Information processing system, control method and program for information processing device

Abstract

This invention provides an information processing system, a control method for an information processing device, and a program that enable the objective identification of gender-specific challenges inherent in a company. [Solution] The information processing system 100 includes a questionnaire response acquisition unit 31 that receives questionnaire responses from multiple employees belonging to a predetermined company, a score calculation unit 32 that calculates scores related to gender-specific issues based on the acquired responses, and a provision unit 33 that generates a relative evaluation with other companies different from the predetermined company and provides the relative evaluation to external parties.

Description

Technical Field

[0001] The present invention relates to an information processing system, a control method for an information processing apparatus, and a program.

Background Art

[0002] Conventionally, there has been known an information processing technique for grasping the situation of employees by asking them questions. For example, Patent Document 1 describes this type of technique.

[0003] Patent Document 1 relates to a personnel management system. The personnel management system of Patent Document 1 includes a database for managing the personnel labor information of employees, a question transmission unit for transmitting work-related question items to employees, an answer reception unit for receiving answers regarding the question items from employees, an index calculation unit for calculating the engagement of the employees based on the answers, and an analysis unit for analyzing the relationship between the engagement and the personnel labor information included in the database.

Prior Art Documents

Patent Documents

[0004]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0005] By the way, Japan's overall ranking in the 2022 Gender Gap Index announced by the World Economic Forum was as low as 116th out of 146 countries, and promoting the active participation of women is an issue. Furthermore, according to the announcement by the National Institute of Population and Social Security Research on April 26, 2023, Japan's population has been in a decreasing trend in recent years, and it is estimated that the total population will fall below 90 million by 2070, and the aging rate will reach 39%. With the decreasing working population, improving the productivity of working women is an issue.

[0006] While the government has set a target of 30% female executives in the Tokyo Stock Exchange Prime Market and is promoting this ratio through mandatory human capital disclosure, health issues remain a barrier for women. For example, according to estimates by Dr. Mikio Momoe, Vice President of St. Luke's International Hospital and an expert on menstrual-related symptoms, the labor loss due to menstrual-related symptoms amounted to 491.1 billion yen in Japan's annual socioeconomic burden. Of course, various studies have shown that other health issues such as infertility treatment and menopausal disorders also cause significant problems. It is believed that improving these "fundamental obstacles for women" will lead to further increases in the ratio. By implementing measures optimized for the characteristics and current situation of companies, it is hoped that improvements in women's performance and engagement, as well as an increase in the ratio of female executives and a decrease in turnover rates, will lead to an improvement in Japan's gender gap and an increase in the absolute and relative working population. Furthermore, gender-specific challenges exist not only for women but also for men. There was room for improvement in conventional technology from the perspective of objectively visualizing gender-specific challenges inherent in companies.

[0007] This invention has been made in view of the above circumstances, and aims to provide an information processing system, a control method for an information processing device, and a program that can objectively grasp gender-specific challenges inherent in a company. [Means for solving the problem]

[0008] To achieve the above objective, one aspect of the present invention is an information processing system comprising: a means for obtaining questionnaire responses from multiple employees belonging to a predetermined company; a means for calculating scores related to gender-specific issues based on the obtained responses; and a means for generating relative evaluations with other companies different from the predetermined company and providing said relative evaluations to external parties.

[0009] Furthermore, one aspect of the present invention is a control method for an information processing device, which includes a step of obtaining questionnaire responses from multiple employees belonging to a predetermined company; a step of calculating a score related to gender-specific issues based on the obtained responses; and a step of generating a relative evaluation with other companies different from the predetermined company and providing the relative evaluation to external parties.

[0010] Furthermore, one aspect of the present invention is a program that causes a computer to perform the following steps: an questionnaire response acquisition step of receiving questionnaire responses from multiple employees belonging to a predetermined company; a score calculation step of calculating a score related to gender-specific issues based on the acquired responses; and a provision step of generating a relative evaluation with other companies different from the predetermined company and providing the relative evaluation to external parties. [Effects of the Invention]

[0011] According to the present invention, it is possible to provide an information processing system, a control method for an information processing device, and a program that can objectively grasp gender-specific challenges inherent in a company. [Brief explanation of the drawing]

[0012] [Figure 1] This figure shows an information processing system according to one embodiment of the present invention. [Figure 2] This is a block diagram showing the hardware configuration of the information processing device according to this embodiment. [Figure 3] This is a functional block diagram showing an example of the functional configuration of the information processing system according to this embodiment. [Figure 4] This table shows an example of the question structure for a questionnaire presented to female employees. [Figure 5] This table shows an example of the question structure for a questionnaire presented to male employees. [Figure 6] This table shows an example of the question structure for a questionnaire presented to managers. [Figure 7] This table shows an example of the questions asked in a survey. [Figure 8] It is a diagram showing an example of relative evaluation presented by a providing unit. [Figure 9] It is an example of a report explaining the relationship between PMS, dysmenorrhea, infertility treatment, and engagement. [Figure 10] It is an example of a radar chart presented as information for identifying priority issues and measures. [Figure 11] It is an example of a report showing losses caused by gender-specific issues. [Figure 12] It is a flowchart showing an example of a process for presenting scores and relative indicators from a questionnaire collection of an information processing system according to the present embodiment. [Figure 13] It is a flowchart showing an example of a process for supporting employees and managers of an information processing system according to the present embodiment.

Embodiment for Implementing the Invention

[0013] Hereinafter, an embodiment of the present invention will be described with reference to the drawings.

[0014] <System Configuration> First, the overall system configuration will be described. FIG. 1 is a diagram showing an information processing system 100 according to an embodiment of the present invention. The information processing system 100 of the present embodiment aggregates answers to a questionnaire regarding gender-specific issues from employees belonging to a predetermined company, presents a relative evaluation of the gender-specific issues of the predetermined company to an external entity different from the predetermined company, and provides a service capable of presenting improvement measures for the gender-specific issues to the predetermined company.

[0015] The information processing system 100 is realized by an information processing apparatus 1 that transmits and receives various information to and from an employee terminal 2, a manager terminal 3, and an external terminal 5 via a communication network such as the Internet.

[0016] The information processing device 1 is a computer that provides various information related to information processing to the employee terminal 2, the administrator terminal 3, and the external terminal 5, and functions as a server. In the information processing device 1, questionnaires regarding gender-specific issues conducted in each of a plurality of companies (for example, dozens or more companies) such as Company A, Company B, Company C, etc. are aggregated. All related data such as the basic information of the introducing company, employee information, survey results, measures and effects, etc. are aggregated in the information processing device 1, enabling the construction of big data and AI development.

[0017] The employee terminal 2 is a computer used by employees belonging to a predetermined company. The employee terminal 2 is composed of a smartphone, a tablet, a personal computer, etc. The employee terminal 2 may exchange various information with the information processing device 1 through a pre-installed program, or may exchange various information through a web browser.

[0018] The administrator terminal 3 is a computer used by administrators such as personnel in charge and training in charge belonging to a predetermined company. The administrator terminal 3 is composed of a tablet, a personal computer, a smartphone, etc. The administrator terminal 3 may exchange various information with the information processing device 1 through a pre-installed program, or may exchange various information through a web browser.

[0019] The external terminal 5 is a computer used by a person outside the predetermined company who confirms the relative evaluation of the company's gender-specific issues. The external terminal 5 is composed of a tablet, a personal computer, a smartphone, etc. The external terminal 5 may exchange various information with the information processing device 1 through a pre-installed program, or may exchange various information through a web browser.

[0020] <Hardware Configuration> Next, an example of the hardware constituting the information processing device 1 will be described. Figure 2 is a block diagram showing the hardware configuration of the information processing device 1 according to this embodiment. The information processing device 1 includes a CPU (Central Processing Unit) 11 as a processor, a ROM (Read Only Memory) 12, a RAM (Random Access Memory) 13, a bus 14, an input / output interface 15, an output unit 16, an input unit 17, a storage unit 18, a communication unit 19, and a drive 20.

[0021] The CPU 11 executes various processes according to the program stored in the ROM 12 or the program loaded from the storage unit 18 into the RAM 13. The RAM 13 also stores data necessary for the CPU 11 to execute various processes. The CPU 11, ROM 12, and RAM 13 are interconnected via a bus 14. An input / output interface 15 is also connected to this bus 14.

[0022] The input / output interface 15 is connected to an output unit 16, an input unit 17, a storage unit 18, a communication unit 19, and a drive 20. The output unit 16 consists of a display, speakers, etc., and outputs various information as images and sounds. The input unit 17 consists of a keyboard, mouse, etc., and inputs various information. The storage unit 18 consists of a hard disk, DRAM (Dynamic Random Access Memory), etc., and stores various data. The communication unit 19 communicates with other devices via a network, including the Internet.

[0023] The drive 20 is appropriately equipped with removable media 21, which may consist of a magnetic disk, optical disk, magneto-optical disk, or semiconductor memory. Programs read from the removable media 21 by the drive 20 are installed in the storage unit 18 as needed. The removable media 21 can also store various types of data stored in the storage unit 18, just like the storage unit 18.

[0024] The hardware configuration described here is merely an example. The computer described in this embodiment, including the information processing device 1, may have the same configuration as that shown in Figure 2, or it may have a different configuration. Furthermore, the computer may consist of two or more computers. The employee terminal 2, administrator terminal 3, and external terminal 5 in Figure 1 are, for example, personal computers, tablets, or smartphones having a configuration similar to the hardware configuration shown in Figure 2.

[0025] <Functional configuration> Next, the functional configuration of the information processing system 100 will be described. Figure 3 is a functional block diagram showing an example of the functional configuration of the information processing system 100 according to this embodiment.

[0026] As shown in Figure 3, the information processing device 1 includes a score management unit 30, a questionnaire response acquisition unit 31, a score calculation unit 32, a provision unit 33, a report generation unit 34, a specific unit 35, a policy information proposal unit 36, an equipment information proposal unit 37, an employee management unit 38, and a support unit 39, all of which are functional units implemented on the processor (CPU 11).

[0027] Furthermore, the information processing device 1 has a database 90 built as a storage unit for storing various types of information. The database 90 may be located outside the information processing device 1, and various types of information may be read via a communication network. The database 90 stores company information, scores for gender-specific issues related to company information, support information such as measures to address gender-specific issues, and employee information.

[0028] The score management unit 30 is a score management system that links and manages a designated company, the business field of that designated company, and its score.

[0029] The survey response acquisition unit 31 is a means of acquiring survey responses that receives survey responses from multiple employees belonging to a designated company. The survey includes questions about the department or group of employees and questions about gender-specific issues of employees. Gender-specific issues include, for example, issues unique to women and issues unique to men. Gender identity is also included for women and men.

[0030] The survey response acquisition unit 31 acquires survey responses from employee terminals 2, for example, via a communication network. The survey for employee terminals 2 may be presented on an application installed on employee terminals 2 to prompt input, or it may be presented through a web browser running on employee terminals 2 to prompt input.

[0031] The survey collects data for each company, such as sales, size, industry, gender ratio, employee gender, age, position, work location, job type, disease probability for various health issues in women (menstruation, infertility, menopause), disease probability for various health issues in men (infertility, menopause), presenteeism, loss of labor productivity, individual behavior of women / men (information gathering, self-care, medical consultation, workplace consultation, use of HR policies, etc.), level of activity of women / men (desire for promotion, sense of accomplishment, etc.), engagement, satisfaction (HR policies, workplace, supervisors, management policies, etc.), and literacy and behavior of managers and surrounding individuals. Furthermore, the database 90 may also record problems and solutions identified by the AI ​​based on the collected data, the effects of the implemented measures and verification through further surveys, the ratio of female managers, turnover rates for both sexes, and recruitment costs. Information such as the structure, slides, scenarios, and audio data of awareness campaigns to solve the problems may also be stored in the database 90. In this way, by transforming the data aggregated in the database 90 of the information processing device 1 into big data, information is accumulated on what kind of problems companies, what kind of people are prone to, and what kind of measures have produced what kind of results. This information is then used by AI to automatically propose and partially generate measures optimized for each company.

[0032] The questions in a survey are assigned attributes according to their purpose. These attributes include problem level, literacy, work environment (line care), assets, general indicators, and consideration materials. Questions assigned to the problem level include, for example, questions about menstrual symptoms, menstrual presenteeism, PMS (Premenstrual Syndrome) / PMDD (Premenstrual Dysphoric Disorder), PMS presenteeism, infertility, infertility treatment presenteeism, menopausal symptoms, and menopausal presenteeism. Here, presenteeism refers to a state in which productivity is reduced due to health problems. Questions assigned to literacy include, for example, questions about information gathering, behavioral change, and experience of seeking medical treatment. Questions assigned to the work environment (line care) include, for example, questions about supervisors and colleagues, and questions about workplace discipline. Questions assigned to assets include, for example, questions about awareness of the company's policies and measures, and satisfaction with customer service. Furthermore, survey questions where attributes serve as general indicators include, for example, questions about engagement, job satisfaction, and desire for promotion. Survey questions where attributes are considered as relevant factors include, for example, questions about the period (menstruation to menopause, etc.) and scope of support employees would like to receive, and questions about the specific tools they use.

[0033] The questionnaires presented to employees are tailored to gender and other attributes to identify gender-specific challenges. Refer to Figures 4-6 for examples of questionnaire questions presented to employees based on their gender and attributes.

[0034] Figure 4 is a table showing an example of the question structure for a questionnaire presented to female employees. In the example in Figure 4, questions are set to ask about employee attributes such as job title, age, gender, position or job type, work location, and working hours, as well as questions related to problem level, literacy, work conditions (line care), assets, and general indicators. In this example, the problem level includes questions on themes related to menstruation, infertility, and menopause. The literacy section includes questions on themes related to information gathering, behavioral change, and medical consultation. The work conditions section includes questions on themes related to the percentage of women, supervisors, and colleagues. The assets section includes questions on policies, systems (vacation, contact points, etc.), and services. The general indicators include questions on eNPS (Employee Net Promoter Score), which is the degree of workplace recommendation, employee satisfaction, career, and desire for promotion. One or more questions are set for each attribute or theme.

[0035] Figure 5 is a table showing an example of the question structure of a questionnaire presented to male employees. In the example in Figure 5, questions are set not only for attributes such as job title, age, gender, position or job type, work location, and working hours, but also for issues level, literacy, work conditions (line care), assets, and general indicators. In this example, the issues level includes questions on themes related to infertility, childcare, and menopause. The literacy section includes questions on themes related to information gathering, behavioral change, and medical consultation. The work conditions section includes questions on themes related to the percentage of women, supervisors, and colleagues. The assets section includes questions on policies, systems (vacation, contact points, etc.), and services. The general indicators include questions on eNPS (Employee Net Promoter Score), employee satisfaction, career, and desire for promotion. One or more questions are set for each attribute or theme.

[0036] Figure 6 is a table showing an example of the question structure for a questionnaire presented to managers. In the example in Figure 6, questions are set to ask about attributes such as job title, age, gender, position or job type, work location, and working hours, as well as questions about literacy and needs. In this example, the literacy questions are set to themes related to basic knowledge, company knowledge, awareness, line care, and assets. The questions on the theme of literacy are intended to measure literacy. The results of each question are used to compare between groups such as departments. The needs section includes questions such as asking for examples of support measures to solve gender-specific issues. One or more questions are set for each attribute or theme.

[0037] Specific survey questions are tailored to the attributes, theme, and survey respondents. The content of the questions is not particularly limited. Questions are appropriately designed to measure or understand gender-specific issues. Some questions may be the same for both men and women, while others may differ for men and women even with the same attributes or theme.

[0038] Refer to Figure 7 and ask an example of a question. Figure 7 is a table showing an example of the content of a questionnaire. The table in Figure 7 shows four examples of questions where the attribute indicating the category of the question is the issue level and the theme is menstruation. In the table, SA (Single Answer) indicates a question in which the respondent selects one option from multiple choices, and the respondent selects the appropriate one from the following options. In this example, the question is set as SA, with the statement "Please select the option that best describes your current menstruation," and the purpose of the question is to measure the severity of symptoms through self-awareness. Also, the question is set as SA, with the statement "To what extent do you experience the following symptoms between 3 and 10 days before your period when you are not taking any measures?", and the purpose of the question is to measure the severity of symptoms. MA (Multiple Answer) indicates a question in which the respondent can select multiple appropriate options from multiple choices, and the respondent selects one or more appropriate options from the following options. In this example, the question is "What kind of support would you like from our company regarding menstrual symptoms and PMS? Please select the option that applies," and the question, whose purpose is to understand needs, is set as MA (Marketing Objective). FA (Free Answer) questions require respondents to input a numerical value between 0 and 100, and respondents input the value according to the instructions in the question. In this example, the question is "Assuming your work performance when you are free from symptoms, illness, or injury is 100%, please rate your work performance when you are experiencing difficulties due to menstrual symptoms as a percentage," and the question, whose purpose is to measure presenteeism, is set as FA (Free Answer).

[0039] Thus, the questionnaire response acquisition unit 31 can acquire questionnaire responses in the form of selecting the appropriate option from multiple choices. In addition, the questionnaire response acquisition unit 31 can acquire questionnaire responses in the form of free-response text.

[0040] Furthermore, the survey response acquisition unit 31 can be configured to change the content of the survey according to the wishes of the employee answering the survey. For example, the survey response acquisition unit 31 can present the employee terminal 2 with options for the information the employee wants to confirm as a first survey, and then present the content of the second survey according to the employee's selection.

[0041] The first questionnaire will confirm the employee's objectives as well as gather general information about the employee. The options for information employees want to confirm in the first questionnaire include, for example, issues specific to women such as "I want to get pregnant (female infertility)," "I want to manage my menstrual cycle," "I want to manage menopause," and "Use of contraceptives," and issues specific to men such as "I want to have children (male infertility)" and "I want to manage male menopause." The first questionnaire will also include questions about "sleep duration," "age," "stress level," "physical condition," "characteristics of vaginal discharge," "weight," "menstrual cycle length, ovulation date, etc.," and "whether menstruation is normal."

[0042] Employees who select "I want to get pregnant" are presented with a second questionnaire containing questions regarding "When do you want to get pregnant?", "How long have you been trying to get pregnant?", "Have you had your fertility checked?", "Do you take vitamins or supplements?", and "Do you manage your physical condition?". The answers to these questions are collected by the questionnaire response acquisition unit 31. Employees who select "I want to manage production" are presented with a second questionnaire containing questions regarding "Managing symptoms" and "The impact of your menstrual cycle on your mental state", and the answers to these questions are collected by the questionnaire response acquisition unit 31. Employees who select "I want to manage menopause" are presented with a second questionnaire containing questions regarding "Frequency of hot flashes", "Skin dryness", "Pain during intercourse", "Presence or absence of orgasm", "Weight gain or loss", "Menopausal consultation", and "Use of hormone therapy", and the answers to these questions are collected by the questionnaire response acquisition unit 31.

[0043] Furthermore, the survey response acquisition unit 31 can also accept responses from employees who wish to remain anonymous or provide their name when answering the survey.

[0044] The score calculation unit 32 is a scoring means that calculates scores for gender-specific issues based on responses obtained from employees. The score calculation unit 32 can divide gender-specific issues into multiple items based on the attributes set in the questions and calculate scores for each. In addition, if the questionnaire responses are obtained by group, such as by department, the score calculation unit 32 can also calculate scores for each group. Furthermore, the score calculation unit 32 calculates scores based on the selection results according to the employee's preferences. The score calculation unit 32 can also calculate scores based on the results selected by the employee.

[0045] For example, as explained in the example in Figure 7, the score calculation unit 32, in the case of questions where SA or MA is used as the answer format, aggregates the responses of multiple employees by adding or subtracting points set according to the options according to predetermined rules, and calculates a score related to gender-specific issues in a given company. The addition or subtraction of scores by the score calculation unit 32 may be calculated with weights for each question or for attributes such as gender, age, and department. Furthermore, if the questionnaire response is in the form of a free-response format, the score calculation unit 32 may calculate the score using a predetermined algorithm based on specific keywords, or calculate the score from the free-response answers using a learning model constructed to output a score using machine learning or the like.

[0046] The provision unit 33 is a means of generating a relative evaluation of a designated company with other companies and providing that relative evaluation to external parties. For example, the provision unit 33 selects several companies (for example, up to 5 companies) from the database 90 that have a similar number of female employees or gender ratio to the designated company, and calculates the average score of the selected companies. The provision unit 33 provides the average score of the selected companies along with the score of the designated company as a relative evaluation.

[0047] Figure 8 shows an example of a relative evaluation presented by the provision unit 33. Figure 8 shows the score for each item of a given company, along with the average score of companies similar to the given company, in a radar chart. In this example, the scores are shown for four items: impact indicators, literacy, work environment, and career indicators. The impact indicator is a score calculated from the results of answers to questions regarding presenteeism and symptoms of gender-specific issues. Literacy is a score calculated from the results of answers to questions regarding information gathering and reception. The work environment and career indicators are scores calculated from the results of answers to questions regarding the work environment.

[0048] For example, the provision unit 33 receives company identification information from a general user to identify the company to be searched, and presents the general user with a score associated with the searched company, which is a relative evaluation of the searched company compared to other designated companies in the same business field.

[0049] The report generation unit 34 is a report generation means that generates a report for the human resources department of a given company based on the responses and scores. If the questionnaire responses are obtained by group, such as by department, the report generation unit 34 can also generate a report that includes comparisons between groups based on the scores for each group. The report generated by the report generation unit 34 includes evaluations of multiple items that are considered in the score. The report generation unit 34 can also calculate a report based on the results selected by the employee.

[0050] The report generation unit 34 generates a report containing scores for multiple items related to gender-specific issues and relative indicators as average values ​​from other companies, based on the attributes of the questionnaire questions. For example, the report generation unit 34 generates a report showing impact indicator scores, which includes bar graphs displaying the numerical values ​​(%) of presenteeism for four gender-specific issues: menstruation, PMS, infertility, and menopause, along with the average values ​​(%) from other companies. The report generation unit 34 also generates a report including impact indicator scores, which includes bar graphs showing the percentage and number of people with moderate or severe symptoms for the four gender-specific issues: menstruation, PMS, infertility, and menopause, along with the average values ​​(%) from other companies. In addition, the report generation unit 34 can generate reports showing impact indicator scores, which include bar graphs showing priority levels based on impact indicators, the distribution of presenteeism responses during menstrual symptom occurrence periods, and menstrual pain scores.

[0051] Furthermore, the report generation unit 34 generates graphs showing the distribution of information gathering frequency and the distribution of consultation frequency as a report showing the literacy score. The report generation unit 34 also generates a bar graph showing the scores of literacy-related questions for four gender-specific issues—menstruation, PMS, infertility, and menopause—as standardized values, as a report showing the literacy score. The report generation unit 34 can also generate a report showing the distribution of responses regarding reasons for not taking action. The report generation unit 34 may also generate a report showing the results of a group comparison of the work environment and career indicators to determine whether there is a statistically significant difference in the average values ​​of career indicators for a group, such as a department. The report generation unit 34 may also generate a graph comparing the scores of the work environment questions, each converted into standardized values, and a graph showing the distribution of responses regarding reasons for not having consulted a supervisor, as a report showing the work environment score. The work environment is scored by dividing it into items such as ease of consulting a supervisor, supervisor response evaluation, ease of consulting a colleague, and unpleasant experiences.

[0052] Referring to Figures 9 to 11, an example of the content of a report generated by the report generation unit 34 will be explained. Figure 9 is an example of a report explaining the relationship between PMS, menstrual pain, infertility treatment, and engagement. In the example in Figure 9, three bar graphs are shown, each showing a score for four items: supervisor, workplace, perception, and satisfaction. The leftmost bar graph in Figure 9 shows the score indicating the relationship between PMS and engagement for each of the four items: supervisor, workplace, perception, and satisfaction. The middle bar graph shows the score indicating the relationship between menstrual pain and engagement for each of the four items: supervisor, workplace, perception, and satisfaction. The rightmost bar graph shows the score indicating the relationship between infertility (treatment) and engagement for each of the four items: supervisor, workplace, perception, and satisfaction.

[0053] Below the bar graph in Figure 9, text information explaining how to interpret the graph is displayed. As indicated in the text information, external factors with a standard score higher than 50 can be considered relatively high. In the PMS bar graph, the standard scores for ease of consulting with a supervisor, ease of consulting with the workplace, and awareness of the system are all higher than 50, suggesting that these are factors that improve employee engagement. Similarly, in the menstrual pain bar graph, the standard scores for ease of consulting with a supervisor and awareness of the system are both higher than 50, suggesting that these are factors that improve employee engagement. Furthermore, in the bar graph for [another category], the standard scores for ease of consulting with a supervisor, awareness of the system, and satisfaction are all higher than 50, suggesting that these are factors that improve employee engagement. Conversely, for items with a standard score below 50, it can be argued that measures should be considered to improve them.

[0054] Figure 10 is an example of a radar chart presented as information for identifying priority issues and measures. In the example in Figure 10, the scores for PMS, menstrual pain, menstrual discomfort, infertility (treatment), and menopausal symptoms are shown in terms of work impact, number, difficulty of balancing work and life, and difficulty of drawing. In this way, the report provides managers with useful information for identifying priority issues that should be addressed and measures to resolve them by displaying gender-specific issues numerically and visually.

[0055] Furthermore, the report generation unit 34 can also generate a report that includes losses due to poor working conditions for a specific gender, such as women, and presents the content of solutions to the poor working conditions for a specific gender, the cost of implementing such solutions, and the expected amount of improvement in losses due to the implementation of such solutions. Losses can be calculated for each gender-specific issue. For example, a formula or table may be prepared in advance to calculate the loss amount based on a score for a gender-specific issue and the financial results of a given company, so that the loss amount is automatically calculated by inputting the score and the financial results of the given company. The loss amount may also utilize a learning model constructed using machine learning or the like.

[0056] Figure 11 is an example of a report showing losses resulting from gender-specific issues. In the example in Figure 11, the total annual loss and the loss per person are shown for losses during menstruation. The total annual loss and the loss per person are also shown for losses due to menopausal symptoms (disorders). These losses are not limited to menstruation or menopausal symptoms; they may be calculated and displayed for each item. Furthermore, the report generation unit 34 can generate reports that include other indicators such as employee engagement and employee satisfaction, in addition to displaying them as an axis of losses.

[0057] The identification unit 35 is a means of identifying groups that can take action to improve factors that worsen the items in the report, and designating them as groups that will implement improvement measures (for example, groups that require training). The identification unit 35 identifies groups that show significant differences when statistically significant differences are found in multi-group comparisons based on attributes for health issues, literacy, work environment, and personnel systems, and designates those groups as groups that require training. When proposing measures for health issues, literacy, work environment, and personnel systems where significant differences were found, the identification unit 35 may add these groups to the report as groups that should receive particular attention.

[0058] The identification unit 35 of this embodiment determines whether training is necessary based on conditions set for each health issue theme. For example, the identification unit 35 can determine whether training is necessary based on a first condition where the score is lower than a preset value or the average value of other companies, and a second condition where the score is below a certain level compared to other health issue themes. The identification unit 35 may determine that training is necessary if both the first and second conditions are met, or if either the first or second condition is met. For example, if the conditions are met for health issues such as PMS, menstruation, infertility, or menopause, the group of departments or other entities that meet the conditions is identified as a group requiring training.

[0059] Furthermore, Section 35 may identify groups that selected a certain number of options in questions requiring selection of multiple choices, such as support requested from the company regarding health issues, on-site issues in the work environment, and future countermeasures, as groups that require measures such as training. Furthermore, Section 35 may conduct multi-group comparisons based on each situation in questions regarding the state of the work environment and personnel system, and identify groups that showed significant differences as groups that require measures such as training. Furthermore, Section 35 may conduct regression analysis and correlation analysis with health issues and the work environment in questions regarding management indicators such as eNPS and promotion motivation, and identify groups that obtained significant coefficients as groups that require measures such as training.

[0060] The policy information proposal unit 36 ​​is a means of proposing policy information that provides training personnel with information on the identified group and the items for which training and other policies are necessary. For example, the policy information proposal unit 36 ​​provides information on the items for which training is necessary to the training personnel of the group identified by the identification unit 35. The information on the items for which training is necessary may be just information on the items for which training is necessary, or it may be specific training manuals, schedules, etc.

[0061] The Policy Information Proposal Department 36, for example, proposes the introduction of measures (apps, training / events, professional care products) to improve literacy that are effective in mitigating losses due to health issues (e.g., PMS) for groups that have been determined to require training on a health issue. The Policy Information Proposal Department 36 may also identify groups with particularly high losses due to PMS (low-risk groups using the median as a threshold) and use as evidence what health issues > support requested from the company are most frequently selected by that group, or what literacy scores were poor. Furthermore, for themes in questions where a certain number of options are selected, the Policy Information Proposal Department 36 proposes training on countermeasures corresponding to the selected answers. In addition, the Policy Information Proposal Department 36 tests multi-group comparisons based on each situation in terms of work environment and personnel system, and proposes measures related to the work environment and personnel system where significant differences are found in the questions. Furthermore, the Policy Information Proposal Department 36 conducts regression and correlation analyses with health issues and the work environment. For questions in which significant coefficients are obtained, these will be added as further evidence when proposing policies related to health issues and the work environment in which significant coefficients were found.

[0062] The Equipment Information Proposal Unit 37 is an equipment information proposal means that, based on scores and items, proposes to a designated company or its manager that certain equipment should be provided for the benefit of its employees. For example, if a specific gender is female, the Equipment Information Proposal Unit 37 proposes to the manager via the manager terminal 3 that equipment such as sanitary products, pain relievers, and absorbent shorts be provided.

[0063] The Employee Management Department 38 is an employee management system that manages employees who have requested to provide their names and links their responses. The Employee Management Department 38 also manages information regarding gender-specific issues of employees who have requested to provide their names, linking it to those employees.

[0064] Support Unit 39 provides content to improve literacy based on responses and is a support tool to help address gender-specific challenges faced by individual employees. It is provided to employees and administrators through applications installed on employee terminals 2 and administrator terminals 3.

[0065] For example, support unit 39 provides employee terminal 2 with functions such as educational information, hospital recommendations, a product mall, self-check tests, and learning. Educational information, for example, for women, includes educational content such as the mechanisms of hormones and symptoms, criteria for seeking medical attention and examinations, treatment content, self-care in private life, applicable systems and services of designated companies, methods of consultation, and mindsets to eliminate guilt. Hospital recommendations are content that provides information on visiting online and offline clinics. The product mall is content that suggests personalized products to employees. Products include, for example, hormone test kits, supplements, vitamins, aromatherapy products, and absorbent underwear. Self-checks are content that allows employees to self-check for PMS, PMDD, menopause, depression, etc. Learning content is learning content that allows employees to learn about methods of symptom relief or find personalized information, for example, through a chatbot.

[0066] Furthermore, the support unit 39 provides awareness-raising information to the administrator terminal 3. This awareness-raising information is intended for managers and includes quantitative data on individual differences and difficulties, creating an atmosphere where people feel comfortable seeking advice and making contact, setting up 1-on-1 meetings and conducting appropriate interviews, points to note when following up with colleagues and sharing information, and examples of unacceptable behavior (harassment).

[0067] Furthermore, the input information received by Support Department 39 will be reused as pre-entry for responses to the next questionnaire. Information regarding gender-specific issues for employees will, in principle, be provided for the duration of their employment with the designated company.

[0068] <Flowchart for Relative Index Presentation> Next, the process of presenting relative indicators will be explained with reference to Figure 12. Figure 12 is a flowchart showing an example of the processing flow from the collection of questionnaires to the presentation of scores and relative indicators in the information processing system 100 according to this embodiment.

[0069] In step S1, the questionnaire response acquisition unit 31 presents a questionnaire on gender-specific issues to the employee terminal 2 of a designated company and acquires responses from employees. The questionnaire response acquisition unit 31 acquires responses from each of several employees belonging to the designated company. If the employee's preferences are to be taken into consideration, the questionnaire response acquisition unit 31 accepts the employee's preferences through the first questionnaire, presents the employee with a second questionnaire in response to the employee's preferences, and acquires responses to the second questionnaire.

[0070] In step S2, the score calculation unit 32 calculates a score for a designated company based on the collected employee questionnaire responses. If the questionnaires are aggregated by department or other group, the score calculation unit 32 calculates a score for each group.

[0071] In step S3, the score management unit 30 registers the calculated score in the database 90, linking it to the business field of a designated company. The business field of a designated company may be entered, for example, by the administrator of the designated company, or it may be automatically entered based on the designated company's publicly available information.

[0072] In step S4, the provision unit 33 processes the system to enable it to display the score of a specified company and the relative evaluation of specified companies in the same business field as the specified company, upon request from the administrator terminal 3 or external terminal 5. This makes it possible to check the relative evaluation of the specified company through the administrator terminal 3 or external terminal 5.

[0073] In step S5, the report generation unit 34 generates a report for the human resources department of a designated company based on the questionnaire responses and scores. The report may be sent to the administrator terminal 3 at the time of generation, or it may be made viewable from the administrator terminal 3 and presented to the administrator terminal 3 upon request for viewing.

[0074] In step S6, the identification unit 35 identifies groups of departments or other entities that require improvement based on the questionnaire items and scores. If the identification unit 35 determines that there are no groups that require improvement, it does not need to identify any groups.

[0075] In step S7, the policy information proposal unit 36 ​​identifies policies to address gender-specific issues for the group identified by the identification unit 35 and proposes them to the administrator via the administrator terminal 3. The policy proposals by the policy information proposal unit 36 ​​may be set by an algorithm pre-configured based on the survey responses and scores, or they may be set using a learning model constructed by machine learning or the like.

[0076] In step S8, the equipment information suggestion unit 37 suggests equipment that would be beneficial for employees based on the score and items of a designated company. The equipment suggestions may be set by an algorithm pre-configured based on the survey responses, scores, and suggestions from the policy information suggestion unit 36, or they may be set using a learning model constructed by machine learning or the like.

[0077] <Support processing for employees and managers> Figure 13 is a flowchart showing an example of the flow of support processing for employees and managers in the information processing system 100 according to this embodiment.

[0078] In step S11, the employee management unit 38 performs individual management by linking employees who wish to have their names included in their questionnaire responses, obtained by the questionnaire response acquisition unit 31, with those employees' responses and registering them in the database 90. This registration ensures that for subsequent questionnaires for the same employee, common information such as gender and age is pre-filled.

[0079] In step S12, the support unit 39 sets up support information for employees and managers. This support information is set for each employee or group based on the employee's survey responses and scores. The support unit 39 also sets up support information for managers based on the employee's survey responses and scores.

[0080] In step S13, the support unit 39 provides content and support to the employee terminal 2 or the administrator terminal 3. For example, if an employee selects to view content such as video on the application on the employee terminal 2, the support unit 39 provides the content to the employee terminal 2 of the employee who made the selection via the communication network.

[0081] As described above, the information processing system 100 of this embodiment includes a questionnaire response acquisition unit 31 that receives questionnaire responses from multiple employees belonging to a predetermined company, a score calculation unit 32 that calculates a score related to gender-specific issues based on the acquired responses, and a provision unit 33 that generates a relative evaluation with other companies different from the predetermined company and provides the relative evaluation to external parties. Furthermore, the control method for the information processing device 1 of this embodiment includes a survey response acquisition step of receiving survey responses from multiple employees belonging to a predetermined company, a score calculation step of calculating a score related to gender-specific issues based on the acquired responses, and a provision step of generating a relative evaluation with other companies different from the predetermined company and providing the relative evaluation to external parties. Furthermore, the program of the information processing device 1 in this embodiment causes a computer to execute the following steps: an questionnaire response acquisition step of receiving questionnaire responses from multiple employees belonging to a predetermined company; a score calculation step of calculating a score related to gender-specific issues based on the acquired responses; and a provision step of generating a relative evaluation with other companies different from the predetermined company and providing the relative evaluation to external parties.

[0082] In this way, the control method and program for the information processing system 100 and the information processing device 1 are configured to aggregate gender-specific challenges from multiple companies into big data, and to objectively understand the gender-specific challenges of employees in a given company. This can improve women's performance and engagement, and contribute to increasing the percentage of women in management positions and reducing turnover rates. It will increase the number of women who are active in the workplace, contributing to the growth of companies' sales and profits, the improvement of corporate value, and ultimately, the enhancement of the international competitiveness of Japanese companies. By utilizing the measures in public relations, recruitment effects such as differentiation from competitors and reduction of recruitment costs can also be expected. An increase in the number of active women will contribute to improving the gender gap, compensating for the shortage of labor, and maintaining and improving Japan's international competitiveness and economic growth potential. Furthermore, by including men, mainly in management positions, in the survey, it will help to establish an attitude of addressing gender-specific challenges as an organizational culture in the given company, providing a sustainable effect.

[0083] Furthermore, the information processing system 100 of this embodiment further includes a report generation unit 34 that generates a report for the human resources personnel of a given company based on the responses and scores. This allows human resources personnel to accurately understand gender-specific issues within their company based on objective information and to effectively implement measures to resolve these issues. In addition, by aggregating and analyzing big data, it becomes possible to automatically generate reports on successful measures among the cases that most closely match the company's situation, and to conduct consultations based on these reports.

[0084] In this embodiment, the questionnaire response acquisition unit 31 acquires responses to a questionnaire asking employees about their group within a designated company, the score calculation unit 32 calculates a score for each group, and the report generation unit 34 generates a report that includes comparisons between groups based on the scores for each group. This makes it possible to understand gender-specific issues for each group and to implement appropriate measures for each group.

[0085] Furthermore, in this embodiment, the report includes an evaluation of multiple items considered in the score, and the information processing system 100 further includes an identification unit 35 that identifies groups that can take action to improve the factors that worsen a poor item, and a policy information proposal unit 36 ​​that provides the administrator with information on improvement measures for the identified groups. This makes it possible to appropriately and easily set measures to solve gender-specific issues within a group.

[0086] Furthermore, the information processing system 100 of this embodiment further includes an equipment information suggestion unit 37 that, based on scores and items, suggests to a designated company or its manager which equipment would be beneficial for its employees. This ensures that equipment suitable for gender-specific challenges is provided, thereby further improving the working environment.

[0087] Furthermore, in this embodiment, the questionnaire response acquisition unit 31 receives responses from employees who wish to remain anonymous or include their names, and the information processing system 100 further includes an employee management unit 38 that links and manages the responses of employees who wish to include their names, and a support unit 39 that provides content for acquiring literacy based on the responses and supports employees in addressing gender-specific challenges. This makes it possible to provide content and support tailored to the gender-specific challenges of individuals.

[0088] Furthermore, in this embodiment, the support unit 39 provides content and support to employees while they are employed by the designated company. As a result, employees can receive content and support while they are employed by the designated company, thereby increasing their engagement with the company.

[0089] Furthermore, in this embodiment, the questionnaire response acquisition unit 31, after receiving the response to the first questionnaire which takes into account the employee's preferences as a gender-specific issue, presents a second questionnaire with content tailored to the employee's preferences and obtains the response to the second questionnaire from the employee. This makes it possible to delve deeper into gender-specific issues through questionnaires that reflect the employee's preferences.

[0090] Furthermore, in this embodiment, the employee's preferences include at least one of the following as options: pregnancy, menstrual cycle management, and menopausal management. This allows for the understanding of employee awareness in areas of high interest to employees, such as the effects of being female or age, through questionnaires, and enables the consideration of effective measures.

[0091] Furthermore, in this embodiment, the report generation unit 34 generates a report that includes losses based on gender-specific issues. By understanding these losses, gender-specific issues can be identified as urgent problems, and measures to solve these gender-specific issues for a given company can be accelerated.

[0092] Furthermore, the information processing system 100 of this embodiment further includes a score management unit 40 that manages a predetermined company, the business field of that predetermined company, and a score, and the provision unit 33 receives company identification information from a general user to identify the company to be searched, and presents to the general user a relative evaluation of the company in relation to other companies in the same business field as the company to be searched, along with the score associated with that company. This makes it possible to understand the position of companies in the same business field regarding gender-specific issues and to provide a more objective indicator.

[0093] Although one embodiment of the present invention has been described above, the present invention is not limited to the embodiments described above, and any modifications, improvements, etc. that can achieve the objectives of the present invention are included in the present invention.

[0094] In addition to the configuration of the information processing system 100 in the above embodiment, the information processing system 100 may further be configured to include a feedback means that provides feedback for the content of the next questionnaire based on the content of the free-response answers in the questionnaire.

[0095] Furthermore, the series of processes described above can be executed by hardware or by software. In other words, the functional configuration described above is merely illustrative and not particularly limiting. That is, it is sufficient that the information processing device 1 is equipped with a function that can execute the series of processes described above as a whole, and the type of functional block used to realize this function is not particularly limited to the example above. Also, the location of the functional block is not particularly limited and can be arbitrary. For example, the functional block of the information processing device 1 may be transferred to another device, etc. Conversely, the functional block of another device may be transferred to the information processing device 1, etc. Also, a single functional block may be composed of hardware alone, software alone, or a combination of both.

[0096] When a series of processes are executed by software, the programs that make up that software are installed on a computer or other device from a network or storage medium. The computer may be a computer built into dedicated hardware. Alternatively, the computer may be a computer capable of performing various functions by installing various programs, such as a server, a general-purpose smartphone, or a personal computer.

[0097] Such recording media containing programs may consist not only of removable media (not shown) distributed separately from the main device to provide the programs, but also of recording media provided pre-installed in the main device. Since programs can be distributed via a network, the recording media may be installed on or accessible from a computer connected to or capable of connecting to a network.

[0098] In this specification, the step of describing a program to be recorded on a recording medium includes not only processes that are performed chronologically in that order, but also processes that are not necessarily performed chronologically, but are executed in parallel or individually. Furthermore, in this specification, the term "system" refers to an overall system composed of multiple devices, means, etc. [Explanation of Symbols]

[0099] 1. Information Processing Device 2. Employee terminals 3. Administrator terminal 5. External terminals 30 Score Management Department 31. Questionnaire Response Acquisition Department 32. Score Calculation Unit 33 Providing Department 34 Report Generation Department 35 Specific part 36 Training Information Proposal Department 37 Equipment Information Proposal Department 37 38 Employee Management Department 39 Support Department 100 Information Processing Systems

Claims

1. A means of obtaining survey responses from multiple employees belonging to a designated company, A scoring means for calculating a score related to gender-specific issues based on the aforementioned responses obtained, A means for generating a relative evaluation with other companies different from the aforementioned designated company, and providing said relative evaluation to external parties, An information processing system equipped with the following features.

2. The system further comprises a report generation means that generates a report for the human resources department of the specified company based on the aforementioned response and the aforementioned score. The information processing system according to claim 1.

3. The means for obtaining the survey response obtains the response to the survey asking about the group of the employee within the designated company, The score calculation means calculates the score for each group, The report generation means generates the report, which includes comparisons between the groups, based on the scores for each group. The information processing system according to claim 2.

4. The aforementioned report includes an evaluation of several items that are considered in the aforementioned score, A means of identifying a group that can take action to improve the factors that worsen the aforementioned negative item, A means for providing administrators with information on improvement measures for the identified group, The information processing system according to claim 3, further comprising:

5. The system further includes equipment information suggestion means that, based on the score and the items, suggests to the designated company or its manager equipment that would be beneficial for the employee of the designated company. The information processing system according to claim 4.

6. The means for obtaining the aforementioned questionnaire responses accepts the aforementioned responses from employees, whether they wish to remain anonymous or include their names. An employee management system that manages the aforementioned employee who requested to provide their name and the aforementioned response, A support system that provides content to help employees acquire literacy based on the aforementioned responses, and that assists them in addressing gender-specific challenges for each of the aforementioned employees, It also has, The information processing system according to claim 1.

7. The support means provides the content and support to the employee while he is employed by the designated company. The information processing system according to claim 6.

8. The means for obtaining the aforementioned questionnaire responses is: As a gender-specific challenge, after receiving the responses to the first questionnaire that solicits the employee's preferences, a second questionnaire with content tailored to the employee's preferences is presented, and the employee's responses to the second questionnaire are obtained. The information processing system according to claim 1.

9. The employee's preferences include at least one of the following as options: pregnancy, menstrual cycle management, and menopausal management. The information processing system according to claim 8.

10. The report generation means generates the report including the loss based on the gender-specific issues. The information processing system according to claim 2.

11. The system further includes a score management means for linking and managing the aforementioned designated company, the business field of the said designated company, and the aforementioned score. The aforementioned means receives company identification information from a general user to identify a company to be searched, and presents to the general user the score associated with the company to be searched, along with the relative evaluation of the company to other companies in the same business field as the company to be searched. The information processing system according to claim 1.

12. The process involves collecting survey responses from multiple employees belonging to a designated company, and A score calculation step that calculates a score for gender-specific issues based on the aforementioned responses obtained, A provision step of generating a relative evaluation with other companies different from the aforementioned designated company and providing said relative evaluation to external parties, A control method for an information processing device, including the device itself.

13. The process involves collecting survey responses from multiple employees belonging to a designated company, and A score calculation step that calculates a score for gender-specific issues based on the aforementioned responses obtained, A provision step of generating a relative evaluation with other companies different from the aforementioned designated company and providing said relative evaluation to external parties, A program that causes a computer to execute something.

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