Information generation system and information generation method

Abstract

To generate information capable of recognizing an investment effect related to personnel training.SOLUTION: A training information management unit 12 that stores identification information of training purchased by a company for training, a purchase amount of the training, and a type of skill to be acquired in the training in association with each other for each training, a skill point giving unit 14 that gives a learning point to an employee who has received the training and stores the type of skill corresponding to the training in association with each other, and an information analysis unit 15 that generates a total amount of the purchase amount of the training as investment information for each type of skill based on the training information and the point information and generates a total value of the learning point given to each employee as effect information, To recognize an investment effect relating to personnel training by generating the total amount of purchase amounts of training as investment information of a company and generating the total value of learning points showing how much an employee attends the training as effect information to the investment.SELECTED DRAWING: Figure 2

Description

[Technical Field]

[0001] The present invention relates to an information generation system and an information generation method, and is particularly suitable for use in a system that generates information that contributes to the disclosure of human capital. [Background technology]

[0002] In recent years, the value of human resources in companies has increased, and an increasing number of investors are focusing on human capital when making investment decisions. Against this backdrop, starting in March 2023, it will become mandatory for companies to disclose human capital in their securities reports. Human capital is an economic term that describes the abilities, talents, skills, qualifications, and qualities that people possess as capital that can create value. One of the seven areas in which information disclosure is required is disclosure related to human resource development.

[0003] Systems that disclose information related to human resource development are known (see, for example, Patent Documents 1 and 2). The human resource management system described in Patent Document 1 visualizes a human resource portfolio by assessing the level of all company personnel by linking their job / role structure and skills to the personnel profile to be visualized, such as job type, role, and career. It also shows the total achievement level of task skills (achievement rate in light of the evaluation criteria for skill evaluation items) of members belonging to the organization as a percentage assuming that the achievement rate of all members is 100%.

[0004] The human resource development information management system described in Patent Document 2 displays the number of people who have been certified to date for skill levels, and the target number of personnel to be trained during the medium-term plan period, by job type and by specialized field within the job type, as well as the aggregated results by level, specialized field, job type, and all IT skill job types. [Prior art documents] [Patent documents]

[0005] [Patent Document 1] Japanese Patent Application Publication No. 2024-82832 [Patent Document 2] Japanese Patent Application Laid-Open No. 2009-75691 Summary of the Invention [Problem to be solved by the invention]

[0006] The systems described in Patent Documents 1 and 2 above have mechanisms for determining the skill levels of human resources and visualizing the information. However, they do not generate information that visualizes the return on investment, and are therefore insufficient in terms of the information on human capital that should be disclosed in securities reports.

[0007] The present invention has been made to solve such problems, and has as its object to make it possible to generate information that allows the return on investment in human resource development to be recognized. [Means for solving the problem]

[0008] In order to solve the above-mentioned problems, the information generation system of the present invention comprises a training information management unit that associates, for each training, identification information of training purchased by a company for human resource development, the purchase price of the training, and the type of skill that the training is intended to acquire, and stores these in a training information storage unit; a skill point assignment unit that assigns a predetermined number of learning points to an employee of the company when the employee receives training, and stores the assigned learning points in a point information storage unit in association with information that can identify the type of skill corresponding to the training received and with information about the employee; and an information analysis unit that generates, for each skill type, the total purchase price of the training as investment information based on the training information stored in the training information storage unit and the point information stored in the point information storage unit, and generates, as effect information, the total value of the learning points assigned to each employee. [Effects of the Invention]

[0009] According to the present invention configured as described above, the total purchase amount of training purchased by a company for the human resource development of its employees is generated as investment information for each skill type, and the total number of learning points is generated as effectiveness information for each skill type as an index showing the extent to which employees have taken the training purchased by the company. This makes it possible to generate information that allows the return on investment in human resource development to be recognized for each skill type. [Brief explanation of the drawings]

[0010] [Figure 1] 1 is a diagram illustrating an example of the overall configuration of an information generating system according to a first embodiment. [Figure 2] FIG. 2 is a block diagram illustrating an example of a functional configuration of a server device according to the first embodiment. [Figure 3] FIG. 10 is a diagram showing an example of display of training information on a user terminal. [Figure 4] FIG. 10 is a diagram schematically illustrating an example of learning points stored in a point information storage unit. [Figure 5] FIG. 10 is a diagram illustrating an example of experience points stored in a point information storage unit. [Figure 6] 10 is a diagram illustrating an example of employee evaluation points stored in a point information storage unit. FIG. [Figure 7] FIG. 10 is a diagram illustrating an example of skill points stored in a point information storage unit. [Figure 8] FIG. 10 is a diagram illustrating an example of a point grant application screen. [Figure 9] FIG. 2 is a diagram schematically illustrating an example of information analyzed by an information analysis unit according to the first embodiment. [Figure 10] FIG. 10 is a block diagram illustrating an example of a functional configuration of a server device according to a second embodiment. [Figure 11] FIG. 10 is a diagram illustrating an example of storing skill points and skill ranks. [Figure 12] FIG. 10 is a diagram schematically illustrating an example of processing by an organization point calculation unit. [Figure 13] FIG. 10 is a diagram schematically illustrating an example of processing by a rank-based number-of-people calculation unit. DETAILED DESCRIPTION OF THE INVENTION

[0011] (First embodiment) A first embodiment of the present invention will now be described with reference to the drawings. Fig. 1 is a diagram showing an example of the overall configuration of an information generation system according to the first embodiment. As shown in Fig. 1, the information generation system of this embodiment is configured to include a server device 1, a plurality of user terminals 2, and a company terminal 3. The server device 1 is communicably connected to the plurality of user terminals 2 and the company terminal 3 via a communication network 5. The communication network 5 is, for example, the Internet, and is constructed to include a public communication line network, a mobile phone line network, etc.

[0012] The server device 1 is a general-purpose computer such as a workstation or a personal computer, or a device logically realized by cloud computing. The server device 1 may be configured as a single device or a combination of multiple devices.

[0013] The user terminal 2 is a computer used by a user, and may be, for example, a smartphone, a tablet, or a personal computer. The user terminal 2 can access the server device 1 via the communication network 5 using an application or a web browser executed on the user terminal 2. In this embodiment, the user who uses the user terminal 2 is an employee of a company.

[0014] The application executed on the user terminal 2 is a program that operates in cooperation with the server device 1 and has a function to visualize the skills possessed by each employee by accumulating points based on learning results from training, work experience, etc., and thereby making employees realize the improvement of their skills. This application also has a function to give points to each other.

[0015] The company terminal 3 is a computer used by a company employee, and may be, for example, a smartphone, tablet, or personal computer. The company terminal 3 can access the server device 1 via the communication network 5 using an application or web browser executed on the company terminal 3. The company employee, for example, registers various pieces of information required to operate the information generation system of this embodiment in the server device 1. The company terminal 3 also displays various pieces of information provided by the server device 1 on its display.

[0016] Fig. 2 is a block diagram showing an example of the functional configuration of the server device 1 according to the first embodiment. As shown in Fig. 2, the server device 1 according to the first embodiment includes, as its functional configuration, an employee information management unit 11, a training information management unit 12, a training information presentation unit 13, a skill point granting unit 14, an information analysis unit 15, and an information presentation unit 16. The server device 1 according to the first embodiment also includes, as storage media, an employee information storage unit 101, a training information storage unit 102, and a point information storage unit 103.

[0017] The functional blocks 11 to 16 execute the following processes through the cooperation of hardware and software. For example, the processes of the functional blocks 11 to 16 are executed by the operation of a program stored in a storage medium such as RAM, ROM, a hard disk, or a semiconductor memory under the control of a processor of a microcomputer including a CPU, RAM, ROM, etc. In addition to the microcomputer, a DSP (Digital Signal Processor) etc. may also be included.

[0018] The employee information management unit 11 stores and manages information about employees belonging to the company (hereinafter referred to as employee information) in the employee information storage unit 101. The employee information includes each employee's identification information (hereinafter referred to as employee ID), name, department, etc. The employee information is registered by a company employee, for example, by accessing the server device 1 from the company terminal 3. For example, the employee information management unit 11 provides the company terminal 3 with a registration management screen for registering employee information. The company employee enters employee information into this registration management screen from the company terminal 3. The employee information management unit 11 stores the employee information entered into the registration management screen in the employee information storage unit 101. Note that each employee may also register their own employee information by accessing the server device 1 from their own user terminal 2.

[0019] The training information management unit 12 stores and manages information (hereinafter referred to as training information) related to training that a company provides to employees for human resource development in the training information storage unit 102. The training information management unit 12 associates, for each training, identification information (hereinafter referred to as training ID) of training that the company purchased from an external training institution or the like for human resource development, the purchase price of the training, and the type of skill that the training aims to acquire, and stores these in the training information storage unit 102. In addition to the above information, the training information may also include information such as the date and time of the training, the training duration, and the training content. The skill types correspond to skill categories such as sales skills, marketing skills, leadership skills, logical thinking skills, and business planning skills. One or more skill categories are associated with one training. For simplicity of explanation, the following description will be given assuming that one skill category is associated with one training.

[0020] The training information described above is registered by a company employee by accessing the server device 1 from the company terminal 3. For example, the training information management unit 12 provides the company terminal 3 with a registration management screen for registering training information. The company employee inputs the training information into this registration management screen from the company terminal 3. The training information management unit 12 stores the training information input into the registration management screen in the training information storage unit 102. Note that the training ID may be assigned by the training information management unit 12 when registering the training information.

[0021] The training information presentation unit 13 presents the training information stored in the training information storage unit 102 in response to a request from the user terminal 2. The training information presented to the user terminal 2 includes, for example, the type of skill, the date and time of the training, the training duration, and the training content. After checking the training information, the user can apply to take the course.

[0022] FIG. 3 is a diagram showing an example of training information displayed on the user terminal 2. FIG. 3 shows an example of a user interface for a user to search for and apply for training, but the interface is not limited to this. FIG. 3(a) is a screen displaying a list of skill categories. The user selects the skill category they wish to acquire from the multiple skill categories displayed in the list. When one of the skill categories is selected, the screen transitions to FIG. 3(b).

[0023] 3(b) is a screen displaying a list of trainings associated with the selected skill category. The user can select a training that interests them from the displayed list, click the "Details" button to display detailed information, or click the "Apply" button to apply for the training they wish to take. When a user applies to take a training course, the employee ID of the employee who applied and the training ID of the training course are notified to the skill point allocating unit 14.

[0024] The skill point granting unit 14 grants skill points for predetermined actions taken by employees, and stores and manages the granted skill points in the point information storage unit 103. In this embodiment, the skill points granted by the skill point granting unit 14 are of three types: learning points, experience points, and employee evaluation points.

[0025] The skill point allocating unit 14 allocates predetermined learning points to an employee when the employee has undergone training, and stores the allocated learning points in the point information storage unit 103 in association with information that can identify the type of skill corresponding to the training and employee information. The information that can identify the type of skill is, for example, a training ID or skill classification information. The employee information is, for example, an employee ID.

[0026] For example, when the skill point granting unit 14 receives notification of an employee ID and a training ID from the user terminal 2 in response to an application to attend training at the user terminal 2, the skill point granting unit 14 grants learning points corresponding to the training corresponding to the training ID to the employee corresponding to the employee ID. The skill point granting unit 14 then stores the granted learning points in the point information storage unit 103 in association with the employee ID and information on the skill category corresponding to the training for which the application was made.

[0027] Here, an example has been shown in which the employee is deemed to have completed the training and learning points are awarded when an application for participation in the training is made, but this is not limiting. For example, learning points may be awarded after it has been confirmed that the employee has actually completed the training for which they have applied. For example, after the employee has actually completed the training for which they have applied, the user terminal 2 may send a training completion notification to the server device 1. When the skill point awarding unit 14 receives the employee ID and training ID from the user terminal 2 as part of this training completion notification, it awards learning points to the employee corresponding to the employee ID according to the training corresponding to the training ID.

[0028] The number of learning points for each training session can be set according to the length of the training session, for example. In other words, the longer the training session, the more learning points can be awarded. Alternatively, the learning points can be set according to the difficulty level of the training session (beginner, intermediate, advanced, etc.) set in advance by the company's personnel. In other words, the more difficult the training session, the more learning points can be awarded. Alternatively, a uniform number of learning points can be awarded regardless of the training session taken.

[0029] FIG. 4 is a diagram showing a schematic example of how learning points are stored in the point information storage unit 103. As shown in FIG. 4, an employee ID is associated with one or more skill categories linked to one or more training courses that the employee has taken, and learning points are stored for each skill category. Learning points are the total points for each skill category that are accumulated by taking one or more training courses. In other words, if an employee has taken multiple training courses related to one skill category, the total value of learning points awarded for taking each of the multiple training courses is stored in association with that skill category.

[0030] The skill point allocating unit 14 allocates a predetermined number of experience points to an employee for having gained practical experience, and stores the allocated experience points in the point information storage unit 103 in association with information that can identify the type of skill set in relation to the content of the work and with information about the employee. The information that can identify the type of skill is, for example, skill classification information. The information about the employee is, for example, an employee ID.

[0031] For example, the skill point granting unit 14 grants each employee a predetermined number of experience points for a predetermined period (e.g., quarterly, semiannual, or annual period). Each employee applies for points by inputting report data in a predetermined format describing the content of one or more work tasks they have performed during the predetermined period from the user terminal 2 and transmitting the data to the server device 1. In response to this application, the skill point granting unit 14 analyzes the content of the one or more work tasks described in the report data to identify the skill classification corresponding to each work task, and allocates a predetermined number of experience points to the identified one or more skill classifications. The allocated experience points are then stored in the point information storage unit 103 in association with the information on each skill classification and the employee ID.

[0032] The report data can be analyzed, for example, as follows. For example, the skill point assigning unit 14 can extract words by natural language analysis of the sentences described in the report data and identify the skill classification based on the frequency of occurrence of words matching predetermined keywords for each skill classification. As another method, machine learning can be performed using multiple data sets, each pairing a sentence describing the content of a business task with the corresponding skill classification, as training data, and the report data can be input into the generated trained model to identify each skill classification corresponding to one or more business tasks described in the report data. Note that the analysis method described here is an example and is not limited to this. Alternatively, the report data can be provided to the company terminal 3, and a company employee viewing the report data can identify the skill classification.

[0033] FIG. 5 is a diagram showing a schematic example of storage of experience points in the point information storage unit 103. As shown in FIG. 5, an employee ID is associated with one or more skill categories identified for one or more work experiences that the employee has, and experience points are stored for each skill category. Experience points are the total points for each skill category accumulated by experiencing one or more work experiences. In other words, if an employee has experienced multiple work experiences for one skill category, the total value of experience points awarded for each of the multiple work experiences is stored in association with that skill category.

[0034] The skill point granting unit 14 grants a predetermined number of employee evaluation points to an employee in response to a point granting application made by an employee specifying the other employee and the type of skill, and stores the granted employee evaluation points in the point information storage unit 103 in association with information that can identify the type of skill specified by the employee and information about the other employee. The information that can identify the type of skill is, for example, skill classification information. The employee information is, for example, an employee ID.

[0035] For example, if employee A observes employee B's work in the course of daily work and wants to give a high evaluation for a particular skill, employee A can apply to employee B to be given employee evaluation points by specifying the type of skill. FIG. 8 is a diagram showing an example of a points application screen. This points application screen is displayed after employee A specifies employee B and a skill category on another screen (not shown). The example in FIG. 8 shows an example in which employee A applies for points by entering a comment to employee B regarding the "leadership skill" specified by employee A.

[0036] The skill point granting unit 14 grants a predetermined number of employee evaluation points to one employee B in response to a point granting application made on the user terminal 2 of one employee A by specifying another employee B and a skill category.The skill point granting unit 14 then stores the granted learning points in the point information storage unit 103 in association with the information on the skill category specified by one employee A and the employee ID of employee B.

[0037] FIG. 6 is a diagram showing a schematic example of how employee evaluation points are stored in the point information storage unit 103. As shown in FIG. 6, one or more skill categories are associated with an employee ID, and employee evaluation points are stored for each skill category. Employee evaluation points are the total points for each skill category accumulated through point grant applications from one or more employees. In other words, if multiple employees submit point grant applications for one skill category, the total value of the employee evaluation points granted by each application is stored in association with that skill category.

[0038] For the sake of convenience, learning points, experience points, and employee evaluation points are shown separately in Figures 4 to 6, but this is not limited to storing each skill point separately. For example, as shown in Figure 7, learning points, experience points, and employee evaluation points may be stored together in association with an employee ID and skill classification.

[0039] The information analysis unit 15 generates, for each skill type, the total amount of training purchases as investment information, and also generates, for each skill type, the total value of learning points granted to each employee as effect information, based on the training information stored in the training information storage unit 102 and the point information stored in the point information storage unit 103. The company's investment information regarding employee training is calculated by totaling, for each skill classification, the purchase amounts of each training included in the training information stored in the training information storage unit 102. The effect information regarding the company's investment in employee training is calculated by totaling, for each skill classification, the learning points of each employee stored in the point information storage unit 103.

[0040] The total number of learning points for each employee can be said to be an index showing the extent to which employees have taken the training purchased by the company, that is, an index showing the extent to which the investment of purchasing training has been reflected in the training taken by each employee. In this embodiment, the total amount of training purchased is calculated for each skill category, and the total number of learning points assigned to each employee is calculated for each skill category, so it is possible to identify indexes related to the company's investment in employee education and indexes related to the effectiveness for each skill category.

[0041] The information analysis unit 15 may further generate, as effect information, the total value of employee evaluation points assigned to each employee for each skill type. As described above, employee evaluation points are points that are assigned to other employees when an employee, upon observing the actual work performance of another employee, wishes to give a high evaluation for a particular skill and submits a point assignment application. Therefore, employee evaluation points assigned to employee B based on a point assignment application submitted by employee A specifying a skill category can be considered an indicator of the improvement in employee B's skills as a result of employee B applying the training content related to that skill category in his or her work. In other words, the indicator can be said to indicate the extent to which the investment in purchasing training has led to the improvement of each employee's skills, based on the actual work situation of employee B.

[0042] The information analysis unit 15 may also be configured to calculate the total only for the employee evaluation points of employees for which learning points associated with the same skill classification as the skill classification associated with the employee evaluation points are stored, among the employee evaluation points of each employee stored in the point information storage unit 103. In this way, only employee evaluation points for which a stronger causal relationship between investment and effect is estimated can be included in the calculation of effect information.

[0043] The information analysis unit 15 may further generate, as effect information, the total value of experience points granted to each employee for each skill type. As described above, experience points are points granted for an employee's practical experience. Therefore, the experience points granted to an employee for a specific skill category can be considered an indicator of whether the employee has put the training content related to that skill category into practice in their own work. In other words, it can be said to be an indicator that indicates, in accordance with the actual work situation of the employee, the extent to which the investment in purchasing training is linked to the effect of each employee's practical experience.

[0044] The information analysis unit 15 may also be configured to calculate the total only for the experience points of employees for which learning points associated with the same skill classification as the skill classification associated with the experience points are stored, among the experience points of each employee stored in the point information storage unit 103. In this way, only experience points for which a stronger causal relationship between investment and effect is estimated can be included in the calculation of effect information.

[0045] 9 is a diagram schematically illustrating an example of investment information and effect information analyzed by the information analysis unit 15. In the example shown in Fig. 9, the information analysis unit 15 generates, for each skill category, the total amount of training purchases as investment information, and also generates, as effect information, the total value of learning points, the total value of experience points, and the total value of employee evaluation points assigned to each employee.

[0046] In response to a request from the company terminal 3, the information presentation unit 16 presents the investment information and effect information calculated by the information analysis unit 15 to the company terminal 3. The format in which the information is presented can be determined arbitrarily. Company personnel can use the investment information and effect information presented by the information presentation unit 16 when preparing securities reports that include disclosure of human capital information.

[0047] As described above in detail, in the first embodiment, the total purchase price of training programs purchased by a company for the human resource development of its employees is generated as investment information for each skill type, and the total value of learning points awarded when employees take the training programs purchased by the company is generated as effect information for each skill type. The total value of experience points and the total value of employee evaluation points are also generated as effect information for each skill type. This makes it possible to generate information that allows the return on investment in human resource development to be recognized for each skill type.

[0048] (Second embodiment) Next, a second embodiment of the present invention will be described with reference to the drawings. The overall configuration of the information generating system according to the second embodiment is the same as that shown in Fig. 1. However, instead of the server device 1, a server device 1' is provided.

[0049] Fig. 10 is a block diagram showing an example of the functional configuration of a server device 1' according to the second embodiment. In Fig. 10, components having the same reference numerals as those shown in Fig. 2 have the same functions, and therefore redundant explanations will be omitted here.

[0050] 10, the server device 1′ according to the second embodiment further includes, as functional components, a skill rank assigning unit 21, a talent model setting unit 22, a deviation analysis unit 23, an organization point calculation unit 24, and a rank-based number-of-people calculation unit 25, and also includes an information presenting unit 16′ instead of the information presenting unit 16. In addition, the server device 1′ according to the second embodiment further includes, as storage media, a skill rank storage unit 201, a skill set storage unit 202, an organization point storage unit 203, and a rank-based number-of-people storage unit 204.

[0051] The functional blocks shown in Fig. 10 execute the following processes through the cooperation of hardware and software. For example, the processes of the functional blocks are executed by a microcomputer including a CPU, RAM, ROM, etc., and a program stored in a storage medium such as RAM, ROM, a hard disk, or a semiconductor memory is executed under the control of a processor. In addition to the microcomputer, a DSP, etc. may also be included.

[0052] The skill rank assigning unit 21 assigns a skill rank to each employee for each skill type based on the skill points assigned to each employee for each skill type by the skill point assigning unit 14 (skill points stored in the point information storage unit 103), and stores the assigned skill rank in association with the employee ID in the skill rank storage unit 201. For example, the skill rank assigning unit 21 assigns one of five skill ranks to each employee for each skill classification.

[0053] The algorithm for determining skill ranks based on skill points can be set arbitrarily. For example, it is possible to set arbitrarily which of learning points, experience points, and employee evaluation points will be used to determine skill ranks. Only one, two, or all three may be used.

[0054] For example, the skill rank assigning unit 21 may determine the skill rank according to the total number of skill points calculated for each employee and each skill category. When totaling the skill points, a weighted addition may be performed in which weights are set for each of the learning points, experience points, and employee evaluation points according to the skill category.

[0055] 10 shows a configuration in which the skill rank storage unit 201 is provided separately from the point information storage unit 103, but this is not limiting. For example, as shown in FIG. 11, the skill rank information may be added to the skill point information and stored in the point information storage unit 103.

[0056] The human resources model setting unit 22 sets a required human resources model having a skill set that defines the required skill rank for each type of skill required by the company, and stores the skill set of the set required human resources model in the skill set storage unit 202. For example, a required human resources model having a skill set that defines the required rank for sales skills as rank A, the required rank for marketing skills as rank B, and the required rank for speaking skills as rank B is set. One or more required human resources models can be set.

[0057] The skill sets of the required human resources model described above are set by a company employee by accessing the server device 1 from the company terminal 3. For example, the human resources model setting unit 22 provides a setting management screen for setting the required human resources model to the company terminal 3. The company employee inputs skill set information into this setting management screen from the company terminal 3. The human resources model setting unit 22 stores the skill set information input into the setting management screen in the skill set storage unit 202.

[0058] Furthermore, the human resource model setting unit 22 may further set the required number of human resources corresponding to the human resource requirement model.

[0059] The deviation analysis unit 23 analyzes, for each employee, the deviation between the skill rank assigned to each employee by the skill rank assignment unit 21 for each skill type (skill rank stored in the skill rank memory unit 201) and the skill rank for each skill type identified by the skill set (skill set stored in the skill set memory unit 202) of the required human resources model set by the human resources model setting unit 22.

[0060] The skill rank deviation analyzed by the deviation analysis unit 23 is at least the portion where the skill rank assigned to each employee (hereinafter referred to as the assigned skill rank) is inferior to the skill rank specified by the skill set of the required human resources model (hereinafter referred to as the required skill rank). The deviation analysis unit 23 analyzes the assigned skill rank that is inferior to the required skill rank for each employee.

[0061] Furthermore, the discrepancy analysis unit 23 counts the actual number of employees who satisfy the skill set based on the above analysis results, and analyzes the discrepancy between the actual number of employees required and the number of employees corresponding to the required human resources model set by the human resources model setting unit 22. Here, the discrepancy analysis unit 23 counts employees who do not have any assigned skill ranks that are lower than the required skill ranks of the required human resources model as employees who satisfy the skill set. The discrepancy analyzed here includes both cases where the actual number of employees is lower than the required number of employees and cases where the actual number of employees is higher than the required number of employees.

[0062] In response to a request from the company terminal 3, the information presentation unit 16' presents the analysis results by the discrepancy analysis unit 23 to the company terminal 3. For example, the information presentation unit 16' presents information indicating the discrepancy between the required number of personnel corresponding to the required personnel model and the actual number of personnel, to the company terminal 3. Based on this discrepancy, the company's personnel can create more appropriate recruitment and training plans.

[0063] The information presenting unit 16' may also present information on employees who meet the skill set of the required human resources model and employees who do not meet the skill set to the company terminal 3. Furthermore, the information presenting unit 16' may present, for employees who do not meet the skill set, an assigned skill rank that is lower than the required skill rank of the required human resources model. Based on this provided information, company personnel can create a more appropriate training plan, for example, targeting employees who do not meet the skill set.

[0064] Although an example of analyzing the portion where the assigned skill rank is inferior to the required skill rank has been described here, the present invention is not limited to this. That is, the deviation analysis unit 23 may further analyze the portion where the assigned skill rank is superior to the required skill rank.

[0065] The organization point calculation unit 24 calculates the skill points of the organization (hereinafter referred to as organization points) by adding up, for each skill type, the skill points assigned by the skill point assigning unit 14 to each employee belonging to the same organization, and stores the calculated organization points in the organization point storage unit 203. That is, for the skill points stored in the point information storage unit 103 as shown in FIG. 7, the organization point calculation unit 24 identifies the department to which each employee belongs by referring to the employee information storage unit 101 using the employee ID as a key, and adds up the skill points assigned to employees in the same department for each skill category.

[0066] Fig. 12 is a diagram schematically illustrating an example of processing by the organization point calculation unit 24. Fig. 12(a) shows the skill points assigned to three employees A to C who belong to the same department for each skill category. Fig. 12(b) shows the organization points calculated by adding up the skill points assigned to the three employees A to C for each skill category. Here, an example is shown in which organization points are calculated for each of learning points, experience points, and employee evaluation points.

[0067] For example, organizational points for sales skills are calculated by adding up the skill points assigned to employee A and the skill points assigned to employee B (employee C has no skill points assigned to sales skills). Organizational points for logical thinking skills are calculated by adding up the skill points assigned to employee B and the skill points assigned to employee C (employee A has no skill points assigned to logical thinking skills).

[0068] The number-of-people-by-rank calculation unit 25 calculates the number of people who fall under each skill rank for each type of skill for each employee belonging to the same organization, and stores the calculated number of people who fall under each rank in the number-of-people-by-rank storage unit 204. That is, for the skill rank for each skill classification of each employee stored in the skill rank storage unit 201, the number-of-people-by-rank calculation unit 25 identifies the department to which each employee belongs using the employee ID as a key, and totals the number of people who fall under the skill rank assigned to employees in the same department for each skill classification.

[0069] FIG. 13 is a diagram schematically illustrating an example of processing by the rank-by-rank number-of-people calculation unit 25. FIG. 13(a) shows the skill ranks assigned to three employees A to C who belong to the same department for each skill classification. FIG. 13(b) shows the results of tallying the number of people who fall into each skill rank for each skill classification to which the skill ranks have been assigned to the three employees A to C. For example, with regard to sales skills, it is shown that there is one employee (employee A) who is ranked A and one employee (employee B) who is ranked C. Furthermore, with regard to logical thinking skills, it is shown that there is one employee (employee B) who is ranked B and one employee (employee C) who is ranked D.

[0070] In response to a request from the company terminal 3, the information presenting unit 16' presents to the company terminal 3 the analysis results by the organization point calculation unit 24 and the analysis results by the rank-based headcount calculation unit 25. For example, the information presenting unit 16' presents to the company terminal 3 the organization points for each skill classification analyzed for a department specified in the company terminal 3. One or more departments can be specified. In addition, the information presenting unit 16' presents to the company terminal 3 the number of people corresponding to each skill rank analyzed for a department specified in the company terminal 3.

[0071] Based on this information, company personnel can analyze their organization's weaknesses and consider the skills that the organization should learn. For example, rather than relying on the skills of a single employee, it will be possible to create a team management plan that covers the skills that are lacking among organizational members.

[0072] The information presenting unit 16' is configured to present the organization points and the number of people corresponding to each rank at the time of the request from the company terminal 3 to the company terminal 3, but is not limited to this example. For example, the information presenting unit 16' may present the organization points and the number of people corresponding to each rank as information on an increase or decrease compared to the previous period, using a predetermined period for which experience points are awarded as a unit.

[0073] The first and second embodiments are merely examples of specific embodiments of the present invention, and the technical scope of the present invention should not be construed as being limited by them. In other words, the present invention can be embodied in various forms without departing from the gist or main features thereof. [Explanation of symbols]

[0074] 1,1' Server device 2. User terminal 3. Corporate terminals 11 Employee Information Management Department 12 Training Information Management Department 13 Training Information Presentation Department 14 Skill Point Granting Section 15 Information Analysis Department 16,16' Information presentation section 21 Skill Rank Assignment Department 22 Human Resources Model Setting Department 23 Discrepancy Analysis Department 24 Organizational Points Calculation Department 25 Rank-based Count Calculation Section

Claims

1. a training information management unit that associates, for each training session, identification information of the training session purchased by the company for human resource development, the purchase price of the training session, and the type of skill that the training session aims to acquire, and stores these in a training information storage unit; a skill point granting unit that grants predetermined learning points to an employee of the company when the employee has taken the training, and stores the learning points in a point information storage unit in association with information that can identify the type of skill corresponding to the training and information about the employee; and an information analysis unit that generates, for each type of skill, a total amount of the training purchase price as investment information based on the training information stored in the training information storage unit and the point information stored in the point information storage unit, and that generates, for each type of skill, a total value of the learning points given to each employee as effect information. An information generation system comprising:

2. the skill point granting unit grants predetermined employee evaluation points to the other employee in response to a point grant application made by an employee of the company specifying the other employee and the type of skill, and further stores the employee evaluation points in the point information storage unit in association with information that can identify the type of skill specified and information about the other employee; The information analysis unit further generates, as the effect information, the total value of the employee evaluation points assigned to each employee for each type of skill.

2. The information generating system according to claim 1.

3. The information generation system described in claim 2, characterized in that the information analysis unit calculates the total value only for the employee evaluation points of employees who have been assigned learning points associated with the same skill type as the skill type associated with the employee evaluation points, out of the employee evaluation points assigned to each employee.

4. the skill point allocating unit allocates predetermined experience points to the employee of the company for having experienced practical work, and further stores the experience points in the point information storage unit in association with information that can identify the type of the skill set in relation to the content of the practical work and information about the employee; The information analysis unit further generates, for each type of skill, the total value of the experience points given to each employee as the effect information.

2. The information generating system according to claim 1.

5. The information generation system described in claim 4, characterized in that the information analysis unit only considers the experience points assigned to each employee who has been assigned learning points associated with the same skill type as the skill type associated with the experience points as the target of calculation of the total value.

6. the skill point allocating unit allocates predetermined experience points to the employee of the company for having experienced practical work, and further stores the experience points in the point information storage unit in association with information that can identify the type of the skill set in relation to the content of the practical work and information about the employee; The information analysis unit further generates, for each type of skill, the total value of the experience points given to each employee as the effect information.

3. The information generating system according to claim 2.

7. a skill rank assigning unit that assigns a skill rank to each employee for each type of skill based on the points assigned to each employee for each type of skill by the skill point assigning unit; a human resource model setting unit that sets a required human resource model having a skill set that defines a required skill rank for each type of skill required by the company; and a deviation analysis unit that analyzes a deviation between the skill rank assigned to each employee for each type of skill by the skill rank assigning unit and the skill rank for each type of skill specified by the skill set of the required human resources model set by the human resources model setting unit.

7. The information generating system according to claim 1, wherein:

8. The human resource model setting unit further sets the required number of human resources corresponding to the required human resource model, The discrepancy analysis unit counts the actual number of employees who satisfy the skill set based on the skill rank assigned to each employee for each skill type by the skill rank assignment unit and the skill rank for each skill type specified by the skill set included in the required human resources model set by the human resources model setting unit, and further analyzes the discrepancy between the required number of employees and the actual number of employees.

8. The information generating system according to claim 7.

9. The information generation system described in any one of claims 1 to 6, further comprising an organizational point calculation unit that calculates the skill points of the organization by adding up the points assigned by the skill point assignment unit to each employee belonging to the same organization for each type of skill.

10. a skill rank assigning unit that assigns a skill rank to each employee for each type of skill based on the points assigned to each employee for each type of skill by the skill point assigning unit; and a rank-by-rank number-of-people calculation unit that calculates the number of employees belonging to the same organization who fall under each skill rank for each type of skill.

7. The information generating system according to claim 1, wherein:

11. a skill rank assigning unit that assigns a skill rank to each employee for each type of skill based on the points assigned to each employee for each type of skill by the skill point assigning unit; and a rank-by-rank number-of-people calculation unit that calculates the number of employees belonging to the same organization who fall under each skill rank for each type of skill.

10. The information generating system according to claim 9.

12. A training information management unit of the computer stores in a training information storage unit, in response to an information input operation by a user to the computer, identification information of training purchased by a company for human resource development, the purchase price of the training, and the type of skill that the training aims to acquire, in association with each training; a step in which a skill point granting unit of the computer grants a predetermined learning point to an employee of the company when the employee has taken the training, and stores the learning point in a point information storage unit in association with information that can identify the type of skill corresponding to the training and information about the employee; and an information analysis unit of the computer generates, for each skill type, a total amount of the purchase price of the training as investment information based on the training information stored in the training information storage unit and the point information stored in the point information storage unit, and generates, as effect information, a total value of the learning points granted to each employee. An information generating method comprising:

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