Information processing system, information processing method, and program

Abstract

To provide an information processing system, an information processing method and a program for further improving the engagement of employees.SOLUTION: The processor is configured to acquire first information and second information, the first information relating to a response of an employee to a questionnaire, the second information relating to a response of a manager to the questionnaire, the manager being in a position to manage the employee, and S001, based on the first information and the second information, To provide a S002 for specifying at least one of a factor for improving engagement of employees and a factor leading to prevention of resignation, and presenting information indicating an action guideline of a manager based on the S003 and the factor to the manager.SELECTED DRAWING: Figure 5

Description

[Technical Field]

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

[0002] For example, Patent Document 1 discloses a "personnel management device capable of managing employee motivation." The personnel management device 1 includes a question providing unit 111 that provides question information for evaluating work and private motivation to an employee terminal 3 used by the employee, a response receiving unit 112 that receives response information to the question information from the employee terminal 3, a first calculation unit 113 that calculates a work motivation evaluation value that evaluates work motivation and a private motivation evaluation value that evaluates private motivation based on the question information and the response information, a motivation mode determination unit 114 that determines a work motivation mode and a private motivation mode based on the work and private motivation evaluation values, and a transmission unit 117 that transmits the work motivation mode and the private motivation mode to a manager terminal 2 used by a manager who manages employees. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Publication No. 2021-165959 Summary of the Invention [Problem to be solved by the invention]

[0004] However, there is still room for improvement in the functionality of the above-mentioned known technologies. In particular, there is a need for a technology that can further increase employee engagement by changing the awareness or behavior of managers who manage employees. [Means for solving the problem]

[0005] In view of the above circumstances, the present invention provides an information processing system etc. that can further increase employee engagement by changing the awareness or behavior of managers who manage employees.

[0006] According to one aspect of the present invention, there is provided an information processing system comprising at least one processor configured to execute a program to perform the following steps: in an acquisition step, first information regarding responses to a questionnaire by an employee and second information regarding responses to the questionnaire by a manager, the manager being a person in a position to manage employees; in a first identification step, factors regarding the employee are identified based on the first information and the second information, the factors being at least one of factors for improving employee engagement and factors that lead to preventing employee turnover; and in a first presentation step, information indicating guidelines for the manager's actions based on the factors is presented to the manager.

[0007] According to this embodiment, it is possible to further increase employee engagement. [Brief explanation of the drawings]

[0008] [Figure 1] 1 is a configuration diagram illustrating an information processing system 1. FIG. [Figure 2] FIG. 2 is a block diagram showing a hardware configuration of an information processing device 2. [Figure 3] FIG. 2 is a block diagram showing the hardware configuration of a user terminal. [Figure 4] FIG. 2 is a functional block diagram showing functions of the information processing device 2. [Figure 5] 2 is a flowchart showing an outline of processing executed by the information processing system 1. [Figure 6] 2 is an activity diagram showing a specific example of processing executed by the information processing system 1. FIG. [Figure 7] 1 shows an example of a questionnaire response screen 6 displayed on the display unit 44 of the administrator terminal 4. [Figure 8] FIG. 10 is a schematic diagram of an organization information management table T1. [Figure 9] FIG. 10 is a schematic diagram of an employee information management table T2. [Figure 10] 1 shows an example of a result screen 8 displayed on the display unit 44 of the administrator terminal 4. [Figure 11] FIG. 10 is a schematic diagram of an employee turnover risk management table T3. DETAILED DESCRIPTION OF THE INVENTION

[0009] DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS The present invention will be described below with reference to the accompanying drawings. Various features shown in the following embodiments can be combined with each other.

[0010] Incidentally, the program for realizing the software appearing in one embodiment may be provided as a non-transitory computer-readable medium, or may be provided so that it can be downloaded from an external server, or may be provided so that the program is started on an external computer and its functions are realized on a client terminal (so-called cloud computing).

[0011] Furthermore, various information processing according to an embodiment may realize input and output corresponding to the input. Here, the form of information referenced in such information processing (hereinafter referred to as reference information) is not limited as long as an output is obtained as a result of the input. The reference information may be, for example, rule-based information such as a database, a lookup table, or a predetermined function (including a decision formula such as a regression formula constructed using a statistical method), a trained model that has previously trained the correlation between input and output, or a large-scale language model that can output a desired result by inputting a prompt.

[0012] In one embodiment, a "unit" may include, for example, a combination of hardware resources implemented by a circuit in the broad sense and software information processing that can be specifically realized by these hardware resources. In one embodiment, various information is handled, and this information is represented, for example, by physical values ​​of signal values ​​representing voltage and current, high and low signal values ​​as a binary bit set consisting of 0 or 1, or quantum superposition (so-called quantum bits), and communication and calculations can be performed on a circuit in the broad sense.

[0013] Furthermore, a circuit in the broad sense is a circuit realized by at least an appropriate combination of a circuit, circuitry, processor, memory, etc. The processor may be a general-purpose processor or a dedicated circuit. That is, it includes an application specific integrated circuit (ASIC), a programmable logic device (e.g., a simple programmable logic device (SPLD), a complex programmable logic device (CPLD), and a field programmable gate array (FPGA)), etc.

[0014] 1. Hardware Configuration In this section, the hardware configuration of one embodiment will be described.

[0015] 1.1 Information Processing System 1 FIG. 1 is a configuration diagram showing an information processing system 1. The information processing system 1 includes an information processing device 2, an employee terminal 3, and a manager terminal 4. The information processing device 2, the employee terminal 3, and the manager terminal 4 are configured to be able to communicate with each other via a telecommunications line. In one embodiment, the information processing system 1 is made up of one or more devices or components. For example, if the information processing system 1 is made up of only the information processing device 2, the information processing system 1 can be the information processing device 2. These components will be described below.

[0016] 1.2 Information processing device 2 2 is a block diagram showing the hardware configuration of the information processing device 2. The information processing device 2 includes a communication bus 20, a communication unit 21, a storage unit 22, and a processor 23. The communication unit 21, the storage unit 22, and the processor 23 are electrically connected via the communication bus 20 inside the information processing device 2.

[0017] <Communications Department 21> The communication unit 21 is preferably a wired communication means such as USB, IEEE1394, Thunderbolt (registered trademark), wired LAN network communication, etc., but may also include wireless LAN network communication, mobile communication such as 3G / LTE / 5G, BLUETOOTH (registered trademark) communication, etc. as needed. In other words, it is more preferable to implement it as a collection of multiple communication means. In other words, the information processing device 2 may communicate various information from the outside via the communication unit 21 and the network.

[0018] <Storage section 22> The storage unit 22 stores various pieces of information defined above. This can be implemented, for example, as a storage device such as a solid state drive (SSD) that stores various programs and the like related to the information processing device 2 executed by the processor 23, or as a memory such as a random access memory (RAM) that stores temporarily required information (arguments, arrays, etc.) related to the program operations. The storage unit 22 stores various programs, variables, etc. related to the information processing device 2 executed by the processor 23.

[0019] <Processor 23> The processor 23 processes and controls the overall operations related to the information processing device 2. The processor 23 is, for example, a central processing unit (CPU) not shown. The processor 23 realizes various functions related to the information processing device 2 by reading out predetermined programs stored in the storage unit 22. In other words, information processing by software stored in the storage unit 22 is specifically realized by the processor 23, which is an example of hardware, and can be executed as each functional unit included in the processor 23. These will be described in more detail in the next section. Note that the processor 23 is not limited to being single, and multiple processors 23 may be provided for each function. A combination of these may also be used.

[0020] 1.3 User terminal A user terminal is a terminal owned by a user. User terminals include a terminal 3 (hereinafter referred to as an employee terminal 3) operated by a person belonging to an organization (hereinafter referred to as an employee), and a terminal 4 (hereinafter referred to as an administrator terminal 4) operated by a person (hereinafter referred to as an administrator) who is responsible for running the organization (including a group or department within the organization). The user terminal may be in any form, such as a smartphone, tablet terminal, computer, or any other device that can access the information processing device 2 via a telecommunications line.

[0021] 3 is a block diagram showing the hardware configuration of a user terminal. The following description will be given using the employee terminal 3 as an example. The employee terminal 3 includes a communication bus 30, a communication unit 31, a memory unit 32, a processor 33, a display unit 34, and an input unit 35. The communication unit 31, the memory unit 32, the processor 33, the display unit 34, and the input unit 35 are electrically connected via the communication bus 30 inside the employee terminal 3. The description of the communication unit 31, the memory unit 32, and the processor 33 is omitted because they are the same as the description of each unit in the information processing device 2.

[0022] <Display section 34> The display unit 34 displays a screen of a graphical user interface (GUI) that can be operated by a user. The display unit 34 may be included in the housing of the employee terminal 3 or may be attached externally. Specifically, the display unit 34 may be implemented as a display device such as a CRT display, a liquid crystal display, an organic EL display, or a plasma display. It is preferable that these display devices are used appropriately depending on the type of employee terminal 3.

[0023] <Input section 35> The input unit 35 accepts operation inputs made by an employee. The operation inputs are transferred as command signals to the processor 33 via the communication bus 30. The processor 33 can execute predetermined control or calculations based on the transferred command signals as necessary. The input unit 35 may be included in the housing of the employee terminal 3 or may be attached externally. For example, the input unit 35 may be implemented as a touch panel integrated with the display unit 34. When the input unit 35 is implemented as a touch panel, the employee user can input tap operations, swipe operations, etc. to the input unit 35. Instead of a touch panel, a switch button, a mouse, a QWERTY keyboard, etc. can be used as the input unit 35.

[0024] The administrator terminal 4 is operated by an administrator. Like the employee terminal 3, the administrator terminal 4 may be in any form, such as a smartphone, tablet terminal, computer, or any other device that can access the information processing device 2 via a telecommunications line.

[0025] The manager terminal 4 has a communication unit 41, a memory unit 42, a processor 43, a display unit 44, and an input unit 45, and these components are electrically connected via a communication bus 40 inside the manager terminal 4. The manager terminal 4 has substantially the same hardware configuration as the employee terminal 3, although the performance and detailed specifications may differ.

[0026] 2. Functional configuration In this section, the functional configuration will be described. Fig. 4 is a functional block diagram showing the functions of the information processing device 2. As described above, information processing by software stored in the storage unit 22 can be specifically realized by hardware (specifically, the processor 23), and executed as each functional unit included in the processor 23. In other words, the information processing system 1 has each functional unit in a program.

[0027] Specifically, the processor 23 includes a receiving unit 231, an acquiring unit 232, an evaluating unit 233, an identifying unit 234, and a display control unit 235 as functional units.

[0028] The reception unit 231 is configured to receive various pieces of information as a reception step. Specifically, the reception unit 231 is configured to receive information via the communication unit 21 or the storage unit 22 and read the information into the working memory. Preferably, the reception unit 231 receives responses to the questionnaire via the input unit 35 of the employee terminal 3 or the like.

[0029] The acquiring unit 232 is configured to acquire various information as an acquiring step. Specifically, the acquiring unit 232 acquires first information and the like related to responses to the questionnaire received by the receiving unit 231 from employees and the like.

[0030] The evaluation unit 233 is configured to evaluate various characteristics as an evaluation step. Preferably, the evaluation unit 233 evaluates the engagement of the employee based on the first information etc. acquired by the acquisition unit 232. Furthermore, the evaluation unit 233 evaluates the personal characteristics etc. of the employee etc. based on the first information etc. acquired by the acquisition unit 232.

[0031] The identification unit 234 is configured to identify various information as an identification step. Specifically, the identification unit 234 identifies factors of the employee based on the first information IF1 and the second information IF2 acquired by the acquisition unit 232.

[0032] As a display control step, the display control unit 235 displays various pieces of information stored in the storage unit 22 or screens containing such information in a viewable manner on a terminal such as the employee terminal 3. This allows various pieces of information to be presented to a user operating the employee terminal 3. The display control unit 235 controls visual information such as screens, images, icons, and messages to be displayed on the display of the terminal. The display control unit 235 may generate only rendering information for displaying the visual information on the terminal.

[0033] 3. Information Processing The information processing of the first embodiment will be described below.

[0034] 3.1 Processing Overview The information processing system 1 includes at least one processor 23, and the processor 23 includes a program for causing each of the following units to operate. In other words, the information processing method includes each of the steps of the information processing system 1 described below. From another perspective, the program causes a computer to execute each of the steps of the information processing system 1. FIG. 5 is a flowchart showing an outline of the processing executed by the information processing system 1. Each step shown in FIG. 5 will be described below.

[0035] First, as an acquisition step, the acquisition unit 232 acquires first information IF1 regarding the employee's responses to the survey and second information IF2 regarding the manager's responses to the survey (step S001). Here, the manager is a person in a position to manage employees. Next, as a first identification step, the identification unit 234 identifies a factor FA of the employee based on the first information IF1 and the second information IF2 (step S002). The factor FA is at least one of a factor for improving the employee's engagement and a factor that leads to preventing employee turnover. Furthermore, as a first presentation step, the display control unit 235 presents information indicating the manager's guidelines for action based on the factors to the manager (step S003).

[0036] According to this aspect, it is possible to identify factors for improving employee engagement and present a course of action based on the factors to the manager, thereby enabling the manager to understand the actions he or she should take to build an ideal organization or to solve current organizational issues.

[0037] 3.2 Specific examples of information processing FIG. 6 is an activity diagram showing a specific example of processing executed by the information processing system 1. The specific example may be included within the scope defined in the overview above. In the specific example, an example will be described in which the information processing system 1 improves employee engagement by providing a code of conduct to a manager. Here, an employee will be described as a person who belongs to an organization. A manager will be described as a person in a position to manage the organization (including a specific group or department within the organization), that is, a person who manages the work of employees. For example, a manager is a person who is responsible for running an organization and plays a leadership role. Furthermore, for example, a manager may be a business owner.

[0038] First, as a reception step, the reception unit 231 receives input of a response to the first questionnaire from an employee (activity A101). Specifically, for example, the reception unit 231 receives response information to the first questionnaire from the employee terminal 3 via the communication unit 21. The content of the first questionnaire will be described in detail later.

[0039] Next, as an acquisition step, the acquisition unit 232 acquires first information IF1 regarding the responses to the first questionnaire received in activity A101 (activity A102). The first information IF1 is information analyzed based on at least a portion of the questionnaire received from the employee. For example, the first information IF1 preferably includes information indicating a numerical level regarding the content of the first questionnaire response. Details will be described later. Furthermore, the first information IF1 may be, for example, information indicating the level of motivation of employees of the organization. Also, for example, the first information IF1 may be information indicating the location of issues in the organization to which the employee belongs. The first information IF1 is not limited to this.

[0040] Next, the acquisition unit 232 acquires the employee's personal characteristic information as an acquisition step (activity A103). Here, the employee's personal characteristic information may be, for example, information indicating the employee's values. Furthermore, the personal characteristic information may be, for example, information indicating the employee's personality. In this embodiment, the personal characteristic information is described as a type indicating a personality type (hereinafter referred to as an employee type). Specifically, the description is given assuming that an appropriate employee type is assigned to each employee from a plurality of predetermined types. The employee type assigned to each employee is identified from information related to the employee's values ​​or personality. The plurality of types includes, for example, a "challenge type" and a "continuation type."

[0041] The type may be stored in advance for each employee in the storage unit 22. The employee type may also be evaluated based on information regarding the employee's responses to a questionnaire. The questionnaire used to determine the employee type for each employee may be at least a part of the questionnaire answered in activity A101 of FIG. 6, or may be a different questionnaire.

[0042] Independently from the processes related to the activities A101 to A103, the receiving unit 231 receives input of responses to the second questionnaire from the administrator as a receiving step (A104). This process is similar to the process related to activity A101, and therefore will not be described again. The processes related to activities A105 and A106 are similar to the processes related to activities A102 and A103, respectively, and therefore will not be described again.

[0043] The questionnaire for employees in activity A101 may include different content from the questionnaire for managers in activity A104. That is, the questions that make up the questionnaire for employees in the information processing system may include different questions from the questions that make up the questionnaire for managers. According to this embodiment, it is possible to obtain answers to questions appropriate to the positions of employees and managers, and improve the accuracy of identifying factors. Details will be described later.

[0044] Furthermore, the employee type acquired in activity A103 and the manager type acquired in activity A106 may be the same type, or may be different types.

[0045] Next, as an identification step, the identification unit 234 identifies organization characteristic information indicating the characteristics of the organization based on the employee type (an example of personal characteristic information) of each employee (activity A107). Here, the organization is an organization managed by a manager. More preferably, the identification unit 234 identifies the organization characteristic information based on the employee type acquired in activity A103 and the manager type acquired in activity A106. Here, the organization characteristic information will also be described as a type indicating the type of the organization's characteristics (hereinafter referred to as organization type).

[0046] Next, the evaluation unit 233 calculates organizational engagement as an evaluation step (activity A108). The evaluation unit 233 may calculate organizational engagement based on, for example, the first information IF1 acquired in activity A102. Here, organizational engagement is a score that indicates the degree to which employees in the organization as a whole are actively working on their work. Organizational engagement is a score that is highly related to the productivity of the organization as a whole or the atmosphere of the organization as a whole.

[0047] Furthermore, in activity A108, the evaluation unit 233 further calculates the engagement of individual employees as an evaluation step. The evaluation unit 233 may calculate the engagement of each employee based on the first information IF1. Employee engagement is, for example, a score indicating the degree to which an employee is actively working on their work. Here, the relationship between employee engagement and organizational engagement will be explained. Employee engagement and the engagement of the entire organization show similar trends. For example, as the engagement of each employee belonging to an organization improves, the engagement of the entire organization also improves. Furthermore, as the engagement of the entire organization improves, the engagement of each employee also improves.

[0048] Next, as an identification step, the identification unit 234 identifies a factor FA for improving organizational engagement (activity A109). Here, the factor FA includes an organizational factor FA1 identified for the entire organization and an individual factor FA2 identified for each employee. For example, as a first identification step, the identification unit 234 identifies an organizational factor FA1 (an example of a factor FA) based on the first information IF1, the second information IF2, and the organization type (an example of organization characteristic information) identified in activity A107. According to this embodiment, factors for improving organizational engagement can be accurately identified according to the organization type. Details of a method for identifying a factor FA will be described later.

[0049] Furthermore, in activity A109, the identification unit 234 identifies an individual factor FA2 as an identification step. Specifically, as a first identification step, the identification unit 234 identifies the individual factor FA2 further based on the employee type (an example of personal characteristic information) acquired in activity A103. According to this embodiment, it is possible to grasp factors for improving engagement according to the characteristics of each employee.

[0050] Next, as a display control step, the display control unit 235 displays a code of conduct for the manager on the display unit 44 of the manager terminal 4 (activity A110). Here, the code of conduct is determined based on the organizational factor FA1 or the individual factor FA2 identified in activity A109. The code of conduct also includes information on the actions that the manager should take to improve engagement in the organization. More preferably, the code of conduct includes information on the actions that the manager should take to improve the engagement of each individual employee. More specifically, the code of conduct includes information on the actions that the manager should take as a leader to solve problems facing the organization or to realize an ideal organizational structure.

[0051] Specifically, the action guidelines include information regarding actions that the manager should take for the entire organization. More preferably, the action guidelines further include information regarding actions that the manager should take for each employee. According to this embodiment, the actions that should be taken for the entire organization and for each employee can be presented to the manager. Therefore, the manager can take the optimal action for each employee to improve employee engagement.

[0052] More preferably, the guidelines are determined further depending on an employee type or a manager type (an example of personal characteristic information) that indicates the personal characteristics of the employee or manager. According to this embodiment, it is possible to present to the manager a guidelines for the manager that reflects the characteristics, such as the personality or values, of the employee or manager.

[0053] Furthermore, when evaluating changes in organizational engagement, that is, when the calculation of organizational engagement is the second or subsequent time, the process proceeds to activities A111 to A113. In this embodiment, a case will be described in which the evaluation unit 233 calculates organizational engagement based on responses to a questionnaire received again after a predetermined period of time has passed after the action guidelines have been presented to the manager in activity A110. Here, the predetermined period is, for example, 1 to 12 months, preferably 1 to 7 months, and more preferably 1 to 3 months, and specifically, for example, 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, or 12 months, and may be within a range between any two of the numerical values ​​exemplified here.

[0054] The evaluation unit 233 calculates the engagement of the organization (activity A111). The calculation method is the same as that of activity A108.

[0055] Next, as an identification step, the identification unit 234 identifies a change in the organization's engagement (activity A112). Specifically, the identification unit 234 compares the organization's engagement score calculated in activity A108 with the organization's engagement score calculated in activity A111, and identifies the amount of change.

[0056] Next, as a display control step, the display control unit 235 causes the display unit 44 of the manager terminal 4 to display the change in engagement of the organization in a manner that is visually recognizable by the manager (activity A113). In other words, as a second display control step (an example of a presentation step), the display control unit 235 presents visual information indicating the change in employee engagement to the manager. Here, the visual information is specified based on responses to a questionnaire received from employees or the manager after the code of conduct is presented to the manager. According to this mode, it is possible to grasp the degree of change in engagement of the organization according to the actual behavior of the manager after the code of conduct is presented.

[0057] Preferably, similar to activities A109 and A110, a process of identifying the organizational factor FA1 or the individual factor FA2 and presenting a course of action to the manager may be performed at the same time, thereby enabling the manager to grasp the course of action appropriate to the current situation of the organization.

[0058] More preferably, the above information processing (activities A101 to A106, A111 to A113) may be repeated every predetermined period. The predetermined period may be, for example, every 12 months or every 6 months. The manager can grasp the course of action according to the situation of the organization. In addition, the manager can continuously grasp changes in the organization's engagement according to his or her own actions.

[0059] While the case of evaluating changes in organizational engagement has been described in activities A111 to A113 in Figure 5, changes in the engagement of individual employees may also be evaluated. The method for evaluating changes in employee engagement is similar to the method for evaluating changes in organizational engagement, and therefore the explanation will be omitted.

[0060] 4. Related technical matters

[0061] (Survey response screen 6) Fig. 7 shows an example of the questionnaire response screen 6 displayed on the display unit 44 of the administrator terminal 4. The questionnaire response screen 6 is an example of a screen displayed in activity A101 or A104 in Fig. 6. Fig. 7 illustrates an example of a screen for receiving responses to a second questionnaire from the administrator in activity A104. The questionnaire response screen 6 has areas 61 to 64 in which questions for the administrator are displayed, and answer areas 610, 620, 630, and 640 in which answers to the questions are input.

[0062] As shown in FIG. 7, area 61 displays a question for the administrator, "Q1. Do you share the organization's goals with members?". Answer area 610 is an area for accepting input of an answer to the question displayed in area 61. Answer area 610 has check box 611 "That's right," check box 612 "Somewhat right," check box 613 "Somewhat different," and check box 614 "Different." FIG. 6 also shows a state in which receiving unit 231 accepts selection of check box 611 "That's right" from the administrator. The same applies to areas 62 to 64.

[0063] Here, the second information IF2 is information analyzed based on at least a portion of the second questionnaire response received from the manager via the questionnaire response screen 6 of FIG. 7. For example, the second information IF2 preferably includes information indicating a numerical scale for the content of the second questionnaire response. As an example, the information "Yes" corresponding to the received response to the question "Q1. Do you share the organization's goals with members?" displayed in the area 61 of FIG. 7 is preferably information indicating an evaluation value of 8. Furthermore, it is preferable that the information indicates an evaluation value of 6 when the response "Somewhat Yes" is received, an evaluation value of 4 when the response "Somewhat Different" is received, and an evaluation value of 2 when the response "Different" is received. In this embodiment, the second information IF2 includes information indicating a numerical scale as described above, and the same is true for the first information IF1. The evaluation unit 233 of the information processing device 2 calculates the engagement of the organization based on the evaluation values ​​respectively included in the first information IF1 and the second information IF2.

[0064] (Organization information management table T1) Figure 8 is a schematic diagram of the organizational information management table T1. The organizational information management table T1 is an example of a database referenced to identify the organizational factor FA1 in activity A109 in Figure 6. As shown in Figure 8, the organizational information management table T1 may include information such as an organization ID (T11), manager type (T12), organization type (T13), implementation month (T14), engagement (T15), change (T16), engagement details (T17), factors (T18), and guidelines for action (T19).

[0065] Here, the organizational information management table T1 will be described. The organizational information management table T1 is a database containing information on multiple organizations. Specifically, the organizational information management table T1 contains, for each of the multiple organizations, survey responses received from employees and managers, organizational engagement calculated based on the survey responses, and information regarding changes in organizational engagement. For example, a record may be added to the organizational information management table T1 in response to the acquisition unit 232 of the information processing device 2 acquiring first information IF1 or second information IF2 from the survey responses. Preferably, the organizational information management table T1 may be stored in the storage unit 22 of the information processing device 2.

[0066] The organization ID (T11) is information that can identify an organization. The administrator type (T12) is information that indicates the characteristics of the administrator and can be acquired in activity A106 of Fig. 6. Similarly, the organization type (T13) is information that indicates the characteristics of the organization and can be acquired in activity A107 of Fig. 6.

[0067] The implementation month (T14) is information indicating the time when the survey responses were received and the engagement was calculated. Engagement (T15) is information indicating the engagement score calculated based on the first information IF1 and the second information IF2. Change (T16) is information indicating the amount of change in engagement compared to the engagement score calculated last time. Engagement details (T17) is information indicating the results of tallying the evaluation values ​​related to the first information IF1 and the second information IF2 by evaluation item. As an example, each question in the survey may be associated with each item, and the evaluation unit 233 of the information processing device 2 may tally the evaluation values ​​included in the first information IF1 or the second information IF2 by item to calculate the engagement score for each item.

[0068] Furthermore, the factor (T18) is information indicating the organization factor FA1. The factor (T18) is information identified in the activity A109 in Fig. 6. A method for identifying the factor (T18) will be described later.

[0069] The action guideline (T19) is information indicating the action guideline of the manager, which is determined based on the factor (T18). The action guideline (T19) is information presented to the manager in activity A110 of FIG.

[0070] Here, a specific example of a method for identifying a factor FA in activity A109 will be described using the organizational information management table T1. Here, it is assumed that an organizational factor FA1 is identified. First, the identification unit 234 uses the organizational engagement calculated in activity A108 as a key to identify and select organizations containing similar engagement information from the information pre-stored in the organizational information management table T1. More specifically, the identification unit 234 selects organizations with similar trends in the engagement score (T15) and engagement details (T17) in the organizational information management table T1. Here, the information of the selected organizations preferably includes information indicating the organization's track record of improving engagement. For example, in the organizational information management table T1, the information related to organization OO1 indicates that the manager was presented with guidelines for action, such as "translate organizational goals into individual goals" and "regularly review goals," and the manager's behavior changed, resulting in an improvement in organizational engagement. Here, it is preferable that the identification unit 234 selects multiple organizations.

[0071] Next, the identification unit 234 further identifies reference organization information IF3 from the information on the selected multiple organizations. The reference organization information IF3 is information related to a role-model organization (hereinafter referred to as a reference organization OR) that has characteristics similar to the organization's own organization, has high engagement, and is similar to the organization's own organization. Specifically, the reference organization OR is assigned an organization type similar to the organization type acquired in activity A107 of FIG. 6 (e.g., a large value of a parameter indicating the degree of similarity). More preferably, the reference organization OR may be further assigned a manager type similar to the manager type acquired in activity A106 (e.g., a large value of a parameter indicating the degree of similarity). Specifically, the identification unit 234 identifies, as reference organization information IF3, information having the same or similar organization type (T13) in the organization information management table T1. Here, the value of the parameter indicating the degree of similarity of the type is preferably predetermined. Next, the identification unit 234 identifies an organization factor FA1 based on the information included in the reference organization information IF3. Specifically, the identification unit 234 identifies the organizational factor FA1 by referring to information on factors that are believed to be attributable to improved engagement at the reference organization OR. In other words, as a first identification step, the identification unit 234 identifies the organizational factor FA1 (an example of a factor FA) based on information selected from a predetermined database according to the first information IF1 or the second information IF2.

[0072] According to this embodiment, factors can be identified based on data showing the track record of organizational building of a role model organization. Therefore, the accuracy of identifying factors can be further improved. Furthermore, factors that reflect the characteristics (personality, values, etc.) of each employee or manager can be identified.

[0073] (Employee Information Management Table T2) FIG. 9 is a schematic diagram of an employee information management table T2. The employee information management table T2 is a database that includes information on individual employees who belong to an organization. The employee information management table T2 is an example of a database that is referenced to identify an employee's individual factors FA2 in activity A109 of FIG. 6. As shown in FIG. 9, the employee information management table T2 may include information such as an employee ID (T21), employee type (T22), organization ID (T23), implementation month (T24), engagement (T25), change (T26), engagement details (T27), factors (T28), and guidelines for action (T29).

[0074] The employee ID (T21) is information that can identify an employee. The employee type (T22) is information that indicates the characteristics of an employee, which can be obtained in activity A103 of FIG. 6. The organization ID (T23) is information that can identify the organization to which the employee belongs. The organization ID (T23) corresponds to the organization ID (T11) in the organization information management table T1. The implementation month (T24), engagement (T25), change (T26), engagement details (T27), factors (T28), and action guidelines (T29) are the same as T14 to T19 in the organization information management table T1, so individual explanations will be omitted. For example, information about each employee in the employee information management table T2 is aggregated using the organization ID (T23) as a key and stored in the organization information management table T1.

[0075] Furthermore, the identification unit 234 identifies the individual factor FA2 based on the information included in the employee information management table T2. Specifically, the identification unit 234 uses the employee's engagement calculated in activity A108 as a key to identify reference employee information IF4, which is information related to role-model employees who have characteristics similar to those of the employee and the organization to which the employee belongs and who are highly engaged, from the information pre-stored in the employee information management table T2. Next, the identification unit 234 identifies the individual factor FA2 based on the information included in the reference employee information IF4. In other words, as a first identification step, the identification unit 234 identifies the individual factor FA2 (an example of a factor FA) further based on personal characteristic information indicating the personal characteristics of the employee or manager. The details of the method for identifying the individual factor FA2 are the same as the method for identifying the organizational factor FA1 described above, and therefore will not be described again. (Result screen 8) Fig. 10 shows an example of the result screen 8 displayed on the display unit 44 of the administrator terminal 4. The result screen 8 is an example of a screen displayed in activity A110 of Fig. 6. The result screen 8 includes an area 81 in which the engagement score of the organization is displayed, an area 82 in which the change in the engagement of the organization is displayed, and an area 83 in which the administrator's code of conduct is displayed.

[0076] Area 81 is an area where the engagement score of the organization is displayed. The score displayed in area 81 is the score calculated in activity A108 of FIG. 6. Area 82 is an area where the change in engagement is displayed. The score displayed in area 82 is information corresponding to the change (T16) in the organization information management table T1 of FIG. 8. The display control unit 235 causes the display unit 44 of the manager terminal 4 to display the change in engagement in a visually recognizable manner. This allows the manager to understand the changes in the organization due to his or her own actions.

[0077] Area 83 is an area where information regarding the administrator's guidelines for action is displayed. Such information is identified based on the factor FA. More preferably, such information may be identified further based on the administrator type or the organization type. According to this embodiment, the administrator can understand appropriate actions according to his or her own characteristics or the characteristics of the organization.

[0078] The information on the guidelines of conduct displayed on the result screen 8 may further include individual guidelines of conduct for each employee. In such a case, the individual guidelines of conduct may be determined according to the employee type. In this manner, the manager can understand the appropriate behavior for each employee under his / her management according to the characteristics of each employee.

[0079] 5. Second embodiment In this section, an information processing system 1 according to a second embodiment (hereinafter referred to as the present embodiment) will be described. However, descriptions of configurations and functions that are substantially the same as those of the information processing system 1 according to the first embodiment will be omitted.

[0080] In the first embodiment, the processing when the identified factor FA is a factor for improving employee engagement has been described. In the present embodiment, the identified factor FA is a factor that leads to preventing employee turnover, which is different from the first embodiment.

[0081] In this embodiment, in activity A109 of Fig. 6, the identification unit 234 identifies factors FA that lead to employee turnover prevention as an identification step. Here, the factors FA include at least one of an organizational factor FA1 identified for the entire organization and an individual factor FA2 identified for each employee. An example of a method for identifying individual factors FA2 will be described with reference to Fig. 11. Note that other processes (activities A101 to A108, A110 to A113) are the same as those in the first embodiment, and therefore description thereof will be omitted.

[0082] FIG. 11 is a schematic diagram of the employee turnover risk management table T3. The employee turnover risk management table T3 is a database containing information on individual employees belonging to an organization. The employee turnover risk management table T3 is an example of a database referenced in activity A109 of FIG. 6 to identify employee personal factors FA2 that lead to employee turnover prevention. Items T30 to T38 are similar to items T21 to T29 of FIG. 9, and individual explanations will be omitted. T39 is information indicating a score related to employee turnover risk. Details will be provided later.

[0083] The identification unit 234 identifies an employee's personal factor FA2 that leads to employee turnover prevention based on the information included in the employee turnover risk management table T3. Specifically, using the employee's engagement calculated in activity A108 as a key, the identification unit 234 identifies reference employee information IF4, which is information related to employees whose characteristics are close to and have similar engagement tendencies as the employee and the organization to which the employee belongs, from information pre-stored in the employee turnover risk management table T3. Next, the identification unit 234 identifies an individual factor FA2 that leads to employee turnover prevention based on the information included in the reference employee information IF4. In other words, as a first identification step, the identification unit 234 identifies an individual factor FA2 (an example of a factor FA) that leads to employee turnover prevention based further on personal characteristic information that indicates the personal characteristics of the employee or manager.

[0084] The reference employee information IF4 may be, for example, information on employees who have a history of leaving their jobs. Also, for example, the reference employee information IF4 may be information on employees who have a track record of avoiding leaving their jobs.

[0085] Furthermore, the method may include a mode in which an employee with a high risk of leaving his / her job is identified as a specific employee. In other words, the identification unit 234 identifies a specific employee with a high risk of leaving his / her job as a third identification step. The risk of leaving his / her job is determined based on at least the first information and the employee type (an example of personal characteristic information). The risk of leaving his / her job may be information that quantitatively indicates the degree of possibility that an employee will leave his / her job, as shown in T30, for example.

[0086] Here, an example of a method for determining the risk of employee turnover will be described. Specifically, the risk of employee turnover may be determined by determining a score based on the first information IF1 and the employee type. For example, the employee type may be associated with a pattern of questionnaire responses, and may be stored in advance in the storage unit 22 with a score assigned to each. Furthermore, an employee whose score is equal to or greater than a predetermined value may be identified by the identification unit 234 as a specific employee.

[0087] The method for determining the risk of employee turnover is not limited to this. For example, the risk of employee turnover may be determined based on the engagement score or the amount of change in the engagement score.

[0088] More preferably, a separation flag may be assigned to the ID of the employee identified as the specific employee. The separation flag may be presented in a manner that can be understood by the manager.

[0089] According to this aspect, the manager can grasp the employee turnover risk and the behavioral guidelines for the employee at an early stage. Furthermore, the manager can identify employees who are particularly at high risk of turning over.

[0090] In this embodiment, the case where the likelihood of employee turnover is predicted has been described, but this is not limiting. For example, an organizational factor FA1 that leads to employee turnover prevention may be identified. Furthermore, an organization where the turnover rate across the organization is expected to increase may be identified as the specific organization.

[0091] In addition, in the present embodiment, an example has been described in which factors for improving engagement and factors that lead to employee turnover prevention are identified as being different aspects, but this is not limited to this. For example, these factors may be the same. In other words, the employee turnover risk management table T3 may be the employee information management table T2. 6.Other The information processing system 1 according to the above embodiment may be configured as follows.

[0092] In the above embodiment, an example has been described in which the engagement of the entire organization and the engagement of individual employees are calculated based on the questionnaire responses of each employee and manager, but this is not limited to this. For example, the evaluation unit 233 of the information processing device 2 may calculate either the engagement of the entire organization or the engagement of an employee, and identify the organizational factor FA1 or the individual factor FA2.

[0093] In the above embodiment, an example has been described in which the factor FA is identified taking into consideration both the organization type (employee type) and the manager type, but this is not limited to this. For example, the identification unit 234 of the information processing device 2 may be configured to identify the factor FA based on either the organization type (employee type) or the manager type. The same applies to determining the action guidelines to be presented to the manager.

[0094] Furthermore, in the above embodiment, an example in which a code of conduct is presented to a manager has been described, but this is not limited to this. For example, the display control unit 235 of the information processing device 2 may also present a code of conduct to employees. According to this embodiment, employees can also understand actions to improve their own engagement.

[0095] Preferably, the processor 23 further includes an artificial intelligence unit (not shown), which may have a trained model constructed by machine learning using the data stored in the organization information management table T1 or the employee information management table T2 as training data. The artificial intelligence unit may also have a general-purpose natural language processing training model such as a large language model (LLM) trained on a huge amount of data.

[0096] Here, the model of the artificial intelligence unit may output information regarding the manager's action guidelines, and the display control unit 235 may present the information to the manager as a first presentation step. Specifically, the information output by the model of the artificial intelligence unit may be displayed in an area 83 included in the result screen 8. For example, first information IF1 and second information IF2 may be input to the model. Preferably, an employee type and a manager type may also be input to the model. Next, the display control unit 235 may present the information regarding the manager's action guidelines output by the artificial intelligence unit to the manager. According to this embodiment, the manager can present the manager with action guidelines based on actual data showing that employee engagement or organizational engagement has actually improved. Note that the processor 23 may be configured to input predetermined information (such as the first information described above) to an artificial intelligence unit external to the information processing device 2, thereby receiving the information regarding the manager's action guidelines from the artificial intelligence unit. Note that the information output by the artificial intelligence unit may include organizational factors FA1 or individual factors FA2.

[0097] The information processing device 2 may be an on-premise type or a cloud type. As the information processing device 2 in the cloud type, the above functions and processes may be provided in the form of, for example, SaaS (Software as a Service) or cloud computing.

[0098] In the above embodiment, the information processing device 2 performs various storage and control operations, but multiple external devices may be used instead of the information processing device 2. That is, various information and programs may be distributed and stored in multiple external devices using block chain technology or the like.

[0099] Furthermore, it may be provided in the following aspects.

[0100] (1) An information processing system comprising at least one processor, the processor configured to execute a program to perform the following steps: in an acquisition step, first information regarding responses to a questionnaire by an employee and second information regarding responses to the questionnaire by a manager, the manager being a person in a position to manage the employee; in a first identification step, identifying factors regarding the employee based on the first information and the second information, the factors being at least one of factors for improving the employee's engagement and factors that lead to preventing employee turnover; and in a first presentation step, presenting information indicating guidelines for the manager's behavior based on the factors to the manager.

[0101] According to this aspect, it is possible to present to the manager a course of action for building an ideal organization.

[0102] (2) In the information processing system described in (1) above, in the first identification step, the factor is identified based on information selected from a predetermined database according to the first information or the second information.

[0103] According to this embodiment, factors can be identified based on data showing the results of tissue construction, thereby further improving the accuracy of identifying factors.

[0104] (3) In the information processing system described in (1) or (2) above, in the first identification step, the factor is identified further based on personal characteristic information indicating the personal characteristics of the employee or the manager.

[0105] According to this embodiment, factors can be identified according to the characteristics (personality, values, etc.) of each employee or manager.

[0106] (4) In the information processing system described in (1) or (2) above, the code of conduct is determined further in accordance with personal characteristic information indicating the personal characteristics of the employee or the manager.

[0107] According to this embodiment, it is possible to present to the manager a guideline for the manager's actions that reflects the characteristics (personality, values) of each employee or manager.

[0108] (5) In the information processing system described in (4) above, in a second identification step, organizational characteristic information indicating the characteristics of an organization is identified based on the personal characteristic information, wherein the organization is an organization managed by the administrator, and in the first identification step, the factors are identified further based on the organizational characteristic information.

[0109] According to this embodiment, it is possible to present the manager with a course of action necessary to build an ideal organization.

[0110] (6) In the information processing system described in any one of (1) to (5) above, the questions constituting the questionnaire for the employee include questions that are different from the questions constituting the questionnaire for the manager.

[0111] According to this embodiment, it is possible to obtain answers to questions that correspond to the positions of employees and managers, respectively, and it is possible to improve the accuracy of factor identification.

[0112] (7) In the information processing system described in any one of (1) to (6) above, in the second presentation step, visual information indicating a change in the employee's engagement is presented to the manager, and the visual information is identified based on responses to a questionnaire received from the employee or the manager after the guidelines for action are presented to the manager.

[0113] According to this embodiment, the manager can grasp changes in the engagement of employees due to his or her own actions.

[0114] (8) In the information processing system described in any one of (4) to (7) above, in a third identification step, specific employees who are at high risk of leaving their jobs are identified, and the risk of leaving their jobs is determined based on at least the first information and the personal characteristic information.

[0115] (9) An information processing method, comprising the steps of the information processing system according to any one of (1) to (8) above.

[0116] (10) A program that causes a computer to execute each step of the information processing system described in any one of (1) to (8) above. Of course, this is not the case.

[0117] Finally, while various embodiments of the present invention have been described, these are presented by way of example only and are not intended to limit the scope of the invention. The novel embodiments may be embodied in various other forms, and various omissions, substitutions, and modifications may be made without departing from the spirit of the invention. Such embodiments and modifications are intended to be included within the scope and spirit of the invention, as well as within the scope of the inventions and their equivalents as defined in the accompanying claims. [Explanation of symbols]

[0118] 1: Information processing system 2: Information processing equipment 20: Communication bus 21: Communications Department 22: Storage section 23: Processor 231: Reception 232: Acquisition Department 233: Evaluation section 234: Specific part 235: Display control unit 3: Employee terminal 30: Communication bus 31: Communications Department 32: Storage section 33: Processor 34:Display section 35: Input section 4: Administrator terminal 40: Communication bus 41: Communications Department 42: Storage section 43: Processor 44: Display section 45: Input section 6: Survey response screen 61 :Area 610:Answer area 611: Checkbox 612: Checkbox 613: Checkbox 614: Checkbox 62 :Area 620: Answer area 63 :Area 630:Answer area 64 :Area 640:Answer area 8:Result screen 81 :Area 82 :Area 83 :Area FA :Factor FA1: tissue factor FA2: Personal factors IF1: First information IF2: Second information IF3: Reference organization information IF4: Reference employee information OR :Reference organization T1: Organization information management table T2: Employee information management table T3: Employee turnover risk management table

Claims

1. An information processing system, at least one processor; The processor is configured to execute a program to perform the following steps: In the acquisition step, first information regarding responses to the questionnaire by the employee and second information regarding responses to the questionnaire by the manager are acquired, wherein: The manager is a person in a position to manage the employee, In the first identification step, factors related to the employee are identified based on the first information and the second information; The factor is at least one of a factor for improving the engagement of the employee and a factor that leads to preventing employee turnover, In the first presentation step, the system presents to the manager information indicating a course of action for the manager based on the factors.

2. 2. The information processing system according to claim 1, In the first identification step, the factor is identified based on information selected from a predetermined database according to the first information or the second information.

3. 2. The information processing system according to claim 1, In the first identification step, the factor is identified based on personal characteristic information indicating personal characteristics of the employee or the manager.

4. 2. The information processing system according to claim 1, A system in which the guidelines of conduct are determined further in accordance with personal characteristic information indicating personal characteristics of the employee or manager.

5. 5. The information processing system according to claim 4, Furthermore, in the second specifying step, tissue characteristic information indicating tissue characteristics is specified based on the personal characteristic information, and the organization is an organization managed by the administrator, In the first identifying step, the factor is identified further based on the tissue characteristic information.

6. 2. The information processing system according to claim 1, A system in which the questions constituting the questionnaire for the employee include questions that differ from the questions constituting the questionnaire for the manager.

7. 2. The information processing system according to claim 1, Furthermore, in a second presentation step, visual information indicating the change in the engagement of the employee is presented to the manager, wherein: A system in which the visual information is identified based on responses to a questionnaire received from the employee or the manager after the guidelines for action are presented to the manager.

8. 5. The information processing system according to claim 4, Furthermore, in the third identification step, specific employees who are at high risk of leaving their jobs are identified, The system, wherein the risk of employee turnover is determined based on at least the first information and the personal characteristic information.

9. An information processing method, comprising: A method comprising the steps of the information processing system according to any one of claims 1 to 8.

10. A program, A program that causes a computer to execute each step of the information processing system according to any one of claims 1 to 8.

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