company based on the number of employees and the optimum number of employees in each of the multiple organizational units that make up the company. The control unit 210 outputs a screen including information indicating the staffing ratio.

[0028] With this configuration, it is possible to output information indicating an appropriate fulfillment rate for each of the multiple organizational units that make up the company. The organizational units that make up a company refer to the components of the organizational structure established to carry out the company's business, etc. Examples of organizational units include business divisions, headquarters, departments, sections, divisions, groups, and projects. Below, we will explain using a department as an example of an organizational unit.

[0029] (2) Details of the processing FIG. 4 is a sequence diagram showing an example of information processing in the information processing system 1000. As shown in FIG. In sequence SQ401, the control unit 310 of the client device 110 transmits a display request for a fulfillment rate display screen based on a predetermined operation to the server device 100. The control unit 210 receives the display request for the fulfillment rate display screen from the client device 110.

[0030] In sequence SQ402, the control unit 210 acquires internal information about the company from the memory unit 220 or the like. The internal information about the company includes at least the company's business plan. The company's business plan includes the company's future sales targets or personnel plans (for example, number of employees, personnel costs, recruitment targets, managerial staff ratio, etc.). In the following description, "one year from now" is used as an example of "future." However, this does not limit the embodiment. It may also be after a predetermined period of time has passed, such as two years from now or three years from now. The sales target may be sales amount, or may be information set by the control unit 210 based on the following information. The same applies hereinafter. Number of subscribers Average sales price per customer ·Churn rate

[0031] In addition, if the business plan includes sales for the current period and a sales growth rate for one year from now, rather than a sales target for one year from now, the control unit 210 may determine the sales target for one year from now based on the sales for the current period and the sales growth rate for one year from now, which are included in the business plan. For the sake of simplicity, the following explanation will be given assuming that the business plan includes a sales target for one year from now.

[0032] Internal company information further includes the following: -Company sales targets for the current year and one year from now ·Company sales targets for this fiscal year The current number of employees in each department that makes up the company - Number of people who previously belonged to each department that makes up the company ·Company's past sales Configuration information that shows the company's configuration Here, the corporate configuration information includes the names of departments, the roles of the departments, relationship information between departments, the names of department managers, the job titles of the managers, contact information for the managers, facial images of the managers, names of members of the departments, job titles of the members, contact information for the members, facial images of the members, etc. The control unit 210 generates an organizational chart, which will be described later, based on the configuration information. In the following description, "one year ago" is used as an example of "past." However, this does not limit the embodiment. It may be two years ago, three years ago, or any other time before a predetermined period has elapsed.

[0033] In sequence SQ403, the control unit 210 estimates the appropriate number of employees for each of the multiple departments that make up the company one year from now based on the acquired internal information. For example, if the sales target for one year from now is 1.5 times the sales for this fiscal year, the control unit 210 estimates the appropriate number of employees for each department one year from now to be 1.5 times the current number of employees. The control unit 210 also estimates the appropriate number of employees currently for each of the multiple departments that make up the company based on the acquired internal information. For example, if the sales target for this fiscal year is 1.2 times the sales for one year ago, the control unit 210 estimates the appropriate number of employees for each department for this fiscal year to be 1.2 times the number of employees for each department one year ago. For simplicity of explanation, the following description will be given assuming that the control unit 210 estimates the appropriate number of people in the future unless otherwise specified. Furthermore, the number of employees included in the internal information may include information on company members who concurrently work in multiple departments, etc. For example, if an employee concurrently works in two departments (Department A and Department B) and the ratio of work between them is A:B, 30%:70%, the employee may be counted as 0.3 employees in Department A and 0.7 employees in Department B, and may be included in the number of employees.

[0034] The control unit 210 may estimate the appropriate number of employees based on different estimation methods depending on whether the departments that make up the company are indirect departments or direct departments.

[0035] Direct departments are departments that directly contribute to a company's sales, such as the sales department, manufacturing department, and development department, and are also called the front office. Indirect departments are departments that play a role in supporting corporate activities and indirectly contribute to sales and profits by supporting the work of direct departments, such as the human resources department, general affairs department, accounting department, legal department, and public relations department, and are also called the back office. Note that what constitutes a direct department and what is an indirect department may vary depending on the company. Information on whether each of the multiple departments that make up a company is an indirect or direct department is included in internal information.

[0036] For example, if the departments that make up a company are direct departments, the control unit 210 estimates the appropriate number of employees for each of the multiple departments that make up the company based on the sales budget for one year from now for each of the multiple departments that make up the company and the sales efficiency of each of the multiple departments that make up the company. That is, in this type of configuration, the internal information of the company includes the sales budget for one year from now and the sales efficiency for each of the multiple departments that make up the company. The sales efficiency is the sales per employee.

[0037] For example, if the departments constituting a company are indirect departments, the control unit 210 may estimate the appropriate number of employees for each of the departments constituting the company based on key performance indicators (KPIs) and the growth rates of the KPIs one year from now (e.g., calculated from a business plan and / or past performance). That is, in such a configuration, the internal information of the company includes, for the indirect departments, KPIs and the growth rates of the KPIs one year from now. Note that the KPIs and the growth rates of the KPIs one year from now may be set to different values ​​for each indirect department. For example, if the department is the human resources department, the KPIs may be organizational information such as the number of employees. If the department is the intellectual property department, the KPIs may be intellectual property information such as the number of patents, trademarks, etc. applied for. If the department is the accounting department, the KPIs may be financial information such as capital. For the legal department, the KPIs may be the number of contracts, etc.

[0038] In sequence SQ404, the control unit 210 calculates the staffing level for each of the multiple departments one year from now based on the estimated appropriate number of employees one year from now and the estimated number of employees one year from now, using the following (Equation 1A). Fulfillment rate one year later = Number of employees in each department one year later / Appropriate number of employees in each department one year later (Formula 1A) The process of sequence SQ404 is an example of a process in which control unit 210 acquires the staffing level for each of a plurality of departments that make up a company based on the optimum number of employees and the number of employees. For example, the control unit 210 may input the current number of employees into the trained model and obtain the number of employees output from the trained model as the number of employees one year from now. The trained model is a trained model that is trained using the past number of employees in each department as input data and the current number of employees in each department as output data. Note that the control unit 210 may estimate the turnover rate for each department based on internal information, as described below, and estimate the number of employees one year from now from the estimated turnover rate. The turnover rate is an index that represents the proportion of workers who were employed at a given time who left that job within a certain period of time. One example of the turnover rate is the resignation rate. Another example of the turnover rate is the leave of absence rate.

[0039] Similarly, the control unit 210 calculates the current staffing sufficiency rate for each of a plurality of departments using the following (Equation 1B) based on the estimated current optimum number of employees and the current number of employees. Current sufficiency rate = current number of employees in each department / current appropriate number of employees in each department (Equation 1B) The control unit 210 may calculate the sufficiency rate for each role (each position). For example, when calculating the sufficiency rate for each department of a company, the control unit 210 may calculate the sufficiency rate of the manager of the department and the sufficiency rate of the person under management of the department. Furthermore, if the person under management has different roles, such as an engineer and an administrative staff member, the control unit 210 may calculate the sufficiency rate for each role. The same applies hereinafter.

[0040] In sequence SQ405, control unit 210 generates a screen (fulfillment rate display screen) based on the company configuration information and the found fulfillment rate. In sequence SQ406, the control unit 210 transmits the generated fulfillment rate display screen to the client device 110. In sequence SQ407, the control unit 310 of the client device 110 controls the output unit 340 to display the received fulfillment rate display screen.

[0041] FIG. 5 shows an example of a staffing level display screen 500. The staffing level display screen 500 includes a portion of an organizational chart 501 showing the company's structure. The staffing level display screen 500 also includes the staffing levels of each department. The staffing level is an example of information related to the appropriate number of employees. In the example shown in FIG. 5, information 510 indicates the total staffing level for the SaaS Business Division one year from now. The total for the SaaS Business Division refers to the total for the Product Planning Department, Product Design Department, Product Development Department, Quality Control Department, and Customer Service Department within the SaaS Business Division. Note that the staffing level of the SaaS Business Division's staff attached to the SaaS Business Division may be displayed instead of the total staffing level for the SaaS Business Division. This also applies to the following figures (FIGS. 6 to 10). Information 520 indicates the staffing level for the Product Planning Department within the SaaS Business Division one year from now. Information 530 indicates the staffing level for the Product Design Department within the SaaS Business Division one year from now. Information 540 indicates the staffing level for the Product Development Department within the SaaS Business Division one year from now. Information 550 indicates the sufficiency rate of the quality control department in the SaaS business headquarters one year from now. Information 560 indicates the sufficiency rate of the customer service department in the SaaS business headquarters one year from now.

[0042] 5, the fulfillment rate is indicated by a number (for example, 90%, 60%, etc.), but the control unit 210 may indicate the fulfillment rate by the number of pictograms representing people, etc., instead of or in addition to the number, or may indicate the fulfillment rate in a visually comprehensible manner, such as a doughnut graph. Pictograms can also be called thumbnails.

[0043] FIG. 6 is a diagram showing an example of a fulfillment rate display screen 1200. In the example of FIG. 6, fulfillment rates are displayed using thumbnails. In the example of FIG. 6, information 1210 shows the fulfillment rate for the SaaS Business Division one year from now. The black human-shaped thumbnail indicates fulfillment. The white human-shaped thumbnail indicates insufficiency. Information 1210 shows a fulfillment rate of 4.3 / 5, or approximately 86%. Information 1220 shows the fulfillment rate for the Product Planning Department within the SaaS Business Division one year from now. Information 1220 shows a fulfillment rate of 1 / 1, or 100%. Information 1230 shows the fulfillment rate for the Product Design Department within the SaaS Business Division one year from now. Information 1230 shows a fulfillment rate of 1.1 / 1, or 110%. Information 1240 shows the fulfillment rate for the Product Development Department within the SaaS Business Division one year from now. Information 1240 indicates a fulfillment rate of 3 / 5, or 60%. Information 1250 indicates the fulfillment rate of the Quality Control Department within the SaaS Business Headquarters one year from now. Information 1250 indicates a fulfillment rate of 4.5 / 5, or 90%. Information 1260 indicates the fulfillment rate of the Customer Service Department within the SaaS Business Headquarters one year from now. Information 1250 indicates a fulfillment rate of 3.5 / 5, or 70%. As mentioned above, the control unit 210 may display a number indicating the fulfillment rate along with the thumbnail.

[0044] The doughnut graph can also be called an indicator display. As another example, the control unit 210 may simply indicate the type of excess or shortage of capacity, or may display information indicating the degree of excess or shortage in multiple stages as a fulfillment rate, such as "significant shortage," "slight shortage," "neither excess nor shortage," "slight excess," and "significant excess." The same applies to the following modified examples.

[0045] According to the first embodiment, the control unit 210 can output a screen including an organizational chart and the sufficiency rate of each department (division). In this manner, a recruiter in the human resources department or the like can ascertain which departments are currently and / or in the future short of staff, and can carry out optimal recruiting activities. The control unit 210 may also output a screen including an organizational chart, the current sufficiency rate of each department (division), and the current and / or future sufficiency rate. This process is an example of the control unit 210 including information on changes in the sufficiency rate over time on the screen.

[0046] FIG. 7 is a diagram showing an example of a fulfillment rate display screen 1300. In the example of FIG. 7, information 1310 to information 1360 are added compared to FIG. 6. Information 1310 indicates the current fulfillment rate of the SaaS Business Headquarters. Information 1320 indicates the current fulfillment rate of the Product Planning Department within the SaaS Business Headquarters. Information 1330 indicates the current fulfillment rate of the Product Design Department within the SaaS Business Headquarters. Information 1340 indicates the current fulfillment rate of the Product Development Department within the SaaS Business Headquarters. Information 1350 indicates the current fulfillment rate of the Quality Control Department within the SaaS Business Headquarters. Information 1360 indicates the current fulfillment rate of the Customer Service Department within the SaaS Business Headquarters. As described above, the control unit 210 may display a number indicating the fulfillment rate along with the thumbnail. 7 shows the current fulfillment rate one year from now as an example of change in fulfillment rate over time, but the control unit 210 may be configured to display all fulfillment rates after a predetermined period of time, such as two years from now, three years from now, etc., on the screen instead of one year from now. Furthermore, the control unit 210 may generate and output a screen including estimated fulfillment rates for each year from now X years from now, in response to a setting operation via the screen. Furthermore, the control unit 210 may display change in fulfillment rate over time using a line graph, a bar graph, an area graph, a histogram, or the like.

[0047] For example, information 1310 indicates a 100% staffing rate. One year from now, information 1310 will change to information 1210. Information 1210 indicates a staffing rate of approximately 86%. Currently, the number of employees is optimal, but one year from now, there will be a shortage. The reasons for this shortage may be that the optimal number of employees will increase due to an increase in sales targets, and / or that even if there is an increase in employees, some staff are expected to be reduced due to transfers or turnover.

[0048] Furthermore, for example, information 1340 indicates a staffing rate of 80%. One year from now, information 1340 will change to information 1240. Information 1240 indicates a staffing rate of 60%. This indicates that there is currently a staffing shortage, but that there will be an even greater staffing shortage one year from now. As mentioned above, the cause of the shortage may be a change in the appropriate number of staff due to an increase or decrease in sales targets, and / or an expected reduction in staff due to transfers, leave of absence, retirement, etc.

[0049] <Variation 1> The following describes Modification 1 of Embodiment 1. Modification 1 is included in Embodiment 1, but is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 1 are the same as those in Embodiment 1.

[0050] The internal information of Modification 1 includes, in addition to the information described in Embodiment 1, information regarding recruitment costs for each of the multiple departments that make up the company. An example of information regarding recruitment costs is the amount of expenses that the company will incur in the future to hire employees, i.e., the amount of expenses that will be incurred in the future. However, the information regarding recruitment costs may also use the amount of expenses that the company actually incurred in hiring employees in the past. However, for simplicity of explanation, the following explanation will be based on the assumption that recruitment costs refer to the amount of expenses that will be incurred in the future. Recruitment costs may include internal costs and external costs. Internal costs are costs incurred in recruitment operations within the company. Examples of internal costs include labor costs for recruiters, labor costs for interviewers, transportation costs, accommodation costs, training costs, etc. Examples of external costs include fees to recruitment agencies, recruitment advertising costs, and fees for using recruitment tools including job sites.

[0051] The control unit 210 of the first modification generates a fulfillment rate display screen as shown in FIG. 8. FIG. 8 is a diagram showing an example of a fulfillment rate display screen 600. Compared to the fulfillment rate display screen 500, the fulfillment rate display screen 600 of the first modification includes the recruitment costs of each department along with the fulfillment rate. Information 610 includes the fulfillment rate and recruitment costs of the SaaS Business Headquarters. Information 620 includes the fulfillment rate and recruitment costs of the Product Planning Department within the SaaS Business Headquarters. Information 630 includes the fulfillment rate and recruitment costs of the Product Design Department within the SaaS Business Headquarters. Information 640 includes the fulfillment rate and recruitment costs of the Product Development Department within the SaaS Business Headquarters. Information 650 includes the fulfillment rate and recruitment costs of the Quality Control Department within the SaaS Business Headquarters. Information 660 includes the fulfillment rate and recruitment costs of the Customer Service Department within the SaaS Business Headquarters.

[0052] While FIG. 8 shows an example in which the hiring cost is displayed regardless of the value of the fulfillment rate, additional information such as the hiring cost may be displayed only for positions where the fulfillment rate is less than a predetermined value (e.g., less than 100%). The same applies to the modified examples shown below. When outputting additional information such as the hiring cost only for positions where the fulfillment rate is less than a predetermined value (e.g., less than 100%), the control unit 210 may display the hiring cost per person as additional information when there is a shortage of two personnel, or may display the hiring cost for two people as additional information.

[0053] Furthermore, the control unit 210 may also display additional information such as the recruitment cost when additional recruitment is carried out for positions where the fulfillment rate is equal to or greater than a predetermined value (e.g., 100% or greater). However, the control unit 210 may output the additional information in a different display mode depending on whether the fulfillment rate is less than the predetermined value (e.g., less than 100%) or equal to or greater than the predetermined value (e.g., 100% or greater).

[0054] According to the first modification, a screen can be generated and output that includes the recruitment costs along with the sufficiency rate of each department. This allows a recruiter in the human resources department, for example, to understand the departments that are currently and / or in the future short of staff and the recruitment costs for each department, and to carry out optimal recruitment activities.

[0055] The control unit 210 may estimate the recruitment costs for each position requirement in each department based not only on internal information such as the company's past performance data on recruitment costs, but also on external information such as market data on recruitment costs for companies similar to the company obtained from external services such as those that operate job-hunting sites. For example, the control unit 210 may estimate the recruitment costs for each position requirement in each department as the average value of the past recruitment costs for each position requirement in each department of the company and the recruitment costs for each position requirement in each department of companies similar to the company, or may estimate the median, mode, or the like as the recruitment costs for each position requirement in each department.

[0056] <Variation 2> The following describes Modification 2 of Embodiment 1. Modification 2 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 2 are the same as those in Embodiment 1.

[0057] The internal information of Modification 2 includes information about the hiring lead time for each of the multiple departments that make up the company, in addition to the information described in Embodiment 1. An example of the information about hiring lead time is the period (lead time) required for hiring. The period required for hiring is the period from the start of recruitment to the decision to hire. 9 shows an example in which the hiring lead time is displayed regardless of the value of the sufficiency rate, but as mentioned above, additional information such as hiring lead time may be displayed only for positions with a sufficiency rate below a predetermined value (for example, below 100%). The same applies to the following modified examples.

[0058] The control unit 210 of the second modification generates a fulfillment rate display screen as shown in FIG. 9. FIG. 9 is a diagram showing an example of a fulfillment rate display screen 700. Compared to the fulfillment rate display screen 500, the fulfillment rate display screen 700 of the second modification includes a hiring lead time in addition to the fulfillment rate. Information 710 includes the fulfillment rate and hiring lead time of the SaaS Business Headquarters. Information 720 includes the fulfillment rate and hiring lead time of the Product Planning Department within the SaaS Business Headquarters. Information 730 includes the fulfillment rate and hiring lead time of the Product Design Department within the SaaS Business Headquarters. Information 740 includes the fulfillment rate and hiring lead time of the Product Development Department within the SaaS Business Headquarters. Information 750 includes the fulfillment rate and hiring lead time of the Quality Control Department within the SaaS Business Headquarters. Information 760 includes the fulfillment rate and hiring lead time of the Customer Service Department within the SaaS Business Headquarters.

[0059] According to the second modification, a screen can be generated and output that includes the hiring lead time along with the vacancy rate for each department. This allows a recruiter in, for example, a human resources department, to understand which departments will be short of staff at present and / or in the future, as well as the hiring lead time for each department, and to carry out optimal hiring activities. More specifically, for example, if the vacancy rate indicates that there will be a shortage of one person in one year, and the hiring lead time is six months (180 days), the recruiter in, for example, a human resources department, will know that they will need to start hiring for the relevant position in the relevant department in six months' time.

[0060] The control unit 210 may estimate the hiring lead time for each position requirement in each department based not only on internal information such as the company's past hiring lead time, but also on external information such as market data related to hiring lead times obtained from external services such as those that operate job-changing sites. For example, the control unit 210 may estimate the hiring lead time for each position requirement in each department as the average value of the past hiring lead times for each position requirement in each department of the company and the hiring lead times for each position requirement in each department of companies similar to the company, or may estimate the median, mode, or the like as the hiring lead time for each position requirement in each department.

[0061] <Variation 3> The following describes Modification 3 of Embodiment 1. Modification 3 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 3 are the same as those in Embodiment 1.

[0062] The internal information of Modification 3 includes information related to the period since the start of employment in each of the multiple departments that make up the company (the employment period for positions that have already started but are not yet filled) in addition to the information described in Embodiment 1. An example of the information related to the period since the start of employment is the period since the start of employment. The control unit 210 of the third modification may output the additional information about the fulfilment rate for positions for which there is a period of time since the start of employment, or may output the additional information only for positions for which the fulfilment rate is less than a predetermined value (for example, less than 100%) and there is a period of time since the start of employment, as described above. The same applies to the modifications described below.

[0063] According to the third modification, a screen can be generated and output that includes the period since the start of recruitment along with the sufficiency rate for each department. This allows a recruiter in the human resources department, for example, to understand the current and / or future recruitment situation of each department and to carry out optimal recruitment activities.

[0064] The control unit 210 may estimate and list the period from the start of hiring for each position requirement in each department based not only on internal information but also on external information such as market data related to the period from the start of hiring obtained from external services such as those operating job-hunting sites. For example, the control unit 210 may estimate the period from the start of hiring for each position requirement in each department as the average value of the period from the start of hiring for each position requirement in each department of the company and the period from the start of hiring for each position requirement in each department of companies similar to the company, or may estimate the median, mode, or the like as the period from the start of hiring for each position requirement in each department.

[0065] <Variation 4> The following describes Modification 4 of Embodiment 1. Modification 4 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 4 are the same as those in Embodiment 1.

[0066] The internal information of Modification 4 includes information on the required population for position acquisition in each department (division) in addition to the information described in Embodiment 1. The required population for position acquisition refers to the hiring population required to hire a specified number of people. The control unit 210 of the fourth modification generates and outputs a screen including information on the required population for acquiring positions in each department along with the sufficiency rate of each department.

[0067] According to the fourth modification, a screen can be generated and output that includes information on the population required to fill positions along with the sufficiency rate of each department. This allows a recruiter in the human resources department, for example, to understand the departments that are currently and / or in the future short of staff and the population required to fill positions in each department, and to carry out optimal recruitment activities.

[0068] The control unit 210 may estimate the required population for obtaining a position for each position requirement in each department based not only on internal information such as the required population for obtaining a position in the past at the company, but also on external information such as market data related to the required population for obtaining a position obtained from external services such as those that operate job-hunting sites. For example, the control unit 210 may estimate the average value of the required population for obtaining a position for each position requirement in each department at the company and the required population for obtaining a position for each position requirement in each department at companies similar to the company as the required population for obtaining a position for each position requirement in each department, or may estimate the median, mode, or the like as the required population for obtaining a position for each position requirement in each department.

[0069] <Variation 5> The following describes Modification 5 of Embodiment 1. Modification 5 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 5 are the same as those in Embodiment 1.

[0070] The internal information of Modification 5 includes information on the return on investment (ROI) for recruitment for each department (division) in addition to the information described in Embodiment 1. For example, the control unit 210 of Modification 5 calculates the ROI by dividing the "value that the target talent brings to the company" by the "recruitment cost." An example of the "value that the target talent brings to the company" is ELTV (Employee Life Time Value). The control unit 210 of Modification 5 generates and outputs a screen that includes information on the ROI for each department along with the sufficiency rate for each department.

[0071] According to the fifth modification, a screen can be generated and output that includes information on the return on investment along with the sufficiency rate of each department. This allows a recruiter in the human resources department, for example, to understand the departments that are currently and / or in the future short of staff and the return on investment of each department, and to carry out optimal recruitment activities.

[0072] <Variation 6> The following describes Modification 6 of Embodiment 1. Modification 6 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 6 are the same as those in Embodiment 1.

[0073] In addition to the information described in the first embodiment, the internal information of the sixth variation includes expected value information regarding the occurrence rate or number of actions for the target job posting. "Actions for the target job posting" include employer actions, which are actions taken by employers based on the target job posting, and job seeker actions, which are actions taken by job seekers in response to the target job posting. Employer actions include direct actions initiated by the target job posting (e.g., sending a scouting document based on the target job posting) and indirect actions initiated by another action (e.g., sending a scouting document and making a job offer for a job posting for which a job seeker has replied, or closing a job for a job posting for which a scouting document has been sent). Job seeker actions also include direct actions initiated by the target job posting (e.g., applying for a job posting) and indirect actions initiated by another action (e.g., replying to a scouting document sent by the employer, accepting a job offer from the employer, or closing a job posting for which a job seeker has applied).

[0074] More specifically, the employer actions for which the control unit 210 of Modification 6 generates expected value information may include at least one of sending a scouting document to a job seeker based on the target job posting, the job seeker's reply to the scouting document, and the conclusion of a job offer with the job seeker. This makes it possible to obtain the expected value of each action that begins with the sending of a scouting document from the employer.

[0075] Furthermore, the job seeker actions for which the control unit 210 generates expected value information may include at least one of a job seeker applying to a job posting and a job offer being concluded for a job seeker who has applied. This makes it possible to obtain the expected value of each action that begins with a job seeker applying. Furthermore, the control unit 210 may generate expected value information regarding passing a job interview (first interview, second interview, etc.) or receiving a job offer as an action based on the target job posting.

[0076] The reference information includes a correlation between the content of the job posting and the occurrence or occurrence number of actions in the job posting. The reference information is stored, for example, in the storage unit 220. The reference information is an estimator constructed so that it can input a target job posting and output expected value information (a predicted occurrence rate or a predicted occurrence number of actions) for the target job posting. The reference information may be an expected value calculation model that has been trained so that it can input the target job posting and output expected value information. In this case, the control unit 210 inputs the target job posting into the expected value calculation model of the artificial intelligence unit 120 and causes the expected value calculation model to output expected value information. This allows for learning and modeling of trends in job postings that are likely to result in actions such as closing a deal (decision to hire a job seeker) based on a model that has learned information from a reference job posting, which is an actually used job posting. This makes it possible to generate expected value information based on the occurrence or occurrence number of actual actions in past job postings, and thus makes it possible to predict the occurrence rate and number of actions, thereby improving the accuracy of the predicted occurrence rate or number of actions.

[0077] The expected value calculation model is a learning model that predicts whether or not an action will occur in a target job posting, or the number of times it will occur. The expected value calculation model is a learning model that is trained using reference job postings for learning and data on the occurrence rate or number of occurrences of corresponding actions as training data. A "reference job posting" is a job posting that is registered or has been registered in the job posting database and that has actually posted or is currently posting a job. In this case, the parameters of the expected value calculation model that have been calculated or tuned through learning correspond to the correlation between the content of the job posting and whether or not an action will occur in the job posting, or the number of times it will occur.

[0078] The expected value calculation model may be a generative AI including a large-scale language model. In this case, the control unit 210 inputs the target job posting, inputs a prompt including an instruction to predict and output the occurrence rate or number of occurrences of actions in the target job posting, and causes the expected value calculation model to output the occurrence rate or number of occurrences of the actions. Furthermore, the control unit 210 may input, to the expected value calculation model, in addition to the instruction to predict and output the occurrence rate or number of occurrences of actions and the target job posting, a prompt that includes, as input and output samples, for example, one or more job posting samples and one or more corresponding action occurrence rate or number samples.

[0079] The control unit 210 may generate the probability of a job offer being concluded via the scout document as expected value information. This makes it possible to obtain the probability of a job offer being concluded for the target job posting. The probability of a job offer being concluded may be expressed as a probability such as a percentage, or may be obtained and expressed as a score. A job offer being concluded means that a job seeker accepts a job offer from a recruiter and a decision is made to hire the job seeker for the target job posting, and may also be referred to as a job offer decision. The probability of a job offer being concluded may also be referred to as the ease of conclusion, the expected level of conclusion, the possibility of conclusion, the ease of decision, the expected level of decision, or the possibility of decision.

[0080] The control unit 210 of the sixth modification generates and outputs a screen including the expected value information regarding the occurrence rate or number of occurrences of actions for the target job posting together with the fulfillment rate of each department.

[0081] According to the sixth modification, a screen can be generated and output that includes expected value information regarding the occurrence rate or number of actions taken on the target job posting along with the fulfillment rate for each department. This allows a recruiter in, for example, a human resources department, to grasp departments that currently and / or in the future will have a shortage of staff and the expected value information regarding the occurrence rate or number of actions taken on the target job posting for each department, thereby enabling optimal recruitment activities.

[0082] <Variation 7> The following describes Modification 7 of Embodiment 1. Modification 7 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 7 are the same as those in Embodiment 1.

[0083] The internal information of Modification 7 includes information on the performance trends of each department (division) in addition to the information described in Embodiment 1. The control unit 210 of Modification 7 generates and outputs a screen including the fulfillment rate of each department as well as information on the performance trends of each department. Examples of department performance include financial indicators, customer satisfaction indicators, and employee satisfaction indicators. The indicators used as department performance may be set to differ between direct departments and indirect departments.

[0084] According to the seventh modification, a screen can be generated and output that includes information on the performance trends of each department along with the sufficiency rate of each department. This allows a recruiter in the human resources department, for example, to grasp information on departments that are currently and / or in the future short of staff and the performance trends of each department, and to carry out optimal recruitment activities.

[0085] <Variation 8> The following describes Modification 8 of Embodiment 1. Modification 8 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 8 are the same as those in Embodiment 1.

[0086] The control unit 210 of Modification 8 generates a fulfillment rate display screen as shown in Fig. 10. Fig. 10 is a diagram showing an example of a fulfillment rate display screen 800. Compared to the fulfillment rate display screen 500, the fulfillment rate display screen 800 of Modification 8 includes information indicating the number of employees and information indicating the appropriate number of employees. An example of information indicating the appropriate number of employees is the appropriate number of employees. An example of information indicating the number of employees is the number of employees.

[0087] Information 810 includes the sufficiency rate, number of employees, and appropriate number of employees for the SaaS Business Headquarters. Information 810 includes 86 / 100, where 86 is the numerator and 100 is the appropriate number of employees. Information 820 includes the sufficiency rate, number of employees, and appropriate number of employees for the Product Planning Department within the SaaS Business Headquarters. Information 820 includes 20 / 20, where 20 is the numerator and 20 is the appropriate number of employees. Information 830 includes the sufficiency rate, number of employees, and appropriate number of employees for the Product Design Department within the SaaS Business Headquarters. Information 830 includes 22 / 20, where 22 is the numerator and 20 is the appropriate number of employees. Information 840 includes the sufficiency rate, number of employees, and appropriate number of employees for the Product Development Department within the SaaS Business Headquarters. Information 840 includes 12 / 20, where 12 is the numerator and 20 is the appropriate number of employees. Information 850 includes the staffing rate, number of employees, and appropriate number of employees for the Quality Control Department within the SaaS Business Headquarters. The numerator 18 of 18 / 20 included in information 850 is the number of employees, and the denominator 20 is the appropriate number of employees. Information 860 includes the staffing rate, number of employees, and appropriate number of employees for the Customer Service Department within the SaaS Business Headquarters. The numerator 14 of 14 / 20 included in information 860 is the number of employees, and the denominator 20 is the appropriate number of employees.

[0088] According to the eighth modification, a screen can be generated and output that includes the number of employees and the appropriate number of employees for each department along with the sufficiency rate for each department. This allows a recruiter in a human resources department, for example, to understand which departments will be short of employees now and / or in the future, as well as the actual number of employees and the appropriate number of employees for each department, and to carry out optimal recruitment activities.

[0089] In addition, in variant example 8, it has been explained that the number of employees and the appropriate number of employees are displayed on the fulfillment rate display screen along with the fulfillment rate, but the control unit 210 may also include either the number of employees or the appropriate number of employees along with the fulfillment rate on the display screen. The control unit 210 may also display the number of employees and the appropriate number of employees as thumbnails or indicators, as shown in the first embodiment. When displaying the number of employees as thumbnails, the control unit 210 may also display facial images, photographs, or arbitrary icons set by the user of the people who belong to the department. An icon is a small picture or symbol image displayed on the screen. This allows, for example, a recruiter in the human resources department to grasp the specific image of a specific person along with the sufficiency rate, making it easier to visualize the status of each organization, improving manageability, and also improving the visibility of information.

[0090] <Variation 9> The following describes Modification 9 of Embodiment 1. Modification 9 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 9 are the same as those in Embodiment 1.

[0091] The control unit 210 of the ninth modification generates a fulfillment rate display screen as shown in FIG. 11 . FIG. 11 is a diagram showing an example of the fulfillment rate display screen 900. Unlike the fulfillment rate display screen 500, the fulfillment rate display screen 900 of the ninth modification does not include an organizational chart. The fulfillment rate display screen 900 includes a department selection area 910 and a fulfillment rate display area 920. The department selection area 910 is an area where departments included in the company are displayed. The operator selects one department from the departments displayed in the department selection area 910. The example of FIG. 11 shows that "Corporate Planning Headquarters" has been selected in the department selection area 910. The fulfillment rate display area 920 is an area where a list of fulfillment rates for the departments selected in the department selection area 910 is displayed. In the example of FIG. 11 , a list of fulfillment rates for the departments of the Corporate Planning Headquarters is displayed. That is, the screen of FIG. 11 includes a list of information regarding the appropriate number of staff.

[0092] 11, all departments included in the Corporate Planning Headquarters are listed in ascending order from the lowest fulfillment rate, but this is not limiting. For example, in the example of Fig. 11, fulfillment rates below a predetermined value (100%) are given priority over fulfillment rates equal to or greater than the predetermined value (100%) and are written in capital letters, but the control unit 210 may output only fulfillment rates below a predetermined value (100%) in ascending order from the lowest fulfillment rate.

[0093] Furthermore, the control unit 210 may include the hiring cost together with the fulfillment rate on the screen, as shown in Modification Example 1. Then, based on a predetermined operation, the control unit 210 may rearrange the data (fulfillment rate+hiring cost) included in the list in descending order from the highest hiring cost, or may rearrange the data included in the list in ascending order from the lowest hiring cost.

[0094] Furthermore, the control unit 210 may also cause the screen to include the hiring lead time along with the fulfillment rate, as shown in Modification 2. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+hiring lead time) in descending order from the longest hiring lead time, or may rearrange the data included in the list in ascending order from the shortest hiring lead time.

[0095] Furthermore, the control unit 210 may also cause the period since the start of employment to be included on the screen together with the fulfillment rate, as shown in Modification Example 3. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate + period since the start of employment) in descending order from the longest period since the start of employment, or may rearrange the data included in the list in ascending order from the shortest period since the start of employment.

[0096] Furthermore, the control unit 210 may cause information on the required population for obtaining a position to be included on the screen together with the fulfillment rate, as shown in Modification Example 4. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+required population for obtaining a position) in descending order from the data with the largest required population for obtaining a position, or may rearrange the data included in the list in ascending order from the data with the smallest required population for obtaining a position.

[0097] Furthermore, the control unit 210 may cause information on the return on investment to be included on the screen together with the fulfillment rate, as shown in Modification 5. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+return on investment) in descending order from the highest return on investment, or may rearrange the data included in the list in ascending order from the lowest return on investment.

[0098] Furthermore, the control unit 210 may cause the screen to include, together with the fulfillment rate, information on expected values ​​regarding the rate or number of occurrences of actions for the target job posting, as shown in Modification Example 6. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate + expected values ​​regarding the rate or number of occurrences of actions) in descending order from the data with the highest expected value regarding the rate or number of occurrences of actions for the target job posting, or may rearrange the data included in the list in ascending order from the data with the lowest expected value regarding the rate or number of occurrences of actions for the target job posting.

[0099] Furthermore, the control unit 210 may cause information on department performance trends to be included on the screen together with the fulfillment rate, as shown in Modification Example 7. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate + department performance trends) in descending order from the one with the best department performance trends, or may rearrange the data included in the list in ascending order from the one with the worst department performance trends.

[0100] Furthermore, the control unit 210 may cause the number of employees and the appropriate number of employees to be displayed on the screen together with the fulfillment rate, as shown in Modification 8. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate + number of employees + appropriate number of employees) in descending order from the highest appropriate number of employees, or may rearrange the data included in the list in ascending order from the lowest appropriate number of employees. Also, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate + number of employees + appropriate number of employees) in descending order from the highest appropriate number of employees, or may rearrange the data included in the list in ascending order from the lowest appropriate number of employees.

[0101] According to Variation 9, a list of the vacancy rates for each department can be displayed on the screen. Along with the vacancy rates, the following can be displayed: recruitment costs, recruitment lead time, time since the start of recruitment, the required pool of candidates for the position, return on investment, the expected rate or number of actions taken on the job posting, department performance trends, and the number of employees or the optimum number of employees. The order of the data included in the list can also be changed by performing a specific operation. This allows a recruiter in the human resources department, for example, to grasp recruitment-related information for the entire organization and conduct optimal recruitment activities. The control unit 210 may select any combination of two or more pieces of information from a plurality of pieces of information such as recruitment cost, recruitment lead time, period from start of recruitment, required pool of candidates for position acquisition, return on investment, expected value regarding the occurrence rate or number of actions taken on the target job posting, tendency of department performance, number of employees or optimum number of employees, etc., and output the selected combination together with the fulfillment rate. In other words, the control unit 210 may output data on the screen that combines any two or more pieces of information from the above-mentioned plurality of pieces of information other than the fulfillment rate.

[0102] <Modification 10> The following describes Modification 10 of Embodiment 1. Modification 10 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 10 are the same as those in Embodiment 1.

[0103] FIG. 12 is a sequence diagram showing an example of information processing in the information processing system 1000 according to the tenth modification. The internal information of Variation 10 includes the results of a survey of each of the multiple departments that make up the company. The survey is an employee satisfaction survey conducted in the form of a questionnaire. The survey contents include, for example, satisfaction with the work content, satisfaction with the work environment, relationships with superiors and coworkers, empathy with the company's vision or philosophy, job satisfaction, satisfaction with career development, and satisfaction with salary and benefits. The questionnaire may be free-form or may be a rating scale in which employees select a number of points out of five.

[0104] In sequence SQ1001, the control unit 210 estimates the turnover rate for each department one year from now based on the results of a survey of employees in each of the multiple departments that make up the company, which are included in the internal information. The control unit 210, for example, inputs the survey results for each department into a trained model. The trained model is a trained model that has been trained using the survey results as input data and data indicating the likelihood of resignation (e.g., the percentage likelihood of resigning) as output data. The control unit 210 estimates the turnover rate for each department one year from the data indicating the likelihood of resignation for each position in each department that is output from the trained model, and the number of employees in each department. The processing of sequence SQ1001 is an example of a process for acquiring the turnover rate for each of multiple departments that make up an organization. The processing of sequence SQ1001 is also an example of a process for estimating the turnover rate for each of multiple departments that make up a company from the results of a survey.

[0105] In sequence SQ1002, the control unit 210 calculates the staffing level for each of multiple departments one year from now based on the appropriate number of employees one year from now, the current number of employees, and the turnover rate one year from now, using the following (Equation 2). Fulfillment rate one year from now = (Number of employees in each department one year from now - Current number of employees in each department x Turnover rate one year from now) / Appropriate number of employees in each department one year from now (Formula 2) The process of calculating the numerator in (Equation 2) is an example of a process of estimating the future number of employees in each of multiple organizational units that make up an organization based on the number of employees and the turnover rate. The process of calculating the sufficiency rate in (Equation 2) is an example of a process of calculating the future sufficiency rate of employees in each of multiple organizational units that make up an organization based on the future number of employees and the future optimum number of employees.

[0106] According to the tenth modification, the number of employees planning to resign can be estimated from the survey results, and the number of employees one year from now can be calculated by subtracting the number of employees planning to resign from the total number of employees. The fulfillment rate one year from now can then be calculated from the number of employees one year from now and the appropriate number of employees one year from now.

[0107] The survey content is not limited to the above, and may be something like eNPS (Employee Net Promoter Score). eNPS asks, "How likely are you to recommend your workplace to a close acquaintance or friend?" and quantifies the "workplace recommendation level." For example, the control unit 210 asks about the workplace recommendation level on an 11-point scale from 0 to 10, classifying 9 to 10 points as promoters, 7 to 8 points as neutrals, and 0 to 6 points as detractors. The control unit 210 then calculates the eNPS by subtracting the percentage of detractors from the percentage of promoters. The control unit 210 may acquire this quantified "workplace recommendation level" as the survey result. When outputting a list of the occupancy rates of each department on the screen, the control unit 210 may output a numerical value (hereinafter also referred to as an eNPS value) of the "workplace recommendation level" of each department in association with the occupancy rate. Furthermore, the control unit 210 may sort the data included in the list in ascending order from the lowest eNPS value, or in descending order from the highest eNPS value, in response to a predetermined operation.

[0108] <Variation 11> The following describes Modification 11 of Embodiment 1. Modification 11 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 11 are the same as those in Embodiment 1.

[0109] The internal information of variant 11 includes the past turnover rates of each of the multiple departments that make up the company.

[0110] The control unit 210 of the eleventh modification estimates the number of employees expected to resign one year from each department based on the past turnover rate of each of the multiple departments constituting the company contained in the internal information. This process is an example of a process for estimating the number of employees expected to resign in the future from the turnover rate of each of the multiple departments constituting the company. The control unit 210 calculates the staffing level for each of the multiple departments one year from now based on the appropriate number of employees one year from now, the current number of employees, and the number of employees expected to resign one year from now.

[0111] According to the eleventh modification, the number of employees planning to resign can be estimated from information on past turnover rates, and the number of employees one year from now can be calculated by subtracting the number of employees planning to resign from the total number of employees. The fulfillment rate one year from now can then be calculated from the number of employees one year from now and the appropriate number of employees one year from now. The control unit 210 may estimate the turnover rate one year from now based on the survey results and past turnover rates.

[0112] <Variation 12> The following describes Modification 12 of Embodiment 1. Modification 12 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 12 are the same as those in Embodiment 1.

[0113] FIG. 13 is a sequence diagram showing an example of information processing in the information processing system 1000 according to the twelfth modification. In sequence SQ1101, the control unit 210 acquires external information via the network 150 from other linked systems. The external information includes the number of employees in each of multiple departments that make up other companies similar to the company. Here, other companies similar to the company include other companies in the same industry as the company, other companies that offer similar products or services, other companies with the same business model, other companies that compete with the company's business, and companies of similar size or phase. The external information may include not only the number of employees in each department of similar companies, but also the turnover rate, as described below. The external information may also include the job-to-applicant ratio, job offer rate, number of job seekers, number of hires, hiring lead time, and the pool of employees required for recruitment in each department of similar companies.

[0114] In sequence SQ1102, control unit 210 estimates the appropriate number of employees one year from now in each of multiple departments that make up the company based on the internal information acquired in sequence SQ402 and the external information acquired in sequence SQ1101. For example, if the sales target one year from now is 1.5 times the sales of the current fiscal year, control unit 210 estimates that the appropriate number of employees in each department one year from now will be 1.5 times the current number of employees, but corrects the appropriate number of employees in each department based on the average number of employees in each department of another company that has a similar business model and sales that are about 1.5 times that of our company. The processing of sequence SQ1102 is an example of processing for estimating the optimum number of employees in each of a plurality of departments that make up a company based on internal information and external information.

[0115] According to the twelfth modification, the optimum number of employees can be estimated based on the average number of employees in each department of other similar companies. The control unit 210 may determine, set, or correct the key performance indicators and the growth rates of the key performance indicators one year later contained in the corresponding internal information based on the external information acquired in sequence SQ1101. In addition, the control unit 210 may estimate the current appropriate number of employees in each department of the company based on the number of employees in each of multiple departments that make up other companies similar to the company included in the external information acquired in sequence SQ1101.

[0116] <Variation 13> The following describes Modification 13 of Embodiment 1. Modification 13 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 13 are the same as those in Embodiment 1.

[0117] The control unit 210 of the modification 13 also acquires external information. The external information of the modification 13 includes the past turnover rates of each of a plurality of departments that make up other companies similar to the company.

[0118] The control unit 210 of the thirteenth modification estimates the number of employees expected to resign one year from each department of a company based on the past turnover rates of each of the departments of other similar companies included in the external information. This process is an example of a process for estimating the number of employees expected to resign from each of the departments of a company from the turnover rate. The control unit 210 may estimate the number of people expected to retire by job type or age in each department that makes up the company one year from now based on the turnover rates by job type or age for each of multiple departments that make up other similar companies contained in external information.

[0119] The control unit 210 calculates the staffing level for each of the multiple departments one year from now based on the appropriate number of employees one year from now, the current number of employees, and the number of employees expected to resign one year from now.

[0120] According to Variation 13, the number of employees planning to resign can be estimated from information on the past turnover rates of other companies, and the number of employees one year from now can be calculated by subtracting the number of employees planning to resign from the total number of employees.Then, the fulfillment rate one year from now can be calculated from the number of employees one year from now and the appropriate number of employees one year from now.

[0121] <Variation 14> The following describes Modification 14 of Embodiment 1. Modification 14 is included in Embodiment 1, and is not a different embodiment from Embodiment 1. Configurations and processes not described in Modification 14 are the same as those in Embodiment 1.

[0122] The control unit 210 of the fourteenth modification may create a job posting for internal use and / or for external use based on position information (including position information created or modified by an administrator). Position information is information that includes at least one of the following recruiting conditions: related organizations, recruitment requirements, and job description. Here, "related organizations" refers to the organization recruiting for the position. "Recruitment requirements" refer to, for example, the experience and skills required for the recruiting position. "Job description" refers to the specific job content and responsibilities of the recruiting position. The recruiting conditions may also include the recruited position. A job posting is a document that includes multiple items, such as the name of the recruiting position, job description or working conditions (annual salary, job type, industry, work location, etc.), application qualifications, and selling points. A job posting may also include other items, such as the job title, headline, and information about the recruiter (organization) (company size (sales, number of employees, etc.), industry, etc.).

[0123] More specifically, the control unit 210 inputs the position information into a job posting creation model, which is a learning model, and causes the job posting creation model to output a job posting corresponding to the position targeted by the position information. This reduces the amount of work required to create a job posting to recruit applicants for the applied position, and also enables the creation of an appropriate job posting corresponding to the position information. The job posting created by the control unit 210 is associated with the position information and registered in a database or the like stored in the storage unit 220.

[0124] The control unit 210 may cause the job posting creation model to output a first job posting and a second job posting. Here, the information included in the second job posting or the scope of disclosure of that information is different from the information included in the first job posting or the scope of disclosure of that information. This allows multiple types of job postings depending on the target applicants to be created from a single piece of position information, thereby improving the efficiency of recruitment for applied positions.

[0125] Furthermore, the control unit 210 may cause the job posting creation model to output a job posting (first job posting) for internal recruitment targeting the managed persons included in the organization database. This allows a job posting for internal recruitment to be created from the position information, thereby efficiently promoting applications from managed persons for open positions or matching with managed persons suitable for open positions.

[0126] Furthermore, the control unit 210 may cause the job posting creation model to output an external job posting (second job posting) targeting job seekers included in a job seeker database organization in which job seekers outside the organization are registered. This allows an external job posting to be created from the position information, thereby efficiently promoting applications from job seekers for open positions or matching with job seekers suitable for open positions.

[0127] The creation of the first job posting and the second job posting are executed based on instructions from, for example, client device 110. When an instruction to create a first job posting is input to client device 110, control unit 210 creates the first job posting. Furthermore, when an instruction to create a second job posting is input to client device 110, control unit 210 creates the second job posting. For example, control unit 210 causes client device 110 to display a selection screen including an object (e.g., a button) for instructing the creation of the first job posting and an object for instructing the creation of the second job posting. Control unit 210 accepts an instruction to create the first job posting or the second job posting by inputting an operation on either object. The object for instructing the creation of the first job posting and the object for instructing the creation of the second job posting are displayed for each department on a fill rate display screen, for example, in association with the fill rate of each department.

[0128] The first job posting has a narrower scope of disclosure (scope of people who can view it) than the second job posting. For example, the first job posting is disclosed only to people within the organization or some people within the organization, while the second job posting is disclosed to people both within and outside the organization.

[0129] Furthermore, the items listed in the first and second job postings differ. For example, the first job posting does not include an introduction to the organization, while the second job posting does. The first job posting does not directly include an expected annual salary; instead, the grade or range of annual salary can be included, while the second job posting directly includes the expected annual salary. The first job posting includes the required grade (job rank, etc.) within the organization and related department (assignment), while the second job posting does not include these details. The first job posting includes the required skills in conjunction with the skills list within the organization, while the second job posting allows for free description of the required skills. The first job posting includes the skills to be acquired in conjunction with the skills list within the organization, as part of reskilling, while the second job posting does not include such details. The first job posting includes the reporting line, while the second job posting does not.

[0130] Furthermore, the words and information used in the first and second job postings are different. For example, the first job posting may include in-house terminology (words used exclusively by the organization) and information that is not publicly available outside the organization in the recruitment requirements, responsibilities, and other sections. On the other hand, the second job posting does not use in-house terminology and includes only information that is publicly available outside the organization.

[0131] The job posting creation model is a learning model that takes position information (recruitment conditions) as input and is trained to output a job posting corresponding to the position targeted by the position information. In other words, the job posting creation model is a learning model that is trained using position information and the corresponding job posting data as training data.

[0132] The job posting creation model may include a first job posting creation model trained to output a first job posting, and a second job posting creation model trained to output a second job posting. In this case, when creating the first job posting, control unit 210 inputs position information into the first job posting creation model, and when creating the second job posting, inputs position information into the second job posting creation model. The job posting creation model may also be trained to output both the first and second job postings in response to an input of one piece of position information.

[0133] The job posting creation model may also be a generative AI that includes a large-scale language model. In this case, the control unit 210 inputs position information, inputs a prompt to the job posting creation model that includes instructions to create a job posting (first job posting and / or second job posting) based on the position information, and causes the job posting creation model to output the job posting. Furthermore, the control unit 210 may input a prompt to the job posting creation model that includes, in addition to the job posting creation / output instructions and the position information, input and output samples, for example, one or more position information samples and one or more corresponding job posting samples.

[0134] Furthermore, the control unit 210 may create a scouting document for a subject of management or a job seeker based on the created job posting. The control unit 210 creates a scouting document by inputting the job posting into a scouting document creation model that has been trained to take the job posting as input and output a scouting document. The creation of the scouting document is performed based on, for example, an instruction to create a scouting document from the client device 110 (input of the destination to send the scouting document).

[0135] According to the fourteenth modification, it is possible to automatically create job postings and scouting messages for internal and external use related to the relevant department or position from the objects, etc. displayed on the vacancy rate display screen. This allows, for example, a recruiter in the human resources department or the like, to reduce the man-hours required to create a job posting to solicit applicants for the target department or position, and to create an appropriate job posting according to the position information.

[0136] <Other variations> In the above embodiment, the server device 100 performs various storage and control operations, but multiple external devices may be used instead of the server device 100. That is, various information and programs may be distributed and stored in multiple external devices using blockchain technology or the like.

[0137] The embodiment is not limited to the information processing system 1000, and may be an information processing method or a program. The information processing method includes steps executed by the information processing system 1000. The program causes a computer to execute the steps of the information processing system 1000.

[0138] <Additional Notes> (Appendix 1) An information processing system, having at least one or more control units, The control unit Obtaining internal information about the organization, estimating an appropriate number of people for each of a plurality of organizational units that make up the organization based on the internal information; calculating a staffing level for each of a plurality of organizational units constituting the organization based on the number of employees in each of the plurality of organizational units constituting the organization and the appropriate number of employees; outputting a screen including information indicating the fulfillment rate; Information processing system. (Appendix 2) 10. The information processing system of claim 1, The control unit estimating a future optimum number of employees for each of a plurality of organizational units constituting the organization based on the internal information; Information processing system. (Appendix 3) 10. The information processing system according to claim 2, The control unit Obtaining the turnover rate for each of a plurality of organizational units that make up the organization; estimating the future number of employees in each of a plurality of organizational units constituting the organization based on the number of employees and the turnover rate; calculating a future staffing rate for each of a plurality of organizational units constituting the organization based on the future number of employees and the future appropriate number of employees; Information processing system. (Appendix 4) 10. The information processing system according to claim 1, further comprising: The screen includes information on changes in the fill rate over time. Information processing system. (Appendix 5) 10. The information processing system according to claim 1, further comprising: The control unit Obtaining external information about the organization; estimating the appropriate number of employees based on internal information of the organization and external information of the organization; Information processing system. (Appendix 6) 4. The information processing system according to claim 3, The internal information includes survey results for each of the organizational units constituting the organization and past employee turnover rates for each of the organizational units constituting the organization, The control unit estimating the turnover rate of each of a plurality of organizational units constituting the organization from either or both of the results of the survey and the past turnover rates; Information processing system. (Appendix 7) 6. The information processing system according to claim 5, the external information includes the turnover rate of each of a plurality of organizational units constituting other organizations similar to the organization; The control unit estimating the turnover rate of each of a plurality of organizational units constituting the organization based on the turnover rate of the other organization; Information processing system. (Appendix 8) 10. The information processing system according to claim 1, further comprising: The control unit The appropriate number of employees is estimated based on different estimation methods depending on whether the organizational units constituting the organization are indirect departments or direct departments. Information processing system. (Appendix 9) 9. The information processing system according to claim 8, the internal information includes a sales budget for each of a plurality of organizational units constituting the organization and a sales efficiency for each of a plurality of organizational units constituting the organization; The sales efficiency is the sales per person, The control unit If the organizational units constituting the organization are direct departments, an appropriate number of employees in each of the organizational units constituting the organization is estimated based on the internal information. Information processing system. (Appendix 10) 9. The information processing system according to claim 8, the internal information includes key performance indicators of each of a plurality of organizational units constituting the organization and growth rates of the key performance indicators; The control unit If the organizational units constituting the organization are indirect departments, an appropriate number of employees in each of the organizational units constituting the organization is estimated based on the internal information. Information processing system. (Appendix 11) 11. The information processing system according to any one of claims 1 to 10, the internal information includes configuration information indicating the configuration of the organization; The screen includes an organizational chart showing the structure of the organization and information about the appropriate number of employees, The organizational chart is generated from the configuration information. Information processing system. (Appendix 12) 12. An information processing system according to any one of claims 1 to 11, The screen includes a list of information regarding the appropriate number of people in each of a plurality of organizational units that make up the organization. Information processing system. (Appendix 13) 13. The information processing system according to any one of claims 1 to 12, The screen displays: Information indicating the fulfillment rate; and Information regarding recruitment costs in each of a plurality of organizational units constituting the organization; Information regarding the lead time for recruitment in each of a plurality of organizational units that make up the organization; Information indicating the appropriate number of people, or At least one piece of information indicating the number of members is included. Information processing system. (Appendix 14) An information processing method executed by an information processing system, Obtaining internal information about the organization, estimating an appropriate number of people for each of a plurality of organizational units that make up the organization based on the internal information; calculating a staffing level for each of a plurality of organizational units constituting the organization based on the number of employees in each of the plurality of organizational units constituting the organization and the appropriate number of employees; outputting a screen including information indicating the fulfillment rate; Information processing methods. (Appendix 15) A program, Computer, A program for causing the information processing system according to any one of claims 1 to 13 to function as such.

[0139] Finally, while various embodiments of the present invention have been described, these are presented by way of example only and are not intended to limit the scope of the invention. The novel embodiments may be embodied in various other forms, and various omissions, substitutions, and modifications may be made without departing from the spirit of the invention. The embodiments and their modifications are intended to be included within the scope and spirit of the invention, as well as within the scope of the inventions and their equivalents as defined in the appended claims.

[0140] Any of the variations may be implemented in combination with each other. [Explanation of symbols]

[0141] 100 Server Devices 110 Client device 150 Network 210 Control Unit 220 Storage section 230 Communications Department

Claims

1. An information processing system, having at least one or more control units, The control unit Obtaining internal information about the organization, estimating an appropriate number of people for each of a plurality of organizational units that make up the organization based on the internal information; calculating a staffing level for each of a plurality of organizational units constituting the organization based on the number of employees in each of the plurality of organizational units constituting the organization and the appropriate number of employees; outputting a screen including information indicating the fulfillment rate; Information processing system.

2. 2. The information processing system according to claim 1, The control unit estimating a future optimum number of employees for each of a plurality of organizational units constituting the organization based on the internal information; Information processing system.

3. 3. The information processing system according to claim 2, The control unit Obtaining the turnover rate for each of a plurality of organizational units that make up the organization; estimating the future number of employees in each of a plurality of organizational units constituting the organization based on the number of employees and the turnover rate; calculating a future staffing rate for each of a plurality of organizational units constituting the organization based on the future number of employees and the future appropriate number of employees; Information processing system.

4. 2. The information processing system according to claim 1, The screen includes information on changes in the fill rate over time. Information processing system.

5. 2. The information processing system according to claim 1, The control unit Obtaining external information about the organization; estimating the appropriate number of employees based on internal information of the organization and external information of the organization; Information processing system.

6. 4. The information processing system according to claim 3, The internal information includes the results of a survey of each of the organizational units constituting the organization or the past turnover rate of each of the organizational units constituting the organization, The control unit estimating the turnover rate of each of a plurality of organizational units constituting the organization from the results of the survey or the past turnover rates; Information processing system.

7. 6. The information processing system according to claim 5, the external information includes the turnover rate of each of a plurality of organizational units constituting other organizations similar to the organization; The control unit estimating the turnover rate of each of a plurality of organizational units constituting the organization based on the turnover rate of the other organization; Information processing system.

8. 2. The information processing system according to claim 1, The control unit The appropriate number of employees is estimated based on different estimation methods depending on whether the organizational units constituting the organization are indirect departments or direct departments. Information processing system.

9. 9. The information processing system according to claim 8, the internal information includes a sales budget for each of a plurality of organizational units constituting the organization and a sales efficiency for each of a plurality of organizational units constituting the organization; The sales efficiency is the sales per person, The control unit If the organizational units constituting the organization are direct departments, an appropriate number of employees in each of the organizational units constituting the organization is estimated based on the internal information. Information processing system.

10. 9. The information processing system according to claim 8, the internal information includes key performance indicators of each of a plurality of organizational units constituting the organization and growth rates of the key performance indicators; The control unit If the organizational units constituting the organization are indirect departments, an appropriate number of employees in each of the organizational units constituting the organization is estimated based on the internal information. Information processing system.

11. 2. The information processing system according to claim 1, the internal information includes configuration information indicating the configuration of the organization; The screen includes an organizational chart showing the structure of the organization and information about the appropriate number of employees, The organizational chart is generated from the configuration information. Information processing system.

12. 2. The information processing system according to claim 1, The screen includes a list of information regarding the appropriate number of people in each of a plurality of organizational units that make up the organization. Information processing system.

13. 2. The information processing system according to claim 1, The screen displays: Information indicating the fulfillment rate; and Information regarding recruitment costs in each of a plurality of organizational units constituting the organization; Information regarding the lead time for recruitment in each of a plurality of organizational units that make up the organization; Information indicating the appropriate number of people, or At least one piece of information indicating the number of members is included. Information processing system.

14. An information processing method executed by an information processing system, Obtaining internal information about the organization, estimating an appropriate number of people for each of a plurality of organizational units that make up the organization based on the internal information; calculating a staffing level for each of a plurality of organizational units constituting the organization based on the number of employees in each of the plurality of organizational units constituting the organization and the appropriate number of employees; outputting a screen including information indicating the fulfillment rate; Information processing methods.

15. A program, Computer, A program for causing the information processing system according to any one of claims 1 to 13 to function.

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