Information processing method, program, and information processing device

Abstract

To improve the efficiency and appropriateness of labor-related work concerning employees who resign or take leave of absence. [Solution] The information processing method involves an information processing device receiving a change in employment information relating to a first employee who is retiring or taking leave of absence, acquiring at least a portion of the employee information relating to the first employee, outputting information to a large-scale language model that generates job postings based on the acquired portion of employee information, receiving job postings edited by a user for the generated job postings, and outputting the edited job postings.

Description

Technical Field

[0001] The disclosed technology relates to an information processing method, a program, and an information processing apparatus.

Background Art

[0002] Conventionally, when an employee retires or takes a leave of absence, an information processing system that supports recruiting a new employee to replace the employee is known (see, for example, Patent Document 1).

Prior Art Documents

Patent Documents

[0003]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0004] However, in the prior art, although recruitment of necessary personnel can be easily carried out, there is still room for improving and optimizing the work related to labor.

[0005] Therefore, one of the objectives of the disclosed technology is to provide an information processing method, an information processing apparatus, and a program capable of improving and optimizing the work related to labor for an employee who retires or takes a leave of absence.

Means for Solving the Problems

[0006] In an information processing method according to an aspect of the disclosure, an information processing apparatus receives a change in employment information regarding a first employee who retires or takes a leave of absence, obtains at least a part of the employee information regarding the first employee, outputs information for generating job opening information to a large language model based on at least a part of the obtained employee information, receives edited job opening information from a user for the generated job opening information, and outputs the edited job opening information. [Effects of the Invention]

[0007] According to the disclosure technology, it is possible to improve the efficiency and appropriateness of labor-related work concerning employees who resign or take leave of absence. [Brief explanation of the drawing]

[0008] [Figure 1] This figure shows an example of the configuration of an information processing system according to one embodiment. [Figure 2] This figure shows an example of job posting information according to one embodiment. [Figure 3] This figure shows an example of internal recruitment information according to one embodiment. [Figure 4] This is a sequence diagram showing an example of the process for generating job posting information according to one embodiment. [Figure 5] This sequence diagram shows an example of the process for generating internal recruitment information according to one embodiment. [Figure 6] This is a diagram illustrating an example configuration of an information processing device according to one embodiment. [Figure 7] This figure shows an example of an employee information database according to one embodiment. [Figure 8] This figure shows an example of a job information database according to one embodiment. [Figure 9] This figure shows an example of a job posting database categorized by subject according to one embodiment. [Figure 10] This figure shows an example screen according to one embodiment. [Figure 11] This figure shows an example screen according to one embodiment. [Figure 12] This diagram shows a series of steps related to the generation of job posting information according to one embodiment. [Modes for carrying out the invention]

[0009] A preferred embodiment of the disclosed technology will be described with reference to the attached drawings. In each drawing, components denoted by the same reference numerals have the same or similar configuration.

[0010] The following describes Information Processing System 1 in the Disclosure Technology. In the Disclosure Technology, "resignation" means that an employee leaves their current position or quits their job. "Leave of absence" means that an employee takes time off from their current position or takes time off from work while maintaining their employment contract with the company. Leave of absence includes, for example, leave for childcare, maternity leave, caregiving, illness or injury, secondment, volunteer work, studying abroad, etc. "User" includes the organization's recruitment and / or labor relations personnel. "Job posting information" mainly includes information related to documents that specify the working conditions to job seekers when recruiting personnel outside the company. "Internal job posting information" mainly includes information related to documents that specify the working conditions to employees when recruiting personnel internally. "Job posting information" includes job posting information and internal job posting information, and is a general term for job-related information generated in Information Processing System 1. "Candidate" includes job seekers who applied in response to job posting information and employees who applied in response to internal job posting information.

[0011] Furthermore, a "large-scale language model" is a language model specialized in natural language processing and may be a type of so-called generative AI (Artificial Intelligence). When a prompt is input to a large-scale language model, it generates and outputs text based on that prompt. A large-scale language model is a general-purpose language model that can be adapted to natural language processing such as information extraction, text summarization, text generation, and question and answer. A "prompt" may also be an input sentence to a large-scale language model. Prompts input to a large-scale language model may include, for example, a prompt to generate job postings, or a prompt containing employee information. By inputting a prompt to a large-scale language model, the large-scale language model can generate job postings based on employee information.

[0012] <Information Processing System 1> FIG. 1 is a diagram showing an example of the configuration of an information processing system 1 according to an embodiment. The information processing system 1 shown in FIG. 1 includes an information processing apparatus 10, one or more terminal devices 20, an external device 30, and a job recruitment management apparatus 40.

[0013] The information processing apparatus 10, the terminal device 20, the external device 30, and the job recruitment management apparatus 40 are communicably connected to each other via a communication network N such as the Internet, an intranet, a wireless LAN, or mobile communication. The information processing apparatus 10, for example, transmits information to the external device 30 or receives information from the external device 30 via the network N.

[0014] Each device in the information processing system 1 transmits and receives data to and from each other via the network N. Each device may be composed of a plurality of processing devices (which may include a database). The network N is composed of a wireless network or a wired network. Examples of the network include a mobile phone network, a PHS (Personal Handy-phone System) network, a wireless LAN (including communication compliant with IEEE802.11 (so-called Wi-Fi (registered trademark))), 3G (3rd Generation), LTE (Long Term Evolution), 4G (4th Generation), 5G (5th Generation), WiMax (registered trademark), infrared communication, visible light communication, Bluetooth (registered trademark), a wired LAN, a telephone line, a power line communication network, a network compliant with IEEE1394, etc.

[0015] <Information processing apparatus 10> The information processing apparatus 10 is composed of a server, a personal computer, or the like, and transmits requests to each device or receives responses from each device via the network N. The information processing apparatus 10 may provide services for streamlining recruitment and labor by an organization's staff in the form of SaaS (Software as a Service). The services provided by the information processing apparatus 10 include services that can be provided on the cloud.

[0016] The information processing device 10 is an information processing device that undertakes a part of the information processing functions provided by the information processing system 1, such as managing employee information of employees belonging to each organization. The information processing device 10 may be composed of one or more information processing devices, or may be configured using a virtual server (such as a cloud server). The information processing device 10 may be called a computer. In this embodiment, the information processing device 10 is a device with a labor management function, and the job recruitment management device 40 will be described as a device with a job recruitment management function and an employment management function. However, at least two of the information processing device 10, the external device 30, and the job recruitment management device 40 may be configured as the same information processing device, or may be configured to be provided as one service. That is, the information processing device 10 has a generation AI function, a job recruitment management function, and / or an employment management function, and for example, may manage job positions together with job information, and may manage the status of job applicants. <Terminal device 20>

[0017] The terminal device 20 is, for example, an information processing device for a user to output the edited job information to the information processing device 10 by operating the terminal device 20. Also, the user can display the job information output by the information processing device 10 via the terminal device 20. The terminal device 20 is a computer such as a mobile phone (including a smartphone), a tablet, or a personal computer. The terminal device 20 may be called a computer.

[0018] In addition, an application program (app) for using the service provided by the information processing device 10 may be installed in the terminal device 20. The app may be web browsing software. The app may cause the terminal device 20 to execute at least a part of the processes disclosed in the following embodiments in the service provided by the information processing device 10. By executing the app, the terminal device 20 may access the information processing device 10 and transmit and receive information used for executing the app.

[0019] <External device 30> External device 30 is, for example, a computer that operates a large-scale language model, which processes strings containing input natural language. External device 30 stores a large amount of data used in the large-scale language model and uses the data stored in the database to perform processing associated with the large-scale language model.

[0020] The external device 30 may be configured as a generative AI using a large-scale language model. The generative AI can use an existing generative AI. For example, the external device 30 can send and receive information with the information processing device 10 via the API (Application Programming Interface) of the generative AI.

[0021] External device 30 is, for example, a computer that operates a large-scale language model, which processes strings containing input natural language. External device 30 stores a large amount of data used in the large-scale language model and uses the data stored in the database to perform processing associated with the large-scale language model.

[0022] The external device 30 may be configured as a generative AI using a large-scale language model. The generative AI can use an existing generative AI. For example, the external device 30 can send and receive information to and from the information processing device 10 via the API (Application Programming Interface) of the generative AI. For example, the external device 30 generates job postings based on employee information output from the information processing device 10. The external device 30 outputs the generated job postings to the information processing device 10.

[0023] External device 30 includes, for example, services that can be provided on the cloud. External device 30 may be, for example, a generative AI server that provides cloud-based services using a large-scale language model such as OpenAI's ChatGPT. However, the generative AI server is not limited to this, and may be a generative AI server that performs natural language processing using a large-scale language model that provides similar functionality.

[0024] <Recruitment management device 40> The job posting management device 40 is, for example, a server that manages an online job information site. The job information site may be a site that posts job posting information 300, etc., from multiple companies (employers). Job seekers can access the job information site and view the job posting information 300, etc., from each company. They can also select a company they wish to apply to from among the listed companies and apply. Job seekers may also register as users and register their own profile (age, education, work history, qualifications, etc.). The job posting management device 40 may also have a recruitment management function. For example, the job posting management device 40 may view the job posting information 300 and manage data including the recruitment status of job seekers who have applied. The job posting management device 40 may manage not only the job posting information 300 but also the job positions. The job posting management device 40 may also have a communication function to contact job seekers.

[0025] <Job information> Figure 2 shows an example of job posting information 300. Job posting information 300 is job information that an employer sends out to external parties, and the employer may recruit job seekers based on job posting information 300. Job posting information 300 may include, for example, information about the organization recruiting job seekers, information about the compensation that the organization may offer to job seekers, and information about the skills that the organization requires from job seekers.

[0026] Information about organizations recruiting job seekers includes, for example, company information and the industry to which the organization belongs. Information about the benefits that an organization may offer to job seekers includes information about annual salary, benefits, and job title. Information about the skills that an organization seeks in job seekers includes information about the work experience, qualifications, aptitude, and job type that the organization requires. Information about the skills that an organization seeks in job seekers includes information about essential skills that a job seeker must possess to be hired, and information about desirable skills that a job seeker should possess to be hired.

[0027] The job posting information 300 includes, based on any format, prescribed items related to the job, such as the job title and job position name area 301, the recruitment information area 302, and the application guidelines area 303. The job title and job position name area includes the job title and the specific position name of the job being offered, as headings in the job posting information 300. The recruitment details area 302 includes items such as information about the employer (organization) (company size (sales, number of employees, etc.), industry, etc.), job description, application qualifications, selling points, job title, position, grade, work history, skills, qualifications, work location, annual salary, job duties, required requirements, preferred requirements, etc. The application guidelines area 303 includes items such as working hours, salary increases, bonuses, allowances, holidays, leave, welfare benefits, probationary period, employment conditions, etc. The job posting information 300 may also include other item fields besides those listed above.

[0028] Furthermore, some of the designated items in the job posting information 300 may be used only in the job posting information 300 and not in the internal recruitment information 400. Also, the content of the designated items in the job posting information 300 may differ from the designated items in the corresponding internal recruitment information 400.

[0029] <Internal Job Posting Information> Figure 3 shows an example of internal job posting information 400. Internal job posting information 400 is job posting information that an employer sends out internally, and employees may be recruited based on internal job posting information 400. Internal job posting information 400 may include information about the organization recruiting employees, information about the benefits the organization can offer employees, and information about the skills the organization seeks in employees.

[0030] Information about an organization recruiting employees includes, for example, company information and the industry to which the organization belongs. Information about the benefits that the organization may offer to employees includes information about job titles, etc. Information about the skills that the organization seeks from employees includes information about the work experience, qualifications, aptitudes, and job type that the organization seeks from employees. Information about the skills that the organization seeks from employees includes information about the essential skills that employees must possess for internal transfers and information about the desirable skills that employees should possess for internal transfers.

[0031] Internal recruitment information 400 includes, in any format, prescribed items related to the job posting, such as the internal recruitment title and internal recruitment position name area 401, the internal recruitment information 400 area 402, and the internal recruitment guidelines area 403. The internal recruitment title and internal recruitment position name may include the internal recruitment title and the specific position name of the job being advertised internally, as headings for internal recruitment information 400. The internal recruitment information 400 area 402 may include items such as job description, application qualifications, selling points, job type, position, grade, work history, skills, qualifications, work location, annual salary, job duties, required requirements, and preferred requirements as internal recruitment content. The internal recruitment guidelines area 403 may include items such as working hours, salary increases / bonuses, and various allowances as internal recruitment guidelines. Internal recruitment information 400 may also include other item fields besides those listed above.

[0032] Furthermore, some of the designated items in the internal recruitment information 400 may be used only in the internal recruitment information 400 and not in the job posting information 300. Also, the content of the designated items in the internal recruitment information 400 may differ from the designated items in the corresponding job posting information 300.

[0033] Figure 4 is a sequence diagram showing an example of the process for generating job posting information 300. In the example shown in Figure 4, the information processing device 10 manages employee information for employees belonging to each organization, and the explanation assumes that employee A is leaving the company. Note that even if employee A is on leave of absence in the example shown in Figure 4, the general processing flow is the same.

[0034] In S101, the information processing device 10 accepts changes to the employment information of employee A who is leaving the company. For example, the user may receive notification from employee A that they are leaving the company and change employee A's employment status from "employed" to "resigned". The information processing device 10 may accept changes to employee A's employment information based on the fact that employee A's employment status has been changed from "employed" to "resigned".

[0035] In S102, the information processing device 10 acquires at least a portion of the employee information relating to employee A. For example, the information processing device 10 may acquire employee A's employee information from the storage device 130 based on the employee ID of employee A who has received a change in work information. Alternatively, the information processing device 10 may acquire employee A's employee information through input from the terminal device 20 when employee A operates the terminal device 20.

[0036] Furthermore, employee information may appropriately reflect information about employee A obtained during the resignation process. Therefore, employee information may include employee A's resignation date or planned resignation date, information obtained during the resignation process concerning employee A, such as the content of the work employee A was in charge of immediately before resignation, and information regarding handover documents created when employee A resigned. Note that the "resignation process" includes at least a part of the process from the day employee A notifies the company of their intention to resign until the day employee A actually resigns. During the resignation process, interviews may be conducted to hear employee A's reasons for resignation, and meetings may be held to collect information about employee A.

[0037] In S103, the information processing device 10 outputs information to the large-scale language model that generates job posting information 300 based on at least some of the acquired employee information. For example, the information processing device 10 outputs information to the large-scale language model that includes prompts for generating job posting information 300, as at least some of the employee information and job information. The large-scale language model then generates job posting information 300 based on the outputted prompts and outputs the generated job posting information 300 to the information processing device 10.

[0038] In S104, the information processing device 10 receives job posting information 300 generated by a large-scale language model.

[0039] In S105, the information processing device 10 outputs the received job posting information 300 to the terminal device 20. For example, the information processing device 10 outputs the generated job posting information 300 to the terminal device 20 in an editable format so that it can be displayed as an editing screen.

[0040] In S106, the information processing device 10 receives the job information edited by the user for the generated job posting information 300. The user edits predetermined items for the generated job posting information 300. Editing the job posting information 300 includes, for example, accepting user input and editing the job description, salary, benefits, and other conditions described in the job posting information 300. The edited job posting information 300 may include the latest information on the employer (organization), the job description for the position being recruited, salary, benefits, etc.

[0041] In S107, the information processing device 10 outputs the edited job posting information 300. The information processing device 10 outputs the edited job posting information 300 to the job management device 40, and the outputted job posting information 300 is managed by the job management device 40 and may be made public for a predetermined period.

[0042] Through the above process, the information processing device 10 can automatically generate job posting information 300 in a large-scale language model when an employee leaves the company. Furthermore, the user can edit the job posting information 300 generated by the large-scale language model, and the edited job posting information 300 can be output to the job management device 40. As a result, the efficiency and appropriateness of labor-related work concerning employees who leave the company can be improved.

[0043] <Overview of processing information related to internal job postings> Figure 5 is a sequence diagram showing an example of the process for generating internal job posting information 400. In the example shown in Figure 5, the information processing device 10 manages employee information for employees belonging to each organization, and the explanation assumes that employee B is on leave of absence. Note that even if employee B were to resign in the example shown in Figure 5, the general processing flow would be the same.

[0044] In S201, the information processing device 10 accepts changes to the work information of employee B who is on leave. For example, the user may receive notification from employee A that they will be taking leave and change employee B's work status from "working" to "on leave." The information processing device 10 may accept changes to employee B's work information based on the fact that employee B's work status has been changed from "working" to "on leave."

[0045] In S202, the information processing device 10 acquires at least a portion of the employee information relating to employee B. For example, the information processing device 10 may acquire employee B's employee information from the storage device 130 based on the employee ID of employee B who has received a change in work information. Alternatively, the information processing device 10 may acquire employee B's employee information through input from the terminal device 20 when employee B operates the terminal device 20.

[0046] Furthermore, employee information may appropriately reflect information about employee B obtained during the leave of absence process. Therefore, employee information may include employee B's leave dates and planned leave dates, information obtained during the leave of absence process regarding employee B, such as the content of the work employee B was in charge of immediately before taking leave, and information regarding handover materials created when employee B took leave. Note that the "leave of absence process" includes at least a part of the process from the day employee B notifies the authorities of their intention to take leave to the day employee B actually takes leave. During the leave of absence process, interviews may be conducted to hear employee B's reasons for taking leave, and meetings may be held to collect information about employee B.

[0047] In S203, the information processing device 10 outputs information to the large-scale language model that generates internal job posting information 400 based on at least some of the acquired employee information. For example, the information processing device 10 outputs information to the large-scale language model that includes prompts for generating internal job posting information 400, as at least some of the employee information and job posting information. The large-scale language model then generates internal job posting information 400 based on the output prompts and outputs the generated internal job posting information 400 to the information processing device 10.

[0048] In S204, the information processing device 10 receives internal recruitment information 400 generated by a large-scale language model.

[0049] In S205, the information processing device 10 outputs the received internal recruitment information 400 to the terminal device 20. For example, the information processing device 10 outputs the generated internal recruitment information 400 to the terminal device 20 in an editable format so that it can be displayed as an editing screen.

[0050] In S206, the information processing device 10 receives job information edited by the user for the generated internal job posting information 400. The user edits the generated internal job posting information 400 for specified items. Editing the internal job posting information 400 includes, for example, editing the job description and other conditions described in the internal job posting information 400. The edited internal job posting information 400 may include the latest information regarding the position, the job description of the position being offered, salary, benefits, etc.

[0051] In S207, the information processing device 10 outputs the edited internal recruitment information 400. The information processing device 10 outputs the edited internal recruitment information 400 to the terminal device 20, and the user may make the outputted internal recruitment information 400 public within the company for a predetermined period.

[0052] Through the above process, the information processing device 10 can automatically generate internal job posting information 400 in a large-scale language model when an employee takes leave of absence. Furthermore, the user can edit the job posting information 300 generated by the large-scale language model, and the edited internal job posting information 400 can be output to the terminal device 20. As a result, the efficiency of labor-related work concerning employees on leave can be improved. Note that the internal job posting information 400 does not necessarily need to be generated in a large-scale language model; it may also be generated by inputting information based on the employee's information on leave of absence according to a predetermined format.

[0053] <Configuration of the information processing device 10> The following describes the various components of the information processing device 10. Figure 6 is a diagram illustrating an example of the configuration of the information processing device 10. The information processing device 10 includes one or more processors (CPUs) 110, one or more communication interfaces 120, a storage device 130, a user interface 150, and one or more communication buses 170 for interconnecting these components.

[0054] The user interface 150 is connected to a display and an input device (such as a keyboard and / or mouse, or any other pointing device), and has display and input functions.

[0055] The storage device 130 may be, for example, a high-speed random access memory such as DRAM, SRAM, or other random access solid-state memory, or it may be a non-volatile memory such as one or more magnetic disk storage devices, optical disk storage devices, flash memory devices, or other non-volatile solid-state memory devices, or it may be a non-temporary recording medium that can be read by a computer.

[0056] The storage device 130 stores data used by the information processing system 1. For example, the storage device 130 includes employee information DB 500a and job posting information DB 500b. It may also include itemized job posting information DB 500c. Itemized job posting information DB 500c includes job content information DB 500c1 and job requirements information DB 500c2.

[0057] Another example of the storage device 130 may be one or more storage devices located remotely from the processor 110. In one embodiment, the memory 130 stores programs, modules, and data structures, or subsets thereof, executed by the processor 110.

[0058] Figure 7 shows an example of the job information DB500a. The employee information DB500a shown in Figure 7 manages employee information for employees belonging to each organization. Employee information may be stored for each of multiple employees, associating it with basic employee information, employment information regarding the employee's work status within the organization, affiliation information regarding the employee's affiliation within the organization, skill information regarding the employee's abilities and experience, and evaluation information regarding the organization's evaluation of the employee.

[0059] Employee basic information may include employee ID, name, contact information, date of birth, age, gender, address, salary, annual income, and work location. Employment information may include employment status, resignation date, planned resignation date, leave of absence dates, and planned leave of absence dates. Affiliation information may include department, group, job title, position, rank, length of tenure, current and past work content, work history, and work history related to concurrent positions and / or secondments. Skill information may include qualifications held, work experience, and aptitude. Performance information may include evaluations, responsible persons, high-performer flags, and low-performer flags. Evaluations stored in performance information may be subjective evaluations of the employee by others, or objective evaluations based on the employee's performance. An example of a subjective evaluation is an evaluation by the employee's supervisor. An example of an objective evaluation is the employee's achievement rate against their sales target for the current period.

[0060] Figure 8 shows an example of the job posting database DB500b. The job posting database DB500b shown in Figure 8 manages generated and / or modified job postings. The job posting database DB500b may store not only currently published job postings, but also job postings generated in the past, job postings that have been removed from public view, etc. The job posting database DB500b includes a job posting ID that identifies the job posting, an employee ID related to the employee information used when generating the job posting, and the content of the generated job posting.

[0061] Figure 9 shows an example of the Item-Based Job Information DB500c. The Item-Based Job Information DB500c shown in Figure 9 manages generated and / or modified job information for each predetermined item. The Item-Based Job Information DB500c includes Job Content Information DB500c1 and Job Requirements Information DB500c2. Job Content Information DB500c1 stores the recruitment details and / or internal recruitment details in the job information by item. For example, Job Content Information DB500c1 includes a job information ID that identifies the job information, predetermined items related to the recruitment details and / or internal recruitment details, and the publication date, etc. Job Requirements Information DB500c2 stores the recruitment requirements and / or internal recruitment requirements in the job information by item. For example, Job Requirements Information DB500c2 includes a job information ID that identifies the job information, predetermined items related to the recruitment requirements and / or internal recruitment requirements, and the publication date, etc. Furthermore, the itemized job posting database DB500c may store not only currently published job postings, but also job postings generated in the past and job postings that have been removed from the database.

[0062] Returning to Figure 6, the processor 110 executes a program stored in the storage device 130, thereby configuring a control unit 111 that has the functions of the information processing device 10 described above. The control unit 111 comprises a first receiving unit 112, a second receiving unit 113, a first acquisition unit 114, a second acquisition unit 115, a first output unit 116, a second output unit 117, a proposal unit 118, and a notification unit 119.

[0063] The first reception unit 112 accepts changes to the employment information of the first employee who is resigning or taking leave of absence. The first reception unit 112 accepts changes to the employment information of the first employee when, for example, the user changes the employment status of the first employee to resignation or leave of absence.

[0064] Figure 10 is a diagram illustrating an example of a screen displayed on the user's terminal device 20. In the example shown in Figure 10, the employee information management screen 600 is displayed on the user's terminal device 20. The employee information management screen 600 displays work information d300, including the employee's current work status, in various information display areas d300. The employee information management screen 600 also displays a selection area d302 for selecting the work status. When the first employee resigns, the user changes the work status in the selection area from the current status, "Working," to "Resigned." After that, by pressing the button d304 to register the change, the first reception unit 112 may accept the change in the work information for the first employee. When the button d304 to register the change is pressed, the first reception unit 112 may accept the employee ID of the first employee.

[0065] The first acquisition unit 114 acquires at least a portion of the employee information relating to the first employee. The first acquisition unit 114 may acquire at least a portion of the employee information based on the employee ID of the first employee received by the first reception unit 112. The first acquisition unit 114 may acquire, for example, current and / or past work content, work history, job title, job position, grade, work history, skills, qualifications, work area, annual income, etc., as employee information. The first acquisition unit 114 may also acquire, for example, name, age, gender, address, evaluation, etc., as employee information.

[0066] Returning to Figure 6, the first output unit 116 outputs information for generating job postings to the large-scale language model based on at least some of the acquired employee information. The information for generating job postings includes, for example, job posting definitions and conditions, keywords to exclude, and output formats that have been prepared in advance for generating job postings. The job postings generated by the large-scale language model may be associated with a job posting ID and stored.

[0067] The first output unit 116 may, for example, output a prompt to a large-scale language model containing information about the skills the organization seeks in candidates. Based on the output prompt, the large-scale language model may generate text or the like containing information about the benefits the organization offers to candidates.

[0068] A large-scale language model may generate text based on employee information, etc., for specified items included in job postings. A large-scale language model may also generate text based on previously generated job postings for specified items such as company information and department information.

[0069] The large-scale language model may, for example, generate job posting information 300, which includes a job title and job position name area 301, a recruitment information area 302, and a recruitment guidelines area 303, based on at least some of the acquired employee information and job posting information 300 previously generated and edited by users stored in, for example, the job posting information DB 500b or the item-specific job posting information DB 500c.

[0070] Furthermore, the large-scale language model may generate internal recruitment information 400, which includes an internal recruitment title and internal recruitment position name area 401, an internal recruitment information 400 area 402, and an internal recruitment guidelines area 403, based on, for example, at least some of the acquired employee information and internal recruitment information 400 previously generated and edited by users and stored in, for example, the job information DB 500b or the item-specific job information DB 500c.

[0071] A large-scale language model may be implemented by learning multiple datasets that show the relationship between information about the skills an organization seeks in a candidate and information about the compensation the organization may offer the candidate. This dataset may, for example, be job postings from the user's current organization, or job postings from other organizations different from the user's current one.

[0072] A large-scale language model may, for example, output information about the compensation an organization should offer a candidate (e.g., annual salary) based on input of information about the skills an organization seeks in a candidate (e.g., qualifications and work experience). Alternatively, a large-scale language model may, based on input of information about the compensation an organization can offer a candidate (e.g., annual salary), output information about the skills an organization can require of a candidate (e.g., qualifications and work experience).

[0073] Furthermore, the items listed in Job Posting Information 300 and Internal Recruitment Information 400 may differ. For example, Internal Recruitment Information 400 may not include an estimated annual salary, while Job Posting Information 300 may include an annual salary. Internal Recruitment Information 400 may include specific department names and assignment locations, while Job Posting Information 300 may not. Internal Recruitment Information 400 may not include an overview of the organization, while Job Posting Information 300 may include an overview of the organization.

[0074] Furthermore, the wording used in the job posting information 300 and the internal recruitment information 400 may differ. For example, in the internal recruitment information 400, the wording used exclusively within the organization may be used in designated items, and information that is not publicly available outside the organization may be included. On the other hand, the job posting information 300 should not use wording used exclusively within the organization and should not include information that is not publicly available outside the organization.

[0075] The first output unit 116 may, for example, receive approval information from the user authorizing output to the large-scale language model, and then output information to generate job postings to the large-scale language model. In the example shown in Figure 10, the employee information management screen 600 displays a button d303 for generating job postings. When the user presses the button d303 for generating job postings, the first output unit 116 may output information to generate job postings to the large-scale language model.

[0076] The second reception unit 113 receives job information edited by the user from the generated job information. The user may, for example, operate the terminal device 20 to edit the title, job description, recruiter, etc., of the generated job information and output it to the information processing device 10. The second reception unit 113 receives job information edited by the user and may store the edited job information in association with the job information ID.

[0077] If a position advertised in a job posting is not filled within a specified period, or if a specified number of job postings are not received within a specified period, the user may, for example, make certain edits to the job posting. These edits may include, for example, setting the annual salary higher than a specified value, revising the application requirements (such as relaxing mandatory requirements), or changing the text based on successful job postings for other positions. The second reception unit 113 may accept the edited job posting.

[0078] The second output unit 117 outputs the edited job information. The second output unit 117 may output the edited job information to the job management device 40, or it may output the edited job information to the terminal device 20. The second output unit 117 may also output the job information once the user has confirmed the job information.

[0079] Through the above process, for the first employee who is resigning or taking leave, job postings can be generated by outputting information based on the first employee's employee information to a large-scale language model, and then output to the user. Furthermore, because the job postings are generated based on employee information, they can be generated more quickly compared to when the user creates the job postings from scratch. In addition, because the job postings are generated based on employee information about the employee who is resigning or taking leave, accurate information about the position for which candidates are being sought can be reflected in the job postings.

[0080] The first acquisition unit 114 may acquire the retirement date, planned retirement date, leave of absence date, or planned leave of absence date included in the employee information relating to the first employee. The acquisition unit may also acquire the retirement date, etc., stored in the work information of the employee information DB 500a.

[0081] The second output unit 117 may set the publication date of the job posting information 300 based on the acquired retirement date, planned retirement date, leave of absence date, or planned leave of absence date. The second output unit 117 may, for example, output the edited job posting information to the job posting management device 40, and the job posting management device 40 may set the publication date of the edited job posting information based on the retirement date of the first employee. Alternatively, the second output unit 117 may, for example, output the edited internal recruitment information 400 to the terminal device 20, and the user may set the edited internal recruitment information 400 to be published based on the retirement date of the first employee.

[0082] Through the above process, job postings for recruiting candidates can be efficiently published by setting a publication date based on the first employee's resignation date, planned resignation date, leave of absence date, or planned leave of absence date. The information processing device 10 can support the smooth recruitment of candidates by publishing job postings at the appropriate time when an employee resigns or goes on leave of absence.

[0083] The suggestion unit 118 suggests to the user that they edit certain items included in the generated job information. For example, the suggestion unit 118 may suggest to the user that they edit the job information by adding or deleting words or sentences, or changing the wording of words or sentences in certain items of the job information. The suggestion unit 118 may also suggest to the user that they change items containing numerical values ​​in the job information to more accurate numerical values.

[0084] The proposal unit 118 may also display a designated item in the job posting information in a way that makes it distinguishable from other items if the content of that item includes a numerical value. The proposal unit 118 may also highlight the designated item in the job posting information to make it distinguishable from other items.

[0085] In the example shown in Figure 11, which will be described later, the user can check the job postings that reflect the content proposed by the proposal unit 118 and highlights, etc., by pressing the button 701 to confirm the proposal.

[0086] Through the above process, more accurate job postings can be output by suggesting that users edit specific items included in the job information. Furthermore, by displaying the specified items in a way that makes them distinguishable from other items, users can easily understand the suggested items.

[0087] The first acquisition unit 114 may acquire evaluation information included in the employee information of the first employee. The second acquisition unit 115 acquires second employee information based on the evaluation information of the first employee acquired by the first acquisition unit 114. For example, if the evaluation information of the first employee does not meet the first evaluation criteria, the second acquisition unit 115 may acquire second employee information that meets the second evaluation criteria.

[0088] The first evaluation criterion may be, for example, that an employee's evaluation is not below a predetermined level for a predetermined period of time, or that the evaluator evaluating the employee has not recommended a job transfer or similar action to the employee. Furthermore, the evaluation information included in the employee information may include a "low performer flag" as an item. A low performer may be, for example, someone who has not reached the ability or level required to perform the tasks demanded by the company. The low performer flag is a flag assigned to low performers. The first evaluation criterion may also be that an employee has not been assigned a low performer flag.

[0089] The second evaluation criterion may be, for example, an employee who is similar to the employee and whose evaluation of the employee has been at or above a predetermined level for a predetermined period of time, or an evaluator who evaluates the employee who evaluates the employee as a model employee. Furthermore, the evaluation information included in the employee information may include a high-performer flag as an item. A high performer may be, for example, an employee who has fully reached the ability and level required to perform the tasks required by the company. The high-performer flag is a flag assigned to high performers. The second evaluation criterion may also be that the employee has been assigned the high-performer flag. Furthermore, an employee similar to the employee may be an employee with a similarity score of a predetermined value or higher. Similarity will be described later. Note that the first and second evaluation criterion may be stored in the storage unit 130 in advance, or may be set by the user.

[0090] The employee information about the second employee acquired by the second acquisition unit 115 may, for example, be employee information about the second employee who has been evaluated as having a high level of commitment to goals. An employee with a high level of commitment to goals may, for example, be an employee who is evaluated as recognizing what needs to be done to achieve the set goals and taking action. Alternatively, the employee information may be employee information about the second employee who has been evaluated as having high communication skills. An employee with high communication skills may, for example, be an employee who is evaluated as recognizing the importance of working with the cooperation of other members and building trusting relationships with them.

[0091] The first output unit 116 may output information for generating job postings to a large-scale language model based on the acquired employee information about the second employee.

[0092] Through the above process, for example, if the first employee who is resigning or taking leave is evaluated as a low performer, job postings can be generated based on the employee information of the second employee, rather than the employee information of the first employee. For example, if the employee information of the first employee has consistently received the lowest evaluation for a predetermined period, it may be unreasonable to generate job postings based on the employee information of the first employee. Therefore, job postings are generated based on the employee information of the second employee, who is evaluated as a high performer and is different from the first employee. As a result, more appropriate job postings can be generated.

[0093] The second output unit 117 may output edited job information to job seekers other than those whose last job change was less than a predetermined period.

[0094] Through the above process, job information can be output to the job management device 40 in accordance with laws and regulations regarding job postings and employment placements.

[0095] When the first reception unit 112 receives a change in employment information concerning the first employee, the notification unit 119 notifies the designated employees of the organization to which the first employee belongs, based on predetermined conditions, that a replacement employee for the first employee will be recruited.

[0096] The notification unit 119 may, for example, notify a designated employee, based on predetermined notification conditions, that it is recruiting an employee to replace the first employee, along with the generated internal job posting information 400. The predetermined notification conditions may, for example, be conditions for notifying an employee who is seeking the internal job posting information 400. They may also be conditions for notifying an employee who has previously applied for an internal job posting. The notification unit 119 may, for example, notify a designated employee of the content such as, "We are planning to recruit an employee for the position of xx."

[0097] Furthermore, the notification unit 119 may notify the user whether or not to output job postings when it receives a change in the employment information of the first employee. Also, even if a predetermined period of time has elapsed, the notification unit 119 may notify the user that it is suggesting editing the job postings if the position to be applied for remains unfilled.

[0098] Through the above process, by notifying employees within the company of the internal job posting information 400, the company can notify users and designated employees of the positions being recruited based on the internal job posting information 400. Furthermore, the information processing device 10 can output the internal job posting information 400 before outputting the job posting information 300 to external parties. Therefore, the company can first recruit the first employee and a replacement employee through internal recruitment, and then adjust personnel within the company.

[0099] Furthermore, the notification unit 119 may calculate the similarity between employee information relating to the first employee and employee information relating to a specified employee of the organization to which the first employee belongs. Based on the similarity between employee information relating to the first employee and employee information relating to a specified employee of the organization to which the first employee belongs, the notification unit 119 may set predetermined conditions.

[0100] The notification unit 119 may calculate similarity based, for example, whether the employee information relating to the first employee and the employee information relating to a predetermined employee of the organization to which the first employee belongs have common elements. Alternatively, the notification unit 119 may calculate similarity based on the number of common items between multiple items included in the employee information relating to the first employee and multiple items included in the employee information relating to the predetermined employee. The notification unit 119 may determine that the first employee and the predetermined employee are similar if the calculated similarity is equal to or greater than a predetermined value.

[0101] The notification unit 119 may calculate the similarity score in a way that is high, for example, when the current or past work content of the first employee is similar to the current or past work content of the first employee, because they share common elements. Also, if the organization to which the first employee belonged is similar to the organization to which the specified employee belonged, the similarity score may be calculated in a way that is high, because they share common elements.

[0102] Furthermore, the notification unit 119 may, for example, list and display employee information in order of similarity or in order of the number of common items in the employee information, and may also notify internal job posting information 400. The notification unit 119 may, for example, identify employees with a high degree of similarity to the departing employee (for example, employees with a similarity of a predetermined value or higher) based on the employee information of the departing employee or the internal job posting information 400, and notify the user or the target employee of a transfer or reassignment proposal. In this case, the transfer or reassignment proposal may be a notification of the identified employee information or a notification of the position.

[0103] Through the above process, internal job postings 400 can be notified to employees with similar characteristics within the company based on their similarity, thereby notifying employees who are highly likely to match the internal job postings 400. Furthermore, it prevents the output of unnecessary internal job postings 400.

[0104] The first reception unit 112 may consider the third employee to be the first employee based on predetermined evaluation conditions. The first acquisition unit 114 may acquire employee information about the third employee who has been considered the first employee. The first output unit 116 may output information to a large-scale language model that generates job postings based on the acquired employee information about the third employee.

[0105] The first reception unit 112 may, for example, consider the third employee's information to be that of the first employee if the third employee's evaluation information does not meet the first evaluation criteria. The first evaluation criteria may be, for example, that the low performer flag is not assigned.

[0106] Through the above process, for example, if a third employee who has not notified the company of their resignation or leave of absence is evaluated as a low performer, job information can be generated in advance for that third employee in case of a transfer or other change of position.

[0107] The first acquisition unit 114 may acquire at least a portion of employee information relating to the fourth employee based on the evaluation information of the third employee. The first acquisition unit 114 may, for example, acquire information relating to the fourth employee that satisfies the second evaluation criteria. The second evaluation criteria may be, for example, a similar employee that has been assigned a high performer flag.

[0108] The first output unit 116 may output information for generating job postings to a large-scale language model based on at least a portion of the acquired employee information concerning the fourth employee.

[0109] Through the above processing, for example, if a third employee who has not notified us of their resignation or leave of absence is evaluated as a low performer, job postings can be generated based on the employee information of a fourth employee, rather than the employee information of the third employee. If the employee information of the third employee has consistently received the lowest evaluation for a predetermined period, it may be unreasonable to generate job postings based on the employee information of the third employee. Therefore, job postings are generated based on the employee information of a fourth employee who is evaluated as a high performer, which is different from that of the third employee. As a result, more appropriate job postings can be generated.

[0110] Figure 12 is a diagram illustrating the sequence of processes related to the generation of job postings. In the example shown in Figure 12, the process of first conducting an internal job posting for a predetermined period for an employee C who is resigning or taking leave of absence, and then outputting job posting information 300 to the job management device 40 after the internal job posting period has ended, is explained.

[0111] First, in step S301, the information processing device 10, which manages employee information for multiple employees belonging to the organization, receives a change in employment information for employee C who is retiring or taking leave of absence. The information processing device 10 receives a change in employee C's employment information based on the fact that employee C's employment status has changed from "working" to "retired" or "on leave of absence".

[0112] The information processing device 10 acquires at least a portion of the employee information relating to employee C. The information processing device 10 may, for example, acquire employee information of employee C based on the employee ID of employee C who has received a change in work information.

[0113] Next, in step S302, the information processing device 10 recruits an employee to replace employee C within the company. Based on employee C's employee information, the information processing device 10 generates internal recruitment information 400. The generated internal recruitment information 400 may include information such as job description, qualifications, and required conditions based on employee C's employee information.

[0114] The user edits the generated internal job posting information 400 as needed. The edited internal job posting information 400 is then output. At a predetermined time, the user notifies employees of the start of the internal job posting and makes the internal job posting information 400 available to employees. If, after the predetermined period, an employee to replace employee C is secured through the internal job posting, the recruitment activity may be terminated without proceeding to step S303. If an employee to replace employee C is not secured through the internal job posting, the recruitment activity continues to step S303.

[0115] Next, in step S303, the information processing device 10 recruits a job seeker to replace employee C outside the company. Based on the acquired employee information, the information processing device 10 generates job posting information 300. The user edits the generated job posting information 300 as needed. After that, the information processing device 10 outputs the edited job posting information 300 to the job management device 40, and the outputted job posting information 300 is managed by the job management device 40 and may be made public for a predetermined period.

[0116] Through the above process, the information processing device 10 first generates internal recruitment information 400 based on employee information, which allows for more efficient generation of internal recruitment information 400 compared to when a user sets up the internal recruitment information 400 from scratch. Furthermore, efficient generation enables prompt internal recruitment of necessary personnel. Additionally, by generating internal recruitment information 400 by reflecting acquired employee information, it enables appropriate recruitment of employees within the company.

[0117] If a position advertised through internal recruitment remains unfilled, the information processing device 10 generates job posting information 300. Because it is generated based on employee information, it can generate job posting information 300 more efficiently compared to when a user sets up the job posting information 300 from scratch. The information processing device 10 can efficiently recruit the necessary job seekers. Furthermore, because it generates job posting information 300 by reflecting the acquired employee information, it can efficiently and accurately replenish the pool of job seekers.

[0118] <Screen display example> Next, with reference to Figure 10, an example of a screen displayed on the terminal device 20 used by the user will be described. The employee information management screen 600 shown in Figure 10 displays an overview display area d100, an employee information button display area d200, various information display areas d300, and a button d102 for searching for similar employees.

[0119] The overview display area d100 shows an overview of the employee, including their name, employee ID, and department. It also displays a button d102 for searching for employees similar to the employee in question. The button d102 transitions to a screen that displays other employees similar to the employee in question, or other employees with high ratings who are similar, and their similarity scores.

[0120] The employee information button display area d200 displays the employee basic information button d201, the department information button d202, the skills information button d203, the evaluation information button d204, and the work information button d205. Each of these buttons in the employee information button display area d200 is used to switch the information displayed on the screen. The example screen in Figure 10 shows the state where the work information button d205 is pressed. As a result, the work information for the employee's current status is displayed in the various information display areas d300.

[0121] The various information display area d300 displays the current status display area d301 for various information, the object display area d302 for various information, a button d303 to generate job postings, and a button d304 to register changes. The user selects the employment status displayed in the object display area d302 for various information, with "Retirement" placed in the selection box. After that, by pressing the button d304 to register changes, the process of generating job postings based on employee information may be started.

[0122] Furthermore, the button d303 for generating job postings is a button that, when pressed by the user, generates job postings based on employee information. In one example, when the button d303 for generating job postings is pressed, employee information may be output to the external device 30.

[0123] Figure 11 is a diagram illustrating an example of a screen displayed on the user's terminal device 20. In the example shown in Figure 11, the job information management screen 700 is displayed on the user's terminal device 20. The job information management screen 700 displays predetermined information, such as the job information ID, and also displays a button 701 to confirm the proposal, a button 702 to edit the job information, and a button 703 to confirm the job information.

[0124] For example, when a user presses the confirmation button 703, the second output unit 116 may accept the approval information and then output the job information. If the job information is job posting information 300, the second output unit 116 may output the job posting information 300 to the job management device 40. If the job information is internal recruitment information 400, the second output unit 116 may post the internal recruitment information 400 on a web page accessible to each employee, or it may output the internal recruitment information 400 to a terminal device 20 used by each employee. In addition, the user can edit the generated job information by pressing the edit job information button 702.

[0125] The embodiments are illustrative examples for explaining the disclosed technology and are not intended to limit the disclosed technology to these embodiments only. The disclosed technology can be modified in various ways without departing from its essence. For example, the processes of each device may be integrated as appropriate, or the processes may be transferred to the other device. [Explanation of Symbols]

[0126] 1...Information processing system, 10...Information processing device, 20...Terminal device, 30...External device, 40...Job posting management device, 110...Processor, 111...Control unit, 112...First reception unit, 113...Second reception unit, 114...First acquisition unit, 114...First acquisition unit, 115...Second acquisition unit, 116...First output unit, 117...Second output unit, 118...Proposal unit, 119...Notification unit, 130...Storage device, 300...Job posting information, 400...Internal recruitment information

Claims

1. Information processing device, We accept changes to employment information regarding the first employee who is resigning or taking leave of absence, To obtain at least a portion of the employee information relating to the first employee, Based on the acquired employee information, the information used to generate job postings is output to a large-scale language model. The system accepts user-edited job information for the generated job information, Outputting the edited job information, An information processing method that performs the following.

2. Obtaining at least a portion of the employee information relating to the first employee includes obtaining the date of resignation, the planned date of resignation, the date of leave of absence, or the planned date of leave of absence in the employee information relating to the first employee, Based on the aforementioned resignation date, planned resignation date, leave of absence date, or planned leave of absence date, set the publication date of the edited job posting. The information processing method according to claim 1.

3. This includes suggesting to the user that they edit certain items included in the generated job information. The information processing method according to claim 1.

4. When the content described in the aforementioned predetermined item includes a numerical value, the aforementioned predetermined item is displayed in a way that allows it to be distinguished from other predetermined items. The information processing method according to claim 1.

5. Obtaining at least a portion of the employee information relating to the first employee includes obtaining performance information in the employee information relating to the first employee, Based on the evaluation information of the first employee, obtain at least a portion of the employee information of the second employee, Outputting to the large-scale language model includes outputting to the large-scale language model information that generates the job posting information based on at least a portion of the employee information relating to the second employee that was acquired. The information processing method according to claim 1.

6. Outputting the edited job information is: This includes outputting information to job seekers other than those whose last job change was less than a specified period of time. The information processing method according to claim 1.

7. Upon receiving notification of the aforementioned change in employment information, the organization will notify designated employees of the organization to which the first employee belongs, based on prescribed conditions, that it is recruiting an employee to replace the first employee. The information processing method according to claim 1.

8. The aforementioned predetermined conditions are set based on the degree of similarity between the employee information relating to the first employee and the employee information relating to the predetermined employee. The information processing method according to claim 7.

9. Accepting changes to employment information concerning the first employee who resigns or takes leave of absence includes, based on prescribed evaluation conditions, treating the third employee as the first employee. Obtaining at least a portion of the employee information relating to the first employee includes obtaining the employee information relating to the third employee, Outputting to the large-scale language model includes outputting to the large-scale language model information that generates job postings based on the employee information of the third employee that was acquired. The information processing method according to claim 1.

10. Obtaining at least a portion of the employee information relating to the second employee includes obtaining at least a portion of the employee information relating to the fourth employee based on the evaluation information relating to the third employee, Outputting to the large-scale language model includes outputting to the large-scale language model information that generates the job posting information based on at least a portion of the employee information relating to the acquired fourth employee. The information processing method according to claim 9.

11. Information processing device, Based on employee information relating to the first employee and employee information relating to a predetermined employee of the organization to which the first employee belongs, the degree of similarity between the predetermined employee and the first employee is calculated. To notify the user of the employee information of the specified employee having a similarity score of a predetermined value or higher, The information processing method according to claim 1, further comprising the following steps.

12. In an information processing device, We accept changes to employment information regarding the first employee who is resigning or taking leave of absence, To obtain at least a portion of the employee information relating to the first employee, Based on the acquired employee information, the information used to generate job postings is output to a large-scale language model. The system accepts job information edited by users for the generated job information, Outputting the edited job information, A program that executes the command.

13. An information processing device having a processor, The aforementioned processor, We accept changes to employment information regarding the first employee who is resigning or taking leave of absence, To obtain at least a portion of the employee information relating to the first employee, Based on the acquired employee information, the information used to generate job postings is output to a large-scale language model. The system accepts job information edited by users for the generated job information, Outputting the edited job information, An information processing device that performs the following actions.

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