Employment management system, employment management program, and employment management method

Abstract

To promote active posting of job offer by a company and to effectively utilize a job offer matching system.SOLUTION: The present invention is directed to an employment management system 100 for managing employment contract between an employer and a job seeker and attendance. The system has an employment condition receiving unit 42 for receiving, from an employer terminal used by the employer, job offer information including an employment condition including at least an employment time slot and wage and a disclosure condition corresponding to past evaluation of the job seeker to open at least a part of the job offer information to the job seeker in response to the disclosure condition, and an employment application reception unit 44 for receiving, from a job seeker terminal used by the job seeker, an application for a job offer posted by the employer.SELECTED DRAWING: Figure 5

Description

[Technical Field]

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

[0002] There is a known job matching system service in which a company (client) posts a short-term job offer for a few hours, and workers can select work from a variety of companies on the date and time they desire, allowing them to work part-time or other short-term work rather than working continuously with a specific company (Patent Document 1). [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Application Publication No. 2020-184310 Summary of the Invention [Problem to be solved by the invention]

[0004] However, with previous services, employers had no way of knowing how many workers who met their requirements were registered in the system. Furthermore, they were unable to present job openings only to workers with specific skills. This led to issues such as companies being reluctant to post job openings on the matching system. [Means for solving the problem]

[0005] One aspect of the present invention is an employment management system that manages employment contracts and attendance records between job seekers and employers, and is characterized by comprising: an employment conditions reception unit that receives job information from an employer terminal used by the employer, the job information including employment conditions including at least employment hours and wages, and disclosure conditions based on past evaluations of the job seeker, and discloses at least a portion of the job information to the job seeker in accordance with the disclosure conditions; and an employment request reception unit that receives applications for job openings by the employer from a job seeker terminal used by the job seeker.

[0006] Here, it is preferable that the past evaluation of the job seeker is based on at least one of the number of certifications given for each type of work and the number of stores of the employer that have given the certification.

[0007] In addition, it is preferable that the past evaluation of the job seeker is a badge for each job content given to the job seeker based on at least one of the number of times the certification has been made and the number of stores of the employer that have made the certification.

[0008] It is also preferable that the level of the badge be changed based on at least one of the number of times the certification has been given and the number of stores of the employer that have given the certification.

[0009] It is also preferable that the employment conditions that can be set vary depending on past evaluations of the job seeker.

[0010] It is also preferable that the hourly wage included in the employment conditions varies depending on past evaluations of the job seeker.

[0011] It is also preferable to have a code display unit that generates a code associated with the employment conditions and the job seeker who has applied, and transmits the code to the employer terminal or the job seeker terminal for display; a code reading information acquisition unit that acquires code reading information from the job seeker terminal or the employer terminal by reading the code displayed on the employer terminal or the job seeker terminal using the job seeker terminal or the employer terminal; and a contract attendance management unit that acquires code reading information from the job seeker terminal or the employer terminal when the job seeker starts working, thereby storing the fact that the job seeker has agreed to the employment conditions of the employer and a contract has been concluded, and stores the read time as the working time, and acquires code reading information from the job seeker terminal or the employer terminal when the job seeker finishes working, thereby storing the time when the code was read as the working time.

[0012] Another aspect of the present invention is an employment management program for managing employment contracts and attendance between job seekers and employers, characterized in that the program causes a computer to function as an employment conditions reception unit that receives job information from an employer terminal used by the employer, the employment information including employment conditions including at least employment hours and wages and disclosure conditions according to past evaluations of the job seeker, and discloses at least a portion of the job information to the job seeker according to the disclosure conditions, and an employment request reception unit that receives applications for job openings by the employer from a job seeker terminal used by the job seeker.

[0013] Another invention of the present invention is an employment management method for managing employment contracts and work attendance between job seekers and employers, characterized by using a computer to execute an employment conditions reception step of receiving job information from an employer terminal used by the employer, the job information including employment conditions including at least employment hours and wages and disclosure conditions according to past evaluations of the job seeker, and disclosing at least a portion of the job information to the job seeker in accordance with the disclosure conditions, and an employment request reception step of receiving an application for the job offered by the employer from a job seeker terminal used by the job seeker. [Effects of the Invention]

[0014] According to the present invention, employers can present job openings only to workers who meet the conditions, which encourages companies to actively post job openings and leads to effective use of the job matching system. [Brief explanation of the drawings]

[0015] [Figure 1] 1 is a diagram showing the configuration of an employment management system according to an embodiment of the present invention. [Figure 2] FIG. 2 is a diagram illustrating a configuration of a management server according to an embodiment of the present invention. [Figure 3] FIG. 2 is a diagram showing a configuration of an employer terminal according to an embodiment of the present invention. [Figure 4] FIG. 2 is a diagram showing a configuration of a job seeker terminal according to the embodiment of the present invention. [Figure 5] FIG. 2 is a functional block diagram showing a configuration of a management server according to an embodiment of the present invention. [Figure 6] FIG. 2 is a diagram showing an example of a job seeker information database according to the embodiment of the present invention. [Figure 7] FIG. 2 is a diagram showing an example of an employer information database according to an embodiment of the present invention. [Figure 8] FIG. 3 is a diagram illustrating an example of a performance database according to the embodiment of the present invention. [Figure 9] FIG. 2 is a diagram illustrating an example of a work history database according to an embodiment of the present invention. [Figure 10] FIG. 2 is a diagram illustrating an example of a store history database according to the embodiment of the present invention. [Figure 11] 1 is a flowchart showing an employment management process according to an embodiment of the present invention. [Figure 12] FIG. 3 is a diagram illustrating an example of a group database according to the embodiment of the present invention. [Figure 13] FIG. 10 is a diagram showing a public setting screen according to the embodiment of the present invention. [Figure 14]FIG. 10 is a diagram showing a job listing screen according to an embodiment of the present invention. [Figure 15] FIG. 10 is a diagram showing a detailed job information display screen according to an embodiment of the present invention. [Figure 16] FIG. 10 is a diagram showing a job seeker detailed information display screen according to an embodiment of the present invention. [Figure 17] FIG. 10 is a diagram showing a job seeker detailed information display screen according to an embodiment of the present invention. [Figure 18] 1 is a flowchart showing an employment management process according to an embodiment of the present invention. [Figure 19] FIG. 10 is a diagram showing an example of a job applicant evaluation screen according to the embodiment of the present invention. [Figure 20] FIG. 10 is a diagram showing an example of a badge information display screen according to the embodiment of the present invention. [Figure 21] FIG. 10 is a diagram showing an example of a badge details display screen according to the embodiment of the present invention. DETAILED DESCRIPTION OF THE INVENTION

[0016] As shown in Figure 1, employment management system 100 according to an embodiment of the present invention includes management server 102, employer terminal 104, and job seeker terminal 106. There may be one or more employer terminals 104 and job seeker terminals 106. Management server 102, employer terminal 104, and job seeker terminal 106 are connected to each other via information and communications network 108, such as the Internet, so that they can exchange information with each other.

[0017] The information and communications network 108 is not limited to the Internet, but may be anything that can connect the management server 102, employer terminal 104, and job seeker terminal 106 to each other so that they can communicate with each other. For example, it may be a dedicated line, a public line (telephone line, mobile communication line, etc.), a wired LAN (Local Area Network), a wireless LAN, etc., or it may be a combination of these with the Internet.

[0018] The management server 102 is a server that processes, via the employer terminal 104 and the job seeker terminal 106, the conclusion of employment contracts between employers and job seekers (workers), the management of the work attendance of job seekers (workers), and the payment of salaries from employers to job seekers (workers).

[0019] As shown in FIG. 2 , the management server 102 includes a processing unit 10, a memory unit 12, an input unit 14, an output unit 16, and a communication unit 18. The processing unit 10 includes a means for performing arithmetic processing, such as a CPU. By executing a management server program stored in the memory unit 12, the processing unit 10 realizes functions in the employment management system 100 of this embodiment, such as matching companies using employer terminals 104 with workers using job seeker terminals 106 and performing processes such as employment contracts, attendance management, and salary payments. The memory unit 12 includes storage means such as semiconductor memory, a hard disk, and a memory card. The memory unit 12 is accessible from the processing unit 10 and stores the management server program and information necessary for its processing. The input unit 14 includes a means for inputting information. The input unit 14 includes, for example, a keyboard, a touch panel, buttons, etc. for receiving input from the administrator. The output unit 16 includes a means for outputting processing results from the management server 102, such as a user interface screen (UI) for receiving input information from the administrator. The output unit 16 includes, for example, a display for presenting images to the administrator. The communication unit 18 includes an interface for communicating information with the employer terminal 104 and the job seeker terminal 106 via the information communication network 108. The communication by the communication unit 18 may be wired or wireless.

[0020] The employer terminal 104 is a terminal used by employers who wish to hire workers. As shown in FIG. 3, the employer terminal 104 includes a processing unit 20, a memory unit 22, an input unit 24, an output unit 26, and a communication unit 28. The processing unit 20 includes a means for performing arithmetic processing, such as a CPU. The processing unit 20 executes the employer terminal program stored in the memory unit 22 to realize the function of the employer terminal in the employment management system 100 of this embodiment. The memory unit 22 includes storage means, such as a semiconductor memory, a hard disk, or a memory card. The memory unit 22 is accessible and connected to the processing unit 20 and stores the employer terminal program and information necessary for its processing. The input unit 24 includes a means for inputting information. The input unit 24 includes, for example, a keyboard, a touch panel, buttons, a camera, etc., for receiving input from employers on the company side. The output unit 26 includes a means for outputting information necessary for processing on the employer terminal 104, such as a screen for receiving input information from employers and a display for displaying image information such as a user interface screen (UI). The communication unit 28 is configured to include an interface for communicating information with the management server 102 via the information communication network 108. The communication by the communication unit 28 may be wired or wireless.

[0021] The job seeker terminal 106 is a terminal used by a job seeker seeking work, such as part-time work. As shown in FIG. 4, the job seeker terminal 106 includes a processing unit 30, a memory unit 32, an input unit 34, an output unit 36, and a communication unit 38. The processing unit 30 includes a means for performing calculations, such as a CPU. The processing unit 30 executes a job seeker terminal program stored in the memory unit 32 to realize the function of the job seeker terminal in the employment management system 100 of this embodiment. The memory unit 32 includes storage means, such as a semiconductor memory, a hard disk, or a memory card. The memory unit 32 is accessible and connected to the processing unit 30 and stores the job seeker terminal program and information necessary for its processing. The input unit 34 includes a means for inputting information. The input unit 34 includes, for example, a keyboard, a touch panel, buttons, a camera, etc., for receiving input from users who will become workers. The output unit 36 ​​includes a means for outputting information necessary for processing on the job seeker terminal 106, such as a screen for receiving input information from users and a display for displaying image information, such as a user interface screen (UI). The communication unit 38 is configured to include an interface for communicating information with the management server 102 via the information communication network 108. The communication by the communication unit 38 may be wired or wireless.

[0022] The employer terminal 104 and the job seeker terminal 106 can be any of a variety of information processing devices capable of executing programs for providing the services of the employment management system 100. For example, the employer terminal 104 and the job seeker terminal 106 can be a dedicated stationary or portable device, a personal computer (PC), a tablet computer, a smartphone, a mobile phone terminal, a PHS (Personal Handy-phone System) terminal, a personal digital assistant (PDA), a multi-function television receiver with information processing capabilities (so-called smart TV), etc.

[0023] The employer terminal 104 and the job seeker terminal 106 can be implemented by installing an application (for the employer or for the job seeker). The job seeker operates the job seeker terminal 106 to start the application and register for use with the management server 102. Similarly, the employer operates the employer terminal 104 to start the application and register for use with the management server 102.

[0024] [Service Overview] The employment management system 100 according to this embodiment provides services such as the conclusion of employment contracts between job seekers seeking part-time work and employers looking to hire employees, attendance management, and salary payments.

[0025] Specifically, a job seeker transmits his or her own job seeker information to management server 102 via job seeker terminal 106. An employer transmits employment conditions, including employment hours and wages, to management server 102 via employer terminal 104, and presents the employment conditions to the job seeker. The job seeker views the employment conditions presented by the employer via job seeker terminal 106, and if he or she wishes to apply, transmits an employment request to management server 102 indicating that he or she wishes to apply for the job. The employer views the job seeker's application for the employment conditions via employer terminal 104, and if the employer is willing to hire the job seeker, receives from management server 102 a code linking the employment conditions with the job seeker's desired work. When the job seeker arrives at work, he or she uses job seeker terminal 106 to read the code shown by the employer via employer terminal 104. As a result, management server 102 stores the fact that the job seeker has agreed to the employment conditions and a contract has been concluded, and stores the read time as the job seeker's arrival time. The job seeker also reads the code again when he or she clocks out, and the management server 102 stores the time when the code is read as the time when the job seeker clocks out.

[0026] The management server 102 also deposits wages, which are compensation for labor, into an account or the like associated with the job seeker in advance, in accordance with the job seeker's arrival and departure times and the hourly wage and other wage payment conditions included in the employment conditions. It also collects wages and fees, such as commissions, paid to the job seeker from an account or the like associated with the employer in advance. It may also be configured to handle accounting procedures related to the payment of these wages.

[0027] In this way, contract management at the time of attendance can simplify cumbersome procedures for both job seekers and employers. In addition, by managing attendance and departure times, working hours can be accurately tracked, and services such as wage payments can be performed accurately.

[0028] The employment management system 100 according to this embodiment can also post job offers based on work history information that indicates the past work history of job seekers. The work history information can include an evaluation of each job seeker by the employer who employed the job seeker. For example, an employer can have job offers presented only to job seekers who have a badge that is given to job seekers with a good past work history.

[0029] [Processing on the management server 102] 5 is a block diagram showing the functional configuration of management server 102. By executing a management server program, management server 102 functions as a job seeker information receiving unit 40, an employment conditions receiving unit 42, an employment request receiving unit 44, a code display unit 46, a code reading information acquisition unit 48, a contract attendance management unit 50, a work history management unit 52, and a payment unit 54.

[0030] The storage unit 12 of the management server 102 also functions as a job seeker information database 60 , an employer information database 62 , a performance database 64 , a work history database 66 , and a store history database 68 .

[0031] As shown in Fig. 6, the job seeker information database 60 stores information about job seekers, such as an identifier for identifying the job seeker (hereinafter referred to as a job seeker ID), the job seeker's name, address, email address, telephone number, date of birth, age, gender, an image (photograph) of the job seeker, Good rating rate, cancellation rate, and last-minute cancellation rate, in association with the job seeker ID. In addition, as will be described later, the job seeker information database 60 stores information about badges that are given to job seekers according to their past work history. The information stored in the job seeker information database 60 is not limited to this information, and may be any information necessary regarding job seekers.

[0032] 7, the employer information database 62 stores information about employers, such as an identifier for identifying the employer (hereinafter referred to as employer ID), the employer's name (for example, store name), location, contact phone number, type of business, and an image (photograph) of the employer, in association with the information. The information stored in the employer information database 62 is not limited to this information, and may be any information necessary about employers, such as information necessary for displaying in job information, etc., which will be described later.

[0033] As shown in Fig. 8, the performance database 64 stores, in association with each other, the job seeker ID, employer ID, employment conditions presented by the employer to the job seeker, whether the job seeker agrees to the employment conditions, arrival time, departure time, salary to be paid, etc. The performance database 64 is registered based on the employment conditions presented by the employer when a job seeker and an employer apply for a job and the application is accepted. In addition, the arrival time and departure time of the job seeker are registered when the job seeker actually arrives at work and leaves work.

[0034] As shown in FIG. 9 , the work history database 66 stores the number of certifications made by employers for each job seeker, and the number of stores at which the certifications were made, in association with each combination of job seeker ID and job type (position) for each industry. The industries can be, for example, food service, accommodation, retail, delivery, etc. Jobs (positions) are set for each industry, and can be, for example, hall work, dishwashing, and cooking in the food service industry; banquet staff and front desk work in the accommodation industry; cleaning, cashiering, and stocking in the retail industry; and inspection, sorting, picking, packing, and loading and unloading in the delivery industry. However, the industries and jobs (positions) are not limited to these and can be any industry and job (position) that allows for an employment contract between a job seeker and an employer in the employment management system 100.

[0035] In this embodiment, as will be described later, a badge is assigned to each job seeker according to an evaluation of the past working conditions for each position. The evaluation of working conditions is carried out by certifying job seekers who have high work skills by employers.

[0036] By referring to the work history database 66, if the number of certifications for each job (position) for each job seeker is equal to or greater than the certification standard value, a badge is awarded to that job (position) for that job. The certification standard value may be set as appropriate. For example, if the number of certifications for a job (position) for each job seeker is five or more, a badge is awarded to that job (position). By awarding badges according to the number (number of times) that employers have certified each job seeker's past job (position) as good, employers can determine before hiring that a job seeker with a badge has high skills for that job.

[0037] Furthermore, by referring to the work history database 66, if the number of stores that have certified each job (position) for each job seeker is equal to or greater than a store reference value, a badge may be awarded to the job seeker for that job (position). The store reference value may be set as appropriate. For example, if the number of stores that have certified each job seeker is three or more, a badge may be awarded to the job seeker for that job (position). In a mode in which badges are awarded based on the number (number of times) that employers have certified each job (position) that each job seeker has performed in the past as good, badges may be awarded to job seekers who have only been evaluated as good by a small number of employers, which may result in an insufficient objective evaluation. In contrast, by awarding badges based on the number of stores that have certified each job seeker, an objective evaluation of job seekers can be made based on evaluations from a wide range of stores.

[0038] Furthermore, by referring to the work history database 66, if the number of certifications for a job (position) for each job seeker is equal to or greater than the certification standard value and the number of stores that have provided certification is equal to or greater than the store standard value, a badge may be awarded to that job (position) for that job. For example, if the number of certifications for a job (position) for each job seeker is five or more and the number of stores that have provided certification is three or more, a badge may be awarded to that job (position). In this way, by evaluating the number of certifications and the number of stores in combination, the working status of a job seeker can be evaluated with greater accuracy.

[0039] Furthermore, the badge level may be changed depending on the evaluation of the work situation. With reference to the work history database 66, if the number of certifications for a job (position) for each job seeker is equal to or greater than a first certification standard value, the job seeker is awarded a first-level badge (e.g., a bronze badge) for that job (position). If the number of certifications for a job (position) for each job seeker is equal to or greater than a second certification standard value that is greater than the first certification standard value, the job seeker is awarded a second-level badge (e.g., a silver badge) for that job (position). If the number of certifications for a job (position) for each job seeker is equal to or greater than a third certification standard value that is greater than the second certification standard value, the job seeker is awarded a third-level badge (e.g., a gold badge) for that job (position).

[0040] Furthermore, by referring to the work history database 66, if the number of stores that have certified the job (position) for each job seeker is equal to or greater than a first store standard value, a first level badge (e.g., a bronze badge) for that job (position) is awarded to that job seeker. If the number of stores that have certified the job (position) for each job seeker is equal to or greater than a second store standard value that is greater than the first store standard value, a second level badge (e.g., a silver badge) for that job (position) is awarded to that job seeker. If the number of stores that have certified the job (position) for each job seeker is equal to or greater than a third store standard value that is greater than the second store standard value, a third level badge (e.g., a gold badge) for that job (position) is awarded to that job seeker.

[0041] In addition, a badge level may be determined and awarded to each job seeker based on the number of job (position) certifications and the number of stores where the certifications were made. The certification standard value and store standard value may be set as appropriate.

[0042] As shown in Fig. 10, the store history database 68 stores an employer ID that identifies the store where the employer has certified each job seeker for each combination of job seeker ID and job type (position) in an associated manner. In other words, the store history database 68 stores the employer ID that is stored in the work history database 66 as the employer that has performed the certification.

[0043] The job seeker information receiving unit 40 receives information about job seekers seeking employment from the job seeker terminal 106. The job seeker information receiving unit 40 may include information about the job seeker's desired employment conditions, such as the working hours and location of the job seeker's desired work. The current location of the job seeker terminal 106, automatically acquired using a GPS (Global Positioning System) or other device built into the job seeker terminal 106, may be used as the workplace. This reduces the effort required to enter the workplace. The job seeker information received by the job seeker information receiving unit 40 is transmitted to the employer terminal 104 via the information and communications network 108. Upon receiving the job seeker information, the employer terminal 104 displays the job seeker information and presents it to the employer. For example, a push notification may be sent to the employer terminal 104 to allow the employer to view the employment conditions. The contents of the job seeker information may also be notified to the employer terminal 104 by email.

[0044] The employment conditions receiving unit 42 receives employment conditions such as employment hours, rest periods, work location, wages (hourly wage, daily wage, etc.), premium wages, various allowances, wage payment dates, job content, and reasons for dismissal from the employer terminal 104. The employment conditions receiving unit 42 receives the employment conditions from the employer terminal 104 via the information and communications network 108. The employment conditions receiving unit 42 also receives, via the information and communications network 108, disclosure conditions that limit the recipients of the job advertisement from the employer terminal 104. The employment conditions receiving unit 42 transmits the received employment conditions to the job seeker terminal 106 via the information and communications network 108. Upon receiving the employment conditions, the job seeker terminal 106 displays the employment conditions and presents them to the job seeker. For example, a push notification may be sent to the job seeker terminal 106 to allow the job seeker to view the employment conditions. The contents of the employment conditions may also be notified to the job seeker terminal 106 by email. The employment conditions receiving unit 42 may also receive information such as a letter of guarantee and a non-disclosure agreement required for concluding an employment contract in addition to the employment conditions, and present this to the job seeker.

[0045] The employment conditions receiving unit 42 may select job seekers to whom employment conditions are offered based on the work history information of each job seeker stored in the work history database 66. As will be described later, a badge indicating the level of work for each job (position) is assigned to each job seeker based on the employer's evaluation of the work situation of each job seeker. Therefore, depending on the badge assigned to each job seeker, employment conditions can be offered only to job seekers who have been assigned a badge that meets predetermined conditions. The conditions related to each job seeker's work history information or badge may be set by the employer.

[0046] The employment request receiving unit 44 receives, from the job seeker terminal 106, applications (employment request information) for employment conditions submitted by employers. When applying for employment under the employment conditions presented by an employer and displayed on the job seeker terminal 106, the job seeker operates the job seeker terminal 106 to specify the employment conditions for which the job seeker is applying and transmits employment request information indicating the application. The job seeker terminal 106 transmits the employment request to the management server 102 via the information and communications network 108. The management server 102 receives the employment request from the job seeker terminal 106 via the information and communications network 108. Upon receiving the employment request, the management server 102 refers to the performance database 64 to identify employers who are offering the employment conditions specified in the employment request. Upon identifying the employer who is the subject of the employment request, the management server 102 transmits the employment request to the employer terminal 104 of the employer who is the subject of the employment request via the information and communications network 108. Upon receiving the employment request, the job seeker terminal 106 displays information indicating that an application has been made for the job posting and presents it to the employer. For example, the employer terminal 104 may be notified by push notification to view the employment request. Alternatively, the employer terminal 104 may be notified of the employment request details by email.

[0047] When the employer decides to accept the job seeker's application for employment, the code display unit 46 obtains information indicating that the job seeker has been accepted from the employer terminal 104. The employer performs an operation on the employer terminal 104 to accept the job seeker's application for employment. The employer terminal 104 then transmits employment acceptance information indicating the acceptance of the job to the management server 102 via the information and communications network 108. Upon receiving the employment acceptance information, the management server 102 generates a code, such as a one-dimensional or two-dimensional barcode, in the code display unit 46 that associates the job seeker who has applied for employment with the employment conditions presented by the employer. The management server 102 then transmits the generated code to the employer terminal 104 via the information and communications network 108.

[0048] It is also possible to generate a code when an employment application is received from a job seeker and transmit the code to employer terminal 104. In this case, if the employer does not wish to hire the job seeker, the employer operates employer terminal 104 to notify the job seeker that the employment is not accepted. Employer terminal 104 transmits employment rejection information indicating the rejection of the employment to management server 102 via information and communications network 108. Upon receiving the employment rejection information, management server 102 transmits information indicating that the job seeker has not been hired this time to job seeker terminal 106 used by the job seeker who has submitted the employment application. Upon receiving the information, job seeker terminal 106 displays information indicating that the employment application was not accepted and presents it to the job seeker.

[0049] When the job seeker terminal 106 reads a code displayed on the employer terminal 104, the code read information acquisition unit 48 acquires the read information of the code from the job seeker terminal 106. When the code displayed on the employer terminal 104 is read by the camera of the job seeker terminal 106 used by the job seeker, information indicating that the code has been read, along with the time the code was read, is transmitted as read information from the job seeker terminal 106 to the management server 102 via the information communication network 108. The management server 102 receives the read information.

[0050] When the job seeker starts working, the code read information acquisition unit 48 acquires the code read information, and the contract attendance management unit 50 stores in the performance database 64 the fact that the job seeker has agreed to the employment conditions presented by the employer and an employment contract has been concluded. In addition, the time when the job seeker terminal 106 reads the code is stored in the performance database 64 as the working time.

[0051] When the code is displayed on the employer terminal 104 at the time the job seeker starts work, the employment conditions and a document stating that the job seeker should read the code if they agree to the employment conditions are displayed together with the code. After the job seeker confirms the displayed employment conditions, the code is read using the job seeker terminal 106, and the employment contract is recorded in the performance database 64 as having been concluded.

[0052] Furthermore, at the end of work, the job seeker terminal 106 reads the code displayed on the employer terminal 104, and the code read information acquisition unit 48 acquires the code read information, thereby storing the time when the code was read as the time to leave work in the performance database 64. In this way, the contract attendance management unit 50 concludes an employment contract between the job seeker and the employer and manages the attendance of the job seeker.

[0053] The code generated by the code display unit 46 may be sent to the job seeker terminal 106 instead of the employer terminal 104. In this case, when the employer terminal 104 reads the code displayed on the job seeker terminal 106, the code read information acquisition unit 48 acquires the code read information from the employer terminal 104.

[0054] The work history management unit 52 receives an evaluation of the work status of a job seeker from the employer and stores the evaluation in the work history database 66 and the store history database 68. When the hired job seeker's work ends, the employer uses the employer terminal 104 to evaluate the work status of the job seeker. Using the employer terminal 104, the employer certifies that the work was good if the work status of the job (position) set for each industry performed by the job seeker is good. The employer terminal 104 transmits information indicating the job seeker ID identifying the job seeker, the employer ID identifying the employer, and the certified job (position) to the management server 102 via the information and communications network 108. When the management server 102 receives the job seeker ID identifying the job seeker and the information indicating the certified job (position), it adds 1 to the number of certifications stored in association with the job seeker ID and position in the work history database 66 stored in the memory unit 12. The store history database 68 is also referenced and the employer ID received in association with the job seeker ID and the job (position) is stored. Note that if the employer ID received in association with the job seeker ID and the job (position) has already been stored, the store history database 68 is not updated. Furthermore, if the employer ID received in association with the job seeker ID and the position is newly stored, one is added to the number of stores stored in the work history database 66 in association with the job seeker ID and the job (position).

[0055] The payment unit 54 calculates the salary (wages) to be paid to the job seeker based on the employment conditions presented by the employer and the arrival and departure times acquired by the contract attendance management unit 50. Furthermore, in response to instructions from the employer via the employer terminal 104, payment is processed to the bank account or other account registered by the job seeker on the payment date specified in the employment conditions. The payment is processed by transferring funds from the employer's bank account to the job seeker's bank account or electronic money account. Alternatively, instead of performing the transfer process immediately, the amount may be temporarily stored in a wallet and transferred monthly or in response to the job seeker's operation. The salary calculation and payment process may be performed automatically in response to acquisition of code read information at the time of leaving work by the code read information acquisition unit 48, and the salary may be paid by bank transfer or electronic money transfer.

[0056] 8 is a diagram showing a specific example of the performance database 64 of the management server 102. The performance database 64 stores employment contracts between job seekers and employers and work arrival and departure information. Specifically, it stores the job seeker ID, employer ID, employment conditions presented to the job seeker by the employer, whether the job seeker agrees to the employment conditions, work arrival and departure times, salary to be paid, etc. Information on job seekers is stored in the job seeker information database 60, and information on employers is stored in the employer information database 62.

[0057] For example, as shown in Figure 8, a job seeker with ID W0001 and an employer with ID E0001 are matched for work, and the details of the employment contract (work date: March 20, 2019, working hours: 9:00-17:00, working location: Shinjuku xxx, Shinjuku-ku, Tokyo, work content: store operations-related work such as cooking and cleaning (position), break time: 120 minutes, wage: 1,200 yen per hour, allowances: commuting allowance 500 yen, premium pay: 25% over statutory, 20% over standard, wage payment date: the day of work) and whether the employment contract was accepted are stored. The system also stores the job seeker's arrival and departure times, as well as the calculated wage.

[0058] Fig. 11 is a flowchart showing the processing up to the start of work in management server 102 according to this embodiment. The processing up to the start of work in management server 102 will be described below with reference to Fig. 11. The following processing is realized by running a management server program on management server 102, an employer terminal program on employer terminal 104, and a job seeker terminal program on job seeker terminal 106.

[0059] In step S10, the job seeker terminal 106 transmits the job seeker's application for user registration to the management server 102. At this time, the job seeker inputs job seeker information for identifying the job seeker (such as the job seeker's name, address, email address, telephone number, date of birth, age, sex, image data, etc.) via the job seeker terminal 106. The job seeker terminal 106 transmits the input job seeker information to the management server 102 via the information and communications network 108. The job seeker information receiving unit 40 of the management server 102 receives the input job seeker information.

[0060] In step S12, the employer terminal 104 transmits an application for the employer's user registration to the management server 102. At this time, the employer inputs employer information for identifying the employer (employer's name, address, contact phone number, type of business, image data, etc.) via the employer terminal 104. The employer terminal 104 transmits the input employer information to the management server 102 via the information and communications network 108. The employment conditions reception unit 42 of the management server 102 receives the input employer information.

[0061] In step S14, management server 102 stores the job seeker information received together with the user registration application in job seeker information database 60 in storage unit 12. Similarly, management server 102 stores employer information in employer information database 62 in storage unit 12. At this time, management server 102 assigns a unique identifier (job seeker ID) to each job seeker. Management server 102 notifies job seeker terminal 106 by transmitting the job seeker ID via information and communications network 108. Management server 102 also assigns a unique identifier (employer ID) to each employer. Management server 102 notifies employer terminal 104 by transmitting the employer ID via information and communications network 108.

[0062] In step S16, an employer who wishes to make a job offer operates employer terminal 104 to input employment conditions. Employer terminal 104 displays a UI screen for inputting employment conditions on output unit 26. On the displayed UI screen, the employer inputs employment conditions such as employment hours, wages, work location, job content (e.g., industry, job (position)), job closing date and time, and number of job offers. Employer terminal 104 adds an employer ID to the input employment conditions such as employment hours, wages, work location, and job content, and transmits them to management server 102.

[0063] Here, the employer may be able to limit the job seekers to whom the job information is made public. Fig. 13 shows an example of a disclosure setting screen 200 for setting the job seekers to whom the job information is made public. When accepting employment conditions, the employer terminal 104 displays the disclosure setting screen 200 on the output unit 26 and accepts the selection of disclosure conditions. In this embodiment, the employer is able to select from public disclosure, group-only disclosure, URL-only disclosure, and badge-only disclosure.

[0064] The disclosure settings screen 200 includes a public disclosure selection button 210, a group-only disclosure selection button 212, a URL-only disclosure selection button 214, a badge-only disclosure selection button 216, and an hourly wage setting area 218. With the disclosure settings screen 200 displayed, the employer operates the employer terminal 104 to select one of the public disclosure selection button 210, the group-only disclosure selection button 212, the URL-only disclosure selection button 214, and the badge-only disclosure selection button 216.

[0065] When the public disclosure selection button 210 is selected, the job information including the employment conditions is made public without any restrictions on who can access it. The employer terminal 104 transmits to the management server 102 the employment conditions and disclosure conditions indicating that public disclosure has been selected.

[0066] When the group-only disclosure selection button 212 is selected, the job information, including the employment conditions, is limited to disclosure only to job seekers registered in the group established for each employer. Job seekers belonging to a group can be determined by having the employer select specific job seekers in advance, as shown in FIG. 12 , and storing the job seeker IDs identifying the selected job seekers in a group database in association with group IDs. The group database can be stored, for example, in the storage unit 12 of the management server 102 or the storage unit 22 of the employer terminal 104 so that it is accessible from the management server 102 and the employer terminal 104. Multiple groups may be included. If multiple groups are established for an employer, selecting the group-only disclosure selection button 212 may prompt the employer to select a group to which the job information should be disclosed. The employer terminal 104 transmits to the management server 102 the employment conditions, along with information indicating that group-only disclosure has been selected, and a group ID identifying the group to which the information should be disclosed, as disclosure conditions.

[0067] When the URL-only disclosure selection button 214 is selected, disclosure of the job information, including the employment conditions, is limited to job seekers who know the specific shared URL. The shared URL can be made known to specific job seekers in advance by, for example, the employer. The employer terminal 104 transmits to the management server 102 the employment conditions and information indicating that URL-only disclosure has been selected as a disclosure condition.

[0068] When the badge-only disclosure selection button 216 is selected, the disclosure of job information including employment conditions is limited to job seekers with a specific badge. In other words, job seekers can be selected based on the badges assigned to each job seeker based on work history information that evaluates each job seeker according to their past work situation. When the badge-only disclosure selection button 216 is selected, the employer terminal 104 further displays a badge selection button on the disclosure settings screen 200 for selecting job seekers with badges to disclose.

[0069] The badge selection buttons are preferably selected and displayed according to the type of business the employer belongs to. For example, if the employer belongs to the food service industry, a hall badge selection button, a dishwashing badge selection button, and a cooking badge selection button are displayed. If the employer belongs to the accommodation industry, a banquet staff badge selection button and a front desk badge selection button are displayed. If the employer belongs to the retail industry, a cleaning badge selection button, a cashier badge selection button, and a stocking badge selection button are displayed. If the employer belongs to the delivery industry, an inspection badge selection button, a sorting badge selection button, a picking badge selection button, a packing badge selection button, and a loading / unloading badge selection button are displayed. However, the display manner of the badge selection buttons is not limited to this, and other display manners may be adopted, such as displaying badge selection buttons for all types of badges.

[0070] In addition to displaying the badge selection button, it is also preferable to display the number of job seekers who have addresses near the employer's location. In this case, the management server 102 references the job seeker information database 60 and the employer information database 62, and transmits to the employer terminal 104 the number of job seekers who have badges for positions related to the employer's industry and whose addresses are registered within a predetermined distance from the employer's location. The predetermined distance may be a preset distance. Alternatively, instead of the predetermined distance, the number of job seekers whose addresses are registered in the political region (town, ward, city, county, prefecture, etc.) to which the employer's location belongs may be transmitted to the employer terminal 104. Upon receiving the number of job seekers, the employer terminal 104 displays the number of job seekers on the disclosure setting screen 200 along with the badge selection button.

[0071] The number of job seekers who have addresses on the same public transportation route that passes through the nearest station or stop to the employer's location may also be displayed. Public transportation may be, for example, a train or bus. The public transportation route may be preset in the employment management system 100 or may be obtained from an external device via the information and communications network 108. The management server 102 references the job seeker information database 60 and the employer information database 62 and transmits to the employer terminal 104 the number of job seekers who hold badges for positions related to the employer's industry and whose addresses are registered with a nearest station or stop on the same public transportation route that passes through the nearest station or stop to the employer's location. For example, the management server 102 searches for stations or stops on the same public transportation route that passes through the nearest station or stop to the employer's location, and transmits to the employer terminal 104 the number of job seekers whose addresses are registered within a predetermined distance from the extracted stations or stops. The predetermined distance may be a predetermined distance. When the employer terminal 104 receives the number of job seekers, it displays the number of job seekers along with a badge selection button on the disclosure settings screen 200. This is because there are job seekers who frequently wish to work near bases (such as schools) other than their residential addresses.

[0072] It is also possible to appropriately combine various conditions, such as having an address within a predetermined distance from the employer's location, the political region to which the employer's location belongs, and having an address on the same public transportation line that passes through the nearest station or stop, etc., of the employer's location. For example, the number of job seekers who are within a predetermined distance from the employer's location and who have an address on the same public transportation line that passes through the nearest station or stop, etc., of the employer's location may be displayed.

[0073] This allows employers to determine the number of job seekers likely to apply for the jobs they need and then recruit accordingly.

[0074] The employer operates the employer terminal 104 to select a badge selection button displayed on the disclosure setting screen 200. The badge selection button to be selected may be one type or multiple types. If multiple badge selection buttons are selected, the job information will be made public to job seekers who have at least one type of badge from the multiple selected types of badges.

[0075] Figure 13 shows an example in which the employer is in the food service industry, and a hall badge selection button 216a, a dishwashing area badge selection button 216b, and a cooking badge selection button 216c are displayed. Also, along with the hall badge selection button 216a, the dishwashing area badge selection button 216b, and the cooking badge selection button 216c, the number of job seekers who have a hall badge, a dishwashing area badge, or a cooking badge, respectively, and who live within a specified distance from the employer's location is displayed. Also, Figure 13 shows a state in which the hall badge selection button 216a is selected.

[0076] If job information is made available to specific job seekers according to their badges, it will be easier to attract experienced job seekers, as only job seekers with badges will see the job. Therefore, if you are limiting the availability of job information to badges, it is best to set the hourly wage based on the job seeker's work experience and abilities.

[0077] Therefore, it is preferable to perform processing in the hourly wage setting area 218 so that an amount higher than the normal hourly wage can be set. Specifically, in the hourly wage setting area 218, a lower limit for the hourly wage is set so that only amounts higher than the minimum wage calculated in advance for each prefecture can be set. For example, in the hourly wage setting area 218, a lower limit for the hourly wage is set so that only amounts higher than the minimum wage calculated in advance for each prefecture can be set that are 200 yen or more higher. Alternatively, instead of the minimum wage, a lower limit for the hourly wage may be set so that only amounts higher than the average hourly wage calculated in advance for each prefecture can be set.

[0078] If badge-only disclosure is selected, the employer terminal 104 transmits to the management server 102 the employment conditions along with information indicating that badge-only disclosure has been selected, the type of badge to be disclosed, and the set hourly wage as disclosure conditions.

[0079] If a level is set for a badge, the level may be selectable. For example, if three levels, such as bronze, silver, and gold, can be set for each badge, it is preferable that the employer selects the type of badge for which they are looking to recruit on the disclosure settings screen 200, and also select the level from the three levels. In this case, it is preferable that the hourly wage setting area 218 be set according to the badge level. In other words, it is preferable to set a lower limit for the hourly wage so that the minimum amount that can be set in the hourly wage setting area 218 becomes higher the higher the badge level. The employer terminal 104 transmits to the management server 102, along with the employment conditions, a notification that badge-only disclosure has been selected, the type and level of the badge to be disclosed, and the set hourly wage as disclosure conditions.

[0080] In step S18, the employment conditions and disclosure conditions attached to the employer ID are received by the management server 102. The employment conditions reception unit 42 of the management server 102 receives the employment conditions and disclosure conditions transmitted from the employer terminal 104 via the information and communications network 108.

[0081] In step S20, the job information is made public based on the employment conditions and disclosure conditions. The employment conditions receiving unit 42 of the management server 102 makes the job information public based on the employer ID, employment conditions, and disclosure conditions received in step S18 via the information and communications network 108. The management server 102 references the employer information database 62 and extracts employer information associated with the received employer ID. The management server 102 associates the job information, including the extracted employer information and information included in the received employment conditions such as employment hours, wages, work location, and job content, with the employer ID and transmits it to the job seeker terminal 106 via the information and communications network 108.

[0082] Here, the job seeker terminal 106 to which the job information will be sent is set according to the disclosure conditions received in step S18. If public disclosure is selected as the disclosure condition, the job seekers to whom the information is to be disclosed are not limited, and the job information is sent to the job seeker terminal 106 used by the job seeker registered in the job seeker information database 60 of the management server 102. The management server 102 sends the job search information to all job seekers stored in the job seeker information database 60. Each job seeker can check the sent job information by using their job seeker terminal 106.

[0083] Furthermore, when group-only disclosure is selected as a disclosure condition, only job seekers who are registered in a group set for each employer are set as the job seekers to whom disclosure is made. The management server 102 references the group database described above and transmits job search information to job seekers associated with the group ID included in the disclosure condition. Job seekers included in the group can confirm the transmitted job information by using the job seeker terminal 106. In other words, employers who are hiring can target only job seekers who are already registered in the group.

[0084] Furthermore, if URL-only disclosure is selected as a disclosure condition, the job information is set to be disclosed only to job seekers who know the specific shared URL. The management server 102 discloses the job information at the shared URL. Job seekers who know the shared URL can check the job information by accessing the shared URL using the job seeker terminal 106. In other words, employers who are hiring can target job seekers only who already know the shared URL.

[0085] Furthermore, when badge-only disclosure is selected as a disclosure condition, only job seekers who have the badge type and badge level specified as the disclosure condition are set as job seekers to whom the job information is to be disclosed. The management server 102 references the job seeker information database 60, the work history database 66, and the store history database 68, and sets only job seekers who meet the badge type and badge level specified as the disclosure condition as job seekers to whom the job information is to be disclosed. The management server 102 transmits job search information to job seekers who have been set as job seekers. Job seekers can check the transmitted job information by using the job seeker terminal 106. In other words, employers who are hiring can target only job seekers who already have a badge related to the required job. Furthermore, they can specify the job seeker's level for that job and post a job offer to only job seekers who meet that level.

[0086] In any of the above-mentioned public disclosure, group-only disclosure, URL-only disclosure, and badge-only disclosure, the job information may be disclosed only to job seekers who have addresses near the employer's location. In this case, the management server 102 references the job seeker information database 60 and the employer information database 62, and transmits or discloses the job information only to job seekers who meet the disclosure conditions and whose addresses are registered within a predetermined distance from the employer's location.

[0087] This allows job postings to be targeted only at job seekers who live near the employer's store, thereby effectively targeting job seekers who are more likely to apply.

[0088] In step S22, the job seeker views the job information. The job seeker uses the job seeker terminal 106 to view the job information made public in step S20.

[0089] 14 and 15 show examples of the display of published job information. FIG. 14 shows an example of the display of the job listing screen 220, and FIG. 15 shows an example of the display of the detailed job information display screen 240. The various information to be displayed on the job listing screen 220 and the detailed job information display screen 240 can be input from the employer terminal 104 in step S12 or step S16 along with the employment conditions or disclosure conditions. The various information input from the employer terminal 104 is transmitted to the management server 102 via the information and communications network 108. The management server 102 transmits the various information via the information and communications network 108 to the job information provider 106.

[0090] Each job seeker operates the job seeker terminal 106 to display the job information. In response to this operation, the job information sent or made public by each employer is displayed in a list form on the output unit 36 ​​of the job seeker terminal 106, as shown in a job listing screen 220 in FIG.

[0091] The job listing screen 220 includes an explanation area 230 and a job information display area 232. An explanation of the job information is displayed in the explanation area 230. For example, the explanation area 230 displays an explanation such as "This is a job request received from a previous employer or a store where you are a certified worker."

[0092] The job information display area 232 displays job information provided by each employer. The job information display area 232 includes, for example, a company name display area 232a, a restricted access description area 232b, an image display area 232c, and an employment conditions display area 232d. The company name display area 232a displays the company name of the employer who submitted the job information. The restricted access description area 232b displays information regarding whether the job information is public, group-only, URL-only, or badge-only. For example, in the case of badge-only access, the restricted access description area 232b displays information about the badge type and badge level of the job so that job seekers can understand that the job information is badge-only, such as "[Hall Badge Only] We are looking for help from you, who have received many certifications in hall work!". In addition, in the case of group-only access, such as "We are looking for help from you, a certified worker!", such information is displayed so that job seekers can understand that the job information is included in the group that the job information is targeted for. The image display area 232c displays images included in the job information. The image display area 232c is an area where the employer displays an image that the employer wants to display as a thumbnail image of the job information on the job listing screen 220. For example, it is preferable to display a photograph or the like in the image display area 232c so that the job seeker can get an idea of ​​the work (position). The image to be displayed in the image display area 232c may be obtained in advance from the employer in step S16 or the like and stored in the employer information database 62. The employment conditions display area 232d is an area where information related to the employment conditions included in the job information is displayed. For example, the employment conditions display area 232d displays information such as a description of the job content, the desired date and time of employment, the time zone, and wages.

[0093] When a job seeker finds a job posting that they wish to apply for on the job posting list screen 220, they select the job posting by tapping, clicking, or the like in the job posting display area 232 where the job posting is displayed. When the job posting display area 232 is selected, the job seeker terminal 106 switches the job posting list screen 220 displayed on the output unit 36 ​​to a detailed job posting display screen 240, as shown in FIG.

[0094] The detailed job information display screen 240 includes an image display area 250, a store information display area 252a, a working date and time zone display area 252b, a special information display area 252c, a salary display area 252d, a limited access explanation area 252e, and an apply button 254.

[0095] The image display area 250 is an area where the employer displays an image that they want to display as job information on the detailed job information display screen 240. It is preferable to display, for example, a photograph or the like in the image display area 250 so that job seekers can get an idea of ​​the work (position). The store information display area 252a is an area where the type of business, company name, and work content of the employer who submitted the job information are displayed. The working date and time display area 252b is an area where the working date and time and working time, which are employment conditions, are displayed. The special information display area 252c is an area where special information related to the job is displayed. For example, the special information display area 252c may display the time remaining until the recruitment deadline. Furthermore, the special information display area 252c may also display, for example, the number of people being recruited and the number of people who have already applied.

[0096] The salary display area 252d is an area that displays information regarding the salary paid as wages. The salary display area 252d displays, for example, the total amount of salary calculated based on information such as hourly wage, transportation expenses, working hours, and break times provided by the employer. The salary display area 252d may also display, for example, the hourly wage and transportation expenses conditions. The restricted access explanation area 252e is an area that displays information regarding public access, group access, URL access, and badge access. The restricted access explanation area 252e displays, for example, badge icons and their descriptions that indicate the type and level of badges that match the access conditions.

[0097] The apply button 254 is a button that a job seeker selects when applying for a job after checking the displayed job information.

[0098] In step S24, the job seeker transmits his / her employment request. When applying for a position on the detailed job information display screen 240, the job seeker operates the job seeker terminal 106 to select the apply button 254 displayed on the detailed job information display screen 240 by tapping, clicking, or the like. The job seeker terminal 106 transmits the employer ID and job seeker ID corresponding to the job information selected by the job seeker from the job seeker terminal 106 to the management server 102 via the information and communications network 108 as employment request information.

[0099] In step S26, the employment application information is accepted by management server 102. Employment application accepting unit 44 of management server 102 receives the employment application information transmitted from job seeker terminal 106 in step S24.

[0100] In step S28, information about the job seeker who applied is sent to the employer who posted the job. The employment application receiving unit 44 of the management server 102 references the employer information database 62 to identify the employer associated with the employer ID included in the employment application information received in step S26. The management server 102 also references the job seeker information database 60 to read information about the job seeker associated with the job seeker ID included in the employment application information. The management server 102 also references the work history database 66 and the store history database 68 to read the number of certifications associated with the job seeker ID included in the employment application information, the number of stores that issued the certifications, and the employer IDs of those stores. The management server 102 also references the employer information database 62 to read information such as the store name associated with the employer ID of the store that issued the certification. The management server 102 then transmits the read information to the employer terminal 104 used by the identified employer via the information and communications network 108.

[0101] In step S30, the employer accepts the application. The employer terminal 104 receives the information sent from the management server 102 in step S28. Based on the received information, the employer terminal 104 displays information about the job seeker who applied for the job on the output unit 26.

[0102] The employer terminal 104 displays information about the job seeker who applied via the output unit 26. Figures 16 and 17 show examples of the job seeker detail information display screen 260, which includes information about the job seeker who applied. The job seeker detail information display screen 260 includes a job seeker image display area 270, a job seeker information display area 272, a badge display area 274, a group display area 276, an application acceptance button 278, and a cancel button 279.

[0103] The job seeker image display area 270 is an area where the job seeker displays an image to represent the job seeker on the job seeker detailed information display screen 260. The job seeker image display area 270 displays, for example, a photo of the job seeker's face. The job seeker information display area 272 is an area where information about the job seeker is displayed. The job seeker information display area 272 displays, for example, the job seeker's name, age, gender, and contact information such as a telephone number. The badge display area 274 is an area where information about badges held by the job seeker is displayed. The badge display area 274 displays, for example, the badge icon, badge type, and badge level held by the job seeker who has applied. The group display area 276 is an area where information about the group to which the job seeker who has applied belongs is displayed. The employer terminal 104 refers to a group database and, if the applying job seeker corresponds to a job seeker who has been grouped in the past, displays information about the group in the group display area 276.

[0104] Furthermore, when the employer selects the badge display area 274 using the input unit 24 of the employer terminal 104, a badge detail information display area may be displayed, showing detailed information about the badge held by the job seeker who has applied, as shown in FIG. 17.

[0105] The badge detail information display area includes a badge detail display area 280 and a certified store display area 282. The badge detail display area 280 is an area that displays detailed information about each badge held by the job seeker. The badge detail display area 280 displays information such as the icon of the badge held by the job seeker, the type and level of the badge, the number of times the job seeker has been certified in the past for the job (position) related to the badge, and the number of stores that have certified the job seeker in the past for the job (position) related to the badge. The certified store display area 282 is an area that displays information that identifies stores that have certified the job seeker in the past for the job (position) related to the badge. For example, the certified store display area 282 displays the names of stores that have been certified most frequently in descending order. Furthermore, the certified store display area 282 may display the names of stores with the most recent certification dates in descending order, for example. An upper limit (for example, five stores) may be set for the number of stores to be displayed in the certified store display area 282.

[0106] The accept application button 278 is a button that the employer selects when accepting a job application after checking the displayed information about the job seeker. After viewing the information about the job seeker displayed on the job seeker detail information display screen 260, if the employer wishes to hire the job seeker, the employer operates the employer terminal 104 to select the accept application button 278. The employer terminal 104 then transmits information indicating the acceptance of the application together with the employer ID to the management server 102 via the information and communications network 108.

[0107] Alternatively, the application may be automatically accepted unless canceled by the employer if the job seeker who applied for the job satisfies the conditions (qualifications, etc.) presented in advance without providing the application acceptance button 278. In this case, the process proceeds to step S32.

[0108] The cancel button 279 is a button that an employer selects when they wish to cancel a job application because the job seeker who applied does not meet the conditions (qualifications, etc.) presented in advance. After viewing the information about the job seeker displayed on the job seeker detail information display screen 260, if the employer determines that the job seeker does not meet the conditions set out in the job information, they operate the employer terminal 104 to select the cancel button 279. The employer terminal 104 then transmits information indicating the cancellation together with the employer ID to the management server 102 via the information and communications network 108.

[0109] Employers can see what badges a matched job seeker has earned before accepting their application, reducing employment mismatches and making it easier to determine which jobs to assign to job seekers and prepare them for employment.

[0110] In step S32, a process of generating a code is performed in response to acceptance of the job application. When acceptance of the job application is received from the employer terminal 104, the code display unit 46 of the management server 102 generates a one-dimensional or two-dimensional code that associates the job seeker with the employment conditions. The management server 102 transmits the generated code via the information and communications network 108 to the employer terminal 104 identified by the employer ID received along with the job application acceptance. The employer terminal 104 receives the one-dimensional or two-dimensional code that associates the job seeker with the employment conditions from the management server 102. The code is used to have the job seeker read when they come to work.

[0111] Furthermore, management server 102 transmits, via information and communications network 108, to job seeker terminal 106 of the job seeker who applied, a notice that the application has been accepted and an employer ID that identifies the employer who accepted the application. For example, the notice that the application has been accepted may be sent by email, or a push notification may be sent, and the details of the application acceptance may be presented to job seeker terminal 106 accessed in response to the notification. This establishes a match between the employer and the job seeker.

[0112] When a cancellation of a job offer is received from the employer terminal 104, the management server 102 sends a message to the job seeker terminal 106 of the job seeker who applied that the application has been canceled via the information and communications network 108. For example, the management server 102 may send an email informing the job seeker that the application has been canceled, or may send a push notification and present the details of the cancellation to the job seeker terminal 106 that has accessed the notification. This terminates the matching between the employer and the job seeker.

[0113] When canceling an application, it is preferable to interview the employer. For example, the management server 102 may request the employer terminal 104 to input the reason for canceling the application, and the reason for canceling the application may be obtained from the employer terminal 104. In this case, the matching between the employer and the job seeker may be cancelled if the reason for canceling the application is deemed to be valid. Alternatively, the administrator who manages the employment management system 100 may interview the employer. In this case, the administrator may cancel the matching between the employer and the job seeker if the reason for canceling the application is deemed to be valid.

[0114] In step S34, the job seeker reconfirms the employment conditions before or when arriving at work. The job seeker terminal 106 displays the employment conditions included in the job information viewed in step S22. The job seeker reconfirms the employment conditions provided by the employer. At this time, the employment conditions may be displayed in the form of an employment contract, and the job seeker may confirm whether or not they agree to the contents of the employment contract.

[0115] In step S36, the code is read by the job seeker terminal 106. The employer uses the employer terminal 104 to display the code received in step S32. The job seeker reads the code displayed on the employer terminal 104 with the job seeker terminal 106. The job seeker terminal 106 transmits to the management server 102 via the information and communications network 108 that the code has been read and the time it was read.

[0116] In step S38, code reading information indicating that the code has been read is accepted. The code reading information acquisition unit 48 of the management server 102 receives information that the job seeker terminal 106 has read the code and the time it was read. When the contract attendance management unit 50 of the management server 102 acquires the code reading information from the job seeker terminal 106, it stores in the performance database 64 the fact that the job seeker has agreed to the employment conditions presented by the employer and an employment contract has been concluded, and also stores the time the code was read as the attendance time in the performance database 64.

[0117] As described above, employment management system 100 processes such as employers posting job offers, job seekers applying for jobs, applications being accepted, employment being established, and job seekers' attendance status being confirmed and registered.

[0118] Figure 18 is a flowchart showing the processing after the start of work in management server 102 according to this embodiment. Below, the processing from the start of work to the end of work management in management server 102 will be described with reference to Figure 18. The following processing is realized by running a management server program in management server 102, an employer terminal program in employer terminal 104, and a job seeker terminal program in job seeker terminal 106.

[0119] In step S40, the code is read when the employee leaves work. The employer uses employer terminal 104 to display the code received in step S32. The job seeker reads the code displayed on employer terminal 104 using job seeker terminal 106. Job seeker terminal 106 then transmits to management server 102 via information and communications network 108 that the code has been read and the time it was read.

[0120] In step S42, code reading information indicating that the code has been read is accepted. The code reading information acquisition unit 48 of the management server 102 receives information that the job seeker terminal 106 has read the code and the time it was read. When the contract attendance management unit 50 of the management server 102 acquires the code reading information from the job seeker terminal 106, it stores the time the code was read as the time the worker left work in the performance database 64.

[0121] In step S44, wage payment processing is carried out. The payment unit 54 of the management server 102 calculates the wage to be paid to the job seeker using information on the arrival and departure times of the employee and the hourly wage and other wages specified in the employment conditions. Furthermore, in response to instructions from the employer via the employer terminal 104, the salary is transferred to the bank account or other account registered by the job seeker on the payment date specified in the employment conditions.

[0122] In step S46, the employer evaluates the job seeker. Using the employer terminal 104, the employer evaluates the employed job seeker based on the working conditions of the job seeker. FIG. 19 shows an example of a job seeker evaluation screen 290. The employer terminal 104 displays the job seeker evaluation screen 290 on the output unit 26 and accepts input of an evaluation of the job seeker from the employer.

[0123] The job seeker evaluation screen 290 includes a job seeker display area 300 , an overall evaluation area 302 , a badge evaluation area 304 , a free comment area 306 , a group registration area 308 , and a send button 310 .

[0124] The job applicant display area 300 is an area where information identifying the job applicant to be evaluated is displayed. For example, the names of job applicants who have worked for the employer are displayed in the job applicant display area 300. The overall evaluation area 302 is an area for comprehensively evaluating the job applicant. For example, a Good button and a Bad button are displayed in the overall evaluation area 302. The employer comprehensively evaluates the job applicant's performance and selects the Good button if the evaluation is good, or the Bad button if the evaluation is bad. The example in Figure 19 shows an example where the Good button (hatched) has been selected.

[0125] The badge evaluation area 304 is an area for evaluating job seekers by job content. For example, badge icons indicating jobs (positions) are displayed in the badge evaluation area 304. The employer evaluates the job seeker's performance for each job (position), and if the evaluation is good, selects the badge icon corresponding to that job (position).

[0126] In the example of FIG. 19, badges representing hall duties, dishwashing duties, and cooking duties are displayed in the badge evaluation area 304. The type of badge displayed in the badge evaluation area 304 may be automatically selected from badges preset according to the type of employment included in the employment conditions entered in step S16. For example, if the type of employment is food service, badges for hall, dishwashing, and cooking are automatically selected; if the type of employment is accommodation, badges for banquet staff and front desk are automatically selected; if the type of employment is retail, badges for cleaning, cashiering, and stocking are automatically selected; and if the type of employment is delivery, badges for inspection, sorting, picking, packing, and loading / unloading are automatically selected. Furthermore, the type of badge displayed in the badge evaluation area 304 may be automatically selected according to the employee's job duties based on the relationship between the job duties and the badges in the work history database 66. However, this is not limited to this, and badges representing all jobs (positions) may be displayed in the badge evaluation area 304 regardless of the employee's job duties. In the example of FIG. 19, a badge (hatched) representing cooking duties is selected.

[0127] The free comment area 306 is an area where an employer can freely write a comment about a job seeker. By writing a comment about a job seeker in the free comment area 306, the employer can send the comment to the job seeker. The group registration area 308 is an area for selecting a group to which the job seeker will belong. In the group registration area 308, for example, a list of groups that the employer has registered in advance is displayed along with selection tabs. The employer selects the selection tab of the group to which the employer wants the job seeker to belong.

[0128] If the group database is stored in the storage unit 22 of the employer terminal 104, the employer terminal 104 registers the job seeker to belong to the group selected in the group registration area 308.

[0129] The send button 310 is a button for sending the information entered in the job seeker display area 300 as evaluation information to the management server 102. After entering an evaluation of the job seeker, the employer presses (clicks, taps, etc.) the send button 310, and the information entered is sent as evaluation information from the employer terminal 104 to the management server 102 via the information and communications network 108.

[0130] In step S48, the work status is accepted based on the evaluation information. Upon receiving the evaluation information, the work history management unit 52 of the management server 102 updates the contents of the job seeker information database 60, work history database 66, and store history database 68 based on the evaluation information.

[0131] For example, the Good evaluation rate in the job seeker information database 60 is updated according to the result of the free evaluation. Furthermore, according to the result of the badge evaluation, the number of certifications associated with the job seeker in the work history database 66 for the badge selected by the employer is incremented by one. Furthermore, if the store of the employer who performed the evaluation has never previously awarded the selected badge to the job seeker, the number of certified stores associated with the job seeker in the work history database 66 is incremented by one. Furthermore, for the badge selected by the employer, an employer ID that identifies the employer is associated with the job seeker in the store history database 68. Furthermore, if a job seeker cancels a job after a job application and acceptance have been established, the cancellation rate associated with the job seeker ID is updated. Furthermore, if a job seeker cancels within a specified time period immediately prior to the scheduled work date and time, the number of last-minute cancellations associated with the job seeker ID is updated.

[0132] Furthermore, when the conditions for granting a badge to a job seeker are met in response to an update of the work history database 66, the badge for which the conditions for granting a badge are met is registered in association with the job seeker ID of the job seeker in the job seeker information database 60. Furthermore, when the conditions for changing the level of any badge are met in response to an update of the work history database 66, the level of the badge associated with the job seeker ID of the job seeker in the job seeker information database 60 is updated.

[0133] Furthermore, the work history management unit 52 of the management server 102 transmits the badge information updated based on the evaluation information from the employer and the comments from the employer written in the free comment area to the job seeker terminal 106 via the information communication network 108. Upon receiving the information, the job seeker terminal 106 causes the output unit 36 ​​to display the information to the job seeker.

[0134] FIG. 20 shows an example of a badge information display screen 320 displayed on the job seeker terminal 106. The badge information display screen 320 is a screen that displays information indicating the badges that have been granted to a job seeker. For example, the badge information display screen 320 displays a list of badge icons and badge names that indicate each badge used in the employment management system 100. It is preferable that the badge information display screen 320 displays the icons of badges that have already been granted to each job seeker and the icons of badges that have not yet been granted to each job seeker in a manner that allows them to be distinguished from each other. For example, it is preferable that the icons of badges that have already been granted to each job seeker and the icons of badges that have not yet been granted to each job seeker be displayed in different colors. In the example of FIG. 20, the icons of badges that have already been granted to a job seeker are shown hatched, and the icons of badges that have not yet been granted are shown without hatching.

[0135] 21 shows an example of a badge details display screen 330 displayed on the job seeker terminal 106. The badge details display screen 330 is displayed when the job seeker wants to check more detailed information about each badge. For example, when the job seeker wants to know more detailed information about each badge, the job seeker uses the input unit 34 of the job seeker terminal 106 to select (e.g., click or tap) the icon of the badge about which the job seeker wants to know more details on the badge information display screen 320, thereby displaying the badge details display screen 330 for that badge.

[0136] The badge information display screen 320 displays, for example, an icon of the selected type of badge, the name of the badge, and a description of the business related to the badge. In addition, for example, it is preferable to also display the number of times the job seeker has been certified for the selected type of badge and the number of stores that have certified the job seeker. In addition, for example, information such as the names of stores that have certified the selected type of badge may also be displayed.

[0137] By earning badges through work, job seekers can visualize and confirm their skills. They can also feel their own growth and skill development. Furthermore, job offers related to the badges they have earned will be more likely to reach them, allowing them to work using their skills and experience.

[0138] According to the present invention, it is possible for employers to check how many workers who meet their requirements are registered in the system. Also, it is possible to present job offers only to workers with specific skills. This will encourage companies to actively post job offers, leading to effective use of the job matching system.

[0139] While the preferred embodiments of the present invention have been described above, the present invention is not limited to the specific embodiments, and includes the inventions set forth in the claims and their equivalents. Furthermore, the device configurations described in the above embodiments and modifications can be combined as appropriate as long as no technical contradiction occurs. [Explanation of symbols]

[0140] 10 processing unit, 12 memory unit, 14 input unit, 16 output unit, 18 communication unit, 20 processing unit, 22 memory unit, 24 input unit, 26 output unit, 28 communication unit, 30 processing unit, 32 memory unit, 34 input unit, 36 output unit, 38 communication unit, 40 job applicant information reception unit, 42 employment conditions reception unit, 44 employment request reception unit, 46 code display unit, 48 code reading information acquisition unit, 50 contract attendance management unit, 52 work history management unit, 54 payment unit, 60 job applicant information database, 62 employer information database, 64 performance database, 66 work history database, 68 store history database, 100 employment management system, 102 management server, 104 employer terminal, 106 job applicant terminal, 108 information and communication network, 200 public setting screen, 210 public selection button, 212 Group-only disclosure selection button, 214 URL-only disclosure selection button, 216 Badge-only disclosure selection button, 216a Hall badge selection button, 216b Washing area badge selection button, 216c Cooking badge selection button, 218 Hourly wage setting area, 220 Job listing screen, 230 Description area, 232 Job information display area, 232a Company name display area, 232b Limited disclosure description area, 232c Image display area, 232d Employment conditions display area, 240 Detailed job information display screen, 250 Image display area, 252a Store information display area, 252b Working date and time / hour display area, 252c Special information display area, 252d Salary display area, 252e Limited disclosure description area, 254 Apply button, 260 Job applicant detailed information display screen, 270 Job applicant image display area, 272 Job applicant information display area, 274 Badge display area, 276 group display area, 278 application acceptance button, 280 badge details display area, 282 certified store display area, 290 job applicant evaluation screen, 300 job applicant display area, 302 overall evaluation area, 304 badge evaluation area, 306 free comment area, 308 group registration area, 310 submit button, 320 badge information display screen, 330 badge details display screen.

Claims

1. An employment management system that manages employment contracts and attendance records between job seekers and employers, Past evaluations of job seekers are, A badge for each type of work is given to the job seeker based on at least one of the number of times certification has been given for each type of work, and the number of stores of the employer that gave the certification. The aforementioned past evaluations reflect the certification records that were made at stores of multiple different employers. An employment conditions receiving unit receives job information from an employer terminal used by the employer, including employment conditions including at least working hours and wages, and disclosure conditions based on past evaluations of the job seeker, which limit disclosure to job seekers with a specific badge, and when the badge-limited disclosure is selected as the disclosure condition, discloses at least a portion of the job information to the job seeker with a specific badge. From the job seeker's terminal used by the aforementioned job seeker, the recruitment application reception unit receives applications for job postings from the aforementioned employer, An employment management system characterized by having the following features.

2. An employment management system according to claim 1, An employment management system characterized in that the badge is given to the job seeker when the number of certifications performed for each type of work is equal to or greater than a predetermined certification standard value, and the number of stores of the employer that performed the certification is equal to or greater than a predetermined store standard value.

3. An employment management system according to claim 1 or 2, An employment management system characterized in that the level of the badge changes based on at least one of the number of certifications and the number of stores of the employer that performed the certification.

4. An employment management system according to claim 1 or 2, The employment management system is characterized in that, when the badge-only disclosure is selected as the disclosure condition, the employment conditions reception unit restricts the minimum value of the hourly wage that can be set in the hourly wage setting area that accepts input of the hourly wage included in the employment conditions, so that only amounts higher than a predetermined standard hourly wage can be set.

5. An employment management system according to claim 4, An employment management system characterized in that the aforementioned standard hourly wage is the minimum wage set for each prefecture, or the average hourly wage calculated for each prefecture.

6. An employment management program that manages employment contracts and attendance records between job seekers and employers, Past evaluations of job seekers are, A badge for each type of work is given to the job seeker based on at least one of the number of times certification has been given for each type of work, and the number of stores of the employer that gave the certification. The aforementioned past evaluations reflect the certification records that were made at stores of multiple different employers. Computers, An employment conditions receiving unit receives job information from an employer terminal used by the employer, including employment conditions including at least working hours and wages, and disclosure conditions based on past evaluations of the job seeker, which limit disclosure to job seekers with a specific badge, and when the badge-limited disclosure is selected as the disclosure condition, discloses at least a portion of the job information to the job seeker with a specific badge. From the job seeker's terminal used by the aforementioned job seeker, the recruitment application reception unit receives applications for job postings from the aforementioned employer, An employment management program characterized by functioning as such.

7. An employment management method that manages employment contracts and attendance records between job seekers and employers, Past evaluations of job seekers are, A badge for each type of work is given to the job seeker based on at least one of the number of times certification has been given for each type of work, and the number of stores of the employer that gave the certification. The aforementioned past evaluations reflect the certification records that were made at stores of multiple different employers. Computers An employment conditions reception step in which the employer receives job information from an employer terminal used by the employer, including employment conditions including at least working hours and wages, and disclosure conditions based on past evaluations of the job seeker, which limit disclosure to job seekers with a specific badge, and when the badge-limited disclosure is selected as the disclosure condition, at least a portion of the job information is disclosed to the job seeker with a specific badge, A job seeker application acceptance step is performed by receiving an application for a job posting from the employer using the job seeker's terminal, An employment management method characterized by performing the following actions.

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