Information processing device, information processing method, and program

Abstract

To support leaders, prospective leaders, or those associated with them in objectively assessing the leadership capabilities of those being trained. [Solution] The server 10 of the embodiment includes a "human capabilities" information generation unit 12 and an appropriate management range determination unit 16. The "human capabilities" information generation unit 12 generates "human capabilities" information indicating the user's current "human capabilities" based on the target person input information entered by the user or read from DB 60, as a collection of values ​​for each element in each category. The appropriate management range determination unit 16 generates recommendation information based on the generated "human capabilities" information, which is necessary for at least one of the user's career development and the organizational structure related to the user.

Description

Technical Field

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

Background Art

[0002] Conventionally, there has been a human resource development support system that diagnoses a user's skills and supports human resource development based on the diagnosis results (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] Here, "skill" refers to the skills that a person has acquired through training or the like. However, at present, with only this skill index, the ability of that person to accomplish work, that is, "human power", cannot be measured, and there is no way to express it.

[0005] The present invention has been made in view of such a situation, and an object thereof is to assist leaders, their candidates, or related persons in objectively grasping the capabilities of a person to be trained as a leader.

Means for Solving the Problems

[0006] To achieve the above object, an information processing apparatus according to an embodiment of the present invention is An input information acquisition means that targets leaders or candidates for leadership and acquires one or more pieces of information as target input information for the target person from among the following: 1. Information indicating the current level of inherent abilities, 2. Information indicating the current level of ability to act, 3. Quantitative information regarding achievements or results, 4. Information indicating basic attributes, 5. Information indicating industry attributes, and 6. Information indicating personality tendencies. A "human power" information generation means that generates "human power" information indicating the "human power" of the subject at a predetermined point in time, based on the subject input information, A recommendation means that generates recommendation information based on the aforementioned "human capabilities" information, which is necessary for at least one of the following: the career development of the subject and the organizational structure related to the subject. It is equipped with. An information processing method and program corresponding to the above-mentioned information processing apparatus according to one aspect of the present invention are also provided as an information processing method and program according to one aspect of the present invention. [Effects of the Invention]

[0007] According to the present invention, leaders, prospective leaders, or related parties can be supported in objectively assessing the leadership capabilities of those being trained. [Brief explanation of the drawing]

[0008] [Figure 1] This shows the overall configuration of an information processing system according to one embodiment of the present invention. [Figure 2] This block diagram shows the hardware configuration of the server in the information processing system shown in Figure 1. [Figure 3] This is a functional block diagram showing the functional configuration of a server with the hardware configuration shown in Figure 2. [Figure 4] This figure shows an example of the skill evaluation results (scores) of individual users, correlated with business skill evaluation metrics. [Figure 5] This is a process diagram showing the processing flow of a server in one embodiment of the information processing apparatus according to the present invention. [Figure 6]Figure 5 is a flowchart detailing the server's processing flow. [Figure 7] Figures 2 and 3 show the visualization process of "human power" in the server. [Figure 8] This figure shows the waveform of the user's current "human power" as presented by the visualization process in Figure 7. [Figure 9] Figures 2 and 3 show the development status information generation process by the server. [Figure 10] This figure shows the waveforms presented as a result of the development status information generation process shown in Figure 9. [Figure 11] Figures 2 and 3 show the calculations performed by the server during the development status information generation process. [Figure 12] Figures 2 and 3 show the development progress information visualized (quantified) by the server. [Figure 13] This figure shows an example of presenting the development status information in Figure 12 in the form of a radar chart or bar graph. [Figure 14] Figures 2 and 3 show an example of how the results of the server's suitability assessment as a leader are presented as a rank, along with the radar chart in Figure 12. [Figure 15] Figures 2 and 3 show an example of recommendation information that recommends an appropriate scale of management based on the results of the server's appropriate management assessment as a leader. [Figure 16] Figures 2 and 3 show an example of recommendation information that recommends appropriate placement and hierarchy based on the results of the server's appropriate management judgment as a leader. [Figure 17] Figures 1 and 2 illustrate an example of recommending the appropriate management scale in the server's appropriate management range determination process, and show the individual attributes of the target user. [Figure 18] Figures 1 and 2 illustrate an example of recommending the appropriate management scale in the server's appropriate management range determination process, showing information on multiple users (organizational strength and number of members) extracted as comparison targets for the target individual. [Figure 19] This is an example of determining an appropriate management range in the servers of FIGS. 1 and 2, and is a diagram showing development degree information for each category of target persons. [Figure 20] This is an example of determining an appropriate management range in the servers of FIGS. 1 and 2, and is a diagram showing information of a plurality of users (organizational strength and development degree information for each category) extracted as objects to be compared with the target person. [Figure 21] This is an example of determining an appropriate management range in the servers of FIGS. 1 and 2, and is a diagram showing information of a plurality of users (organizational strength and hierarchy) extracted as objects to be compared with the target person. [Figure 22] This is an example of determining an appropriate management range in the servers of FIGS. 1 and 2, and is a diagram showing the definition of hierarchy.

Embodiments for Carrying Out the Invention

[0009] Hereinafter, embodiments of the present invention will be described with reference to the drawings. FIG. 1 shows the overall configuration of an information processing system 1 according to an embodiment of the present invention. The information processing system 1 shown in FIG. 1 is configured by connecting a server 10 and n user terminals 20-1 to 20-n (n is an arbitrary integer value of 1 or more) to each other via a predetermined network NW such as the Internet. In the following, when it is not necessary to individually distinguish each of the user terminals 20-1 to 20-n, these are collectively referred to as "user terminal 20".

[0010] The user terminal 20 is an information processing device managed for each user, and is composed of, for example, a tablet or smartphone. Users of the user terminal 20 include, for example, individual employees of the company whose suitability as a leader is being assessed, as well as their supervisors and HR personnel. The person being assessed is someone who is actually in a leadership role or a candidate for such a role. Supervisors and HR personnel use the functions of the server 10 to understand the leadership capabilities of the person being assessed. In this process, the person being assessed acts as the requester and inputs their own information. Supervisors and HR personnel input the information of the person being assessed (the target employee) as the requester. Server 10 is managed by the service provider. Server 10 controls the operations of each user terminal 20-1 through 20-n and performs various processes.

[0011] The services provided by this service provider include training services, and members of the general public are required to register as users to receive these services. The training service involves companies applying to have their employees participate in courses as users, conducting online training, and administering business fundamentals diagnostic tests (hereinafter simply referred to as "tests") before, during, or after the training. Furthermore, the service provider will support the growth of not only individuals but also companies and departments within those companies, based on the test results of each employee, and will provide optimal solutions for future growth, thereby contributing to the development of society.

[0012] Specifically, in this embodiment, the server 10 operates in cooperation with the user terminal 20 as follows. Specifically, server 10 first conducts a test for the user. Specifically, server 10 sends a test consisting of one or more questions from a database that has been stored in advance to the user terminal 20, and receives the answers entered by the user for each of these one or more questions.

[0013] The test will be administered by the service provider. The test questions are designed to assess the user's fundamental business skills (basic business skills), and will be prepared by the service provider for one or more business skills to be evaluated, and for one or more themes within each skill. Basic business skills refer to the skills or abilities that are useful for working as a professional.

[0014] This section explains the relationship between skills and themes used to assess fundamental business abilities. A skill is defined in m units (where m is any integer greater than or equal to 1), and for each of the one or more skills, p units (where p is any integer greater than or equal to 1, independent of m) of themes are defined. The test will consist of questions covering topics related to each theme, presented item by item.

[0015] The user terminal 20 receives the test sent by the server 10. The user then operates the user terminal 20 to input answers for each of the multiple questions that make up the test. The user terminal 20 sends the test answers entered by the user (a collection of answers to each question) to the server 10.

[0016] Server 10 sequentially retrieves and scores the test answers as they are sent from each of the user terminals 20-1 through 20-n. Server 10 also normalizes the scoring results for each item and stores and manages them as scores for each user.

[0017] Server 10 sets and stores extraction conditions for extracting scores from a predetermined population from the scores managed for each user. The specified population is not particularly limited, and various groups can be adopted, such as a group of users whose various attribute information matches one or more specified attribute information, or a group of users whose scores fall within a certain range. It is assumed that, for each user, server 10 manages various attribute information (age, gender, industry, occupation, position, year of employment, etc.) associated with the score indicating the scoring result. In this case, the extraction criteria for extracting scores from a given population could include, for example, the same age, same occupation, same industry, same position, same year of joining the company, and past score values ​​or ranges.

[0018] Server 10 extracts the score of a given user and the score of a given population that includes that user, and compares the values ​​of both scores. Specifically, for example, the score of a given user can be compared with the mean, maximum, or minimum score of a given population that includes that user.

[0019] Furthermore, the server 10 displays a graph plotting the score of the specified user against the score of the specified population that includes the specified user, on the screen of the specified user's user terminal 20 (see Figure 3).

[0020] This allows users to easily visualize the degree of growth in their current skills compared to their past skills, as well as the effectiveness of the company's training, by looking at the distribution of their own score values ​​for each theme of each skill and the score values ​​of a predetermined population to which the user belongs, as shown in the graph displayed on the screen of the user terminal 20.

[0021] Figure 2 is a block diagram showing the hardware configuration of the server in the information processing system 1 shown in Figure 1.

[0022] Server 10 includes a CPU (Central Processing Unit) 101, ROM (Read Only Memory) 102, RAM (Random Access Memory) 103, a bus 104, an input / output interface 105, an output unit 106, an input unit 107, a storage unit 108, a communication unit 109, and a drive 110.

[0023] The CPU 101 executes various processes according to the program recorded in the ROM 102 or the program loaded into the RAM 103 from the storage unit 108. RAM103 also stores data and other information necessary for the CPU101 to perform various processes.

[0024] The CPU 101, ROM 102, and RAM 103 are interconnected via a bus 104. An input / output interface 105 is also connected to this bus 104. An output unit 106, an input unit 107, a storage unit 108, a communication unit 109, and a drive 110 are connected to the input / output interface 105.

[0025] The output unit 106 consists of a display, speakers, etc., and outputs various information as images and sounds. The input unit 107 consists of a keyboard, mouse, etc., and is used to input various types of information.

[0026] The memory unit 108 consists of a hard disk, DRAM (Dynamic Random Access Memory), etc., and stores various types of data. The communication unit 109 communicates with other devices (such as the user terminal 20 in the example in Figure 1) via a network NW, including the Internet.

[0027] A removable media 111, such as a magnetic disk, optical disk, magneto-optical disk, or semiconductor memory, is appropriately mounted in the drive 110. Programs read from the removable media 111 by the drive 110 are installed in the storage unit 108 as needed. Furthermore, the removable media 111 can store various types of data stored in the storage unit 108, just as the storage unit 108 can store them.

[0028] Figure 3 is a functional block diagram showing the functional configuration of a server with the hardware configuration shown in Figure 2. As shown in Figure 3, DB60 is provided in one area of ​​the storage unit 108 (Figure 2) of the server 10. DB60 stores various user and company information acquired by the input information acquisition unit 11. Specifically, DB60 stores logs of the results of business skills diagnostic tests taken by users (test results), behavioral characteristic evaluation results from competency surveys, internal company data on users held within the company, and information about the user (basic user attributes), industry attributes, and personality traits. Broadly speaking, test results, behavioral characteristic assessment results, and in-house data are categorized into current value groups, while basic attributes, industry attributes, personality tendencies, etc., are categorized into attribute groups. Test results are the primary source of information indicating the current level of the user's inherent abilities. In addition to test results, past logs, such as the user's history of training sessions conducted by the service provider, are also stored in DB60. The behavioral characteristics assessment results are a secondary source of information that indicates the current level of the user's ability to act. Corporate data refers to quantitative third-party information about a user's work performance within the company, their participation in internal training, or their work results. Basic attributes include the user's work history, work history, and work experience, and are considered the fourth type of information. Other basic attributes may include, for example, the user's name, age, gender, and occupation. Industry attributes are the fifth piece of information. Personality traits are the sixth piece of information. User information includes, for example, information used by employees working at companies to take courses and training programs offered by service providers in order to improve their skills. User information includes user attribute information such as the company and industry to which the user belongs.

[0029] Specifically, DB60 stores information such as the name, age, gender, and occupation of employees who are enrolled in training services at a company or other organization, their current and past departments (divisions, etc.) within the company, their position, the industry of the company, information about the courses and training they are taking (course name and course number, training name and training number, date of enrollment, and enrollment history), and sets of questionnaires (questions) and answers that the service provider has given to each user, all of which are stored in correspondence with information that identifies the individual user (user ID or user number, etc.).

[0030] User attributes are divided into basic attributes (such as age, gender, and occupation) representing the current and ideal (desired) state, and other additional attributes (such as job title and industry), and are stored in DB60. Basic attributes are automatically registered for all users. Additional attributes are optionally registered through user input. Note that user attributes and scores are sometimes referred to as user information.

[0031] Here, we will briefly explain one of the training services offered by this service provider. Users can select and take training courses from a list of training themes. Multiple courses are stored for each course. A course is, for example, a training session or workshop that implements a training program, and multiple users can participate in multiple courses. Each of the courses is associated with one or more evaluation elements. While there are no particular limitations on the number of evaluation elements, the following explanation assumes that a theme or sub-theme is adopted. That is, in the following examples, one or more (mainly one) themes or sub-themes are associated with each course. The theme is a subject that names each element of business skills and corresponds to the course name. Sub-themes are smaller themes included within the main theme, and courses focusing solely on these sub-themes are also offered. The same applies to training programs.

[0032] Here, referring to Figure 4, we will explain the evaluation of user skills (business skills) using the Business Basics Diagnostic Test, which is one of the evaluation indicators for measuring user capabilities. Figure 4 shows an example of user skill evaluation results (scores) correlated with business skill evaluation indicators. Here, "skill" refers to the ability acquired through training, etc., while "ability" is defined as the power to accomplish things. The indicators for evaluating fundamental business skills are defined (categorized) into four skills, such as "Business knowledge," "Planning & Control," "Thinking," and "Communication," as shown in the graph in Figure 4. Each of these four defined (categorized) skills has skill items set for it. Skill items are one of the evaluation elements for each skill. Training (courses) are set for each skill item.

[0033] For example, skill items used to measure fundamental business skills in the "business knowledge" skill category include current events, legal affairs, human resources, labor relations, finance, accounting, marketing, and management. Although not shown in the diagram, the legal affairs, human resources, and labor relations skill item includes sub-items such as human resources, labor relations, and compliance.

[0034] The skill items used to measure the fundamental business skills of "Planning & Control" include objectives and goals, planning, task management, review and evaluation, and improvement. Although not shown in the diagram, the skill item "Objectives and Goals" includes a sub-item called "Purpose-Oriented Thinking." Also, the skill item "Planning" includes a sub-item called "Action Plan Development."

[0035] Skill items used to measure fundamental business skills related to "thinking" include numerical processing, application of thinking methods, information gathering, problem setting, and solution planning. Although not shown in the diagram, the theme of application of thinking methods includes the sub-theme of element decomposition ability.

[0036] Skill items used to measure fundamental business skills in "communication" include negotiation, written communication, oral communication, active listening, and business etiquette. Although not shown in the diagram, the written communication skill item includes a sub-item, slide creation ability.

[0037] Here, we will explain how to categorize (classify) skills for evaluating business skills. Skills, when considered in the context of talent development, can be broadly categorized into four main types based on the skills necessary for growth. For people to achieve results, planning and execution skills are necessary. To improve these planning and execution skills, thinking skills such as willpower and judgment, communication skills for building relationships, and foundational knowledge such as business knowledge are all necessary simultaneously. By presenting evaluation results that assess fundamental business skills by dividing them into four skill categories and five further subdivisions of each category, the characteristics of the user's skills become easier to see. Presenting evaluation results means, for example, plotting the numerical values ​​of the test results for each item on a radar chart and presenting them to the user as a waveform.

[0038] Business fundamentals are developed by providing training in units of individual skill items or in units of courses covering multiple themes, thereby improving the user's business skills. Before, during, and after the training, users will be given business fundamentals assessment tests as part of their training.

[0039] DB60 stores information about tests conducted by service providers. This information includes, for example, test questions, answers, individual user test results (scores for each skill item), and the overall business fundamentals assessment results (scores for each category and item). In addition, DB60 also stores human resource development log information, including user questionnaires and responses, the number of companies using the training, the number of trainees, the number of companies that have started hierarchical training, the number of trainees by training theme and hierarchical level, the lead time for decision-making regarding the introduction of training, and the number of registered service user IDs. The score is a numerical value (from "1" to "5") that evaluates the score for each test item, for example on a 5-point scale. The total score for each skill item is also stored. If there are five skill items in one category, the maximum score for that category is 25 points. The user's evaluation for each category is shown by the sum of the scores for each individual skill item in this case.

[0040] DB60 stores information about the company to which a user belongs (company size (number of employees), organizational structure (hierarchy, etc.), departments, divisions, etc.), linked to the user ID. The user ID is the identification information used when a user logs into this server 10 and is managed in conjunction with the password. Furthermore, DB60 stores information about each employee (user) within a company (for example, employee's name, age, date of joining the company, length of service, organizational position, job title, etc.), linked to the employee's personal identification information such as employee number and the user ID. Please note that the past logs mentioned above, such as those from one year or several years ago, are just examples; past performance data from three years ago is also acceptable. DB60 stores users' past performance information. This performance information includes, for example, the results of each user's tests, the user's attributes at the time, and the date the test was taken. In addition, DB60 stores performance information of companies taking courses and training programs (for example, information that is publicly available in economic magazines, etc.) in a way that allows for comparison with other companies in the same industry. Users belong to a designated organization such as the company where they work, and their scores and attributes are indicated by information (such as performance evaluations) created by the company. In this way, by adopting the user's current score and attributes, as well as their target score and target attributes, along with their company's personnel evaluation (affiliation, etc. = attributes, evaluation = skills (score)), as one of the recommendation factors, it becomes possible to measure the user's "human capabilities" by considering objective evaluations.

[0041] In the CPU 101 of server 10 (see Figure 2), when performing the process of generating recommendation information necessary for at least one of the following: the career development of the subject (for example, gaining experience as a leader) and the organizational structure related to the subject (for example, what kind of organization to entrust to the subject), the following functions are activated, as shown in Figure 3: input information acquisition unit 11, "human capabilities" information generation unit 12, visualization and presentation unit 13, development level information generation unit 14, leadership aptitude determination unit 15, and appropriate management range determination unit 16.

[0042] Here, we will explain the evaluation of the test results of the Business Fundamentals Diagnostic Test, the assessment of behavioral characteristics through competency surveys, and the evaluation of "human capabilities." The evaluation derived from the results of the Business Fundamentals Diagnostic Test is based on the inherent abilities of the individual, that is, the knowledge, skills, and other capabilities they have acquired. For example, skills are categorized (defined) into four areas: "Business Knowledge," "Planning & Control," "Thinking," and "Communication," with five items (see Figure 4) set for each category.

[0043] Furthermore, competency surveys evaluate behavioral characteristics, emphasizing the actions necessary for practical work and assessing the ability to take action. Behavioral characteristic evaluations are characterized by their more specific evaluation items compared to ability score evaluations, making them effective for talent development based on a clearer profile of the individual. The evaluation criteria will be tailored to each company's specific needs. For example, it is divided into six categories: achievement / behavior, assistance / interpersonal support, impact / interpersonal influence, management domain, intellectual domain, and individual effectiveness, with several competency items set for each category. For example, the Achievement & Behavior category includes competency items such as achievement thinking, order, quality, attention to accuracy, initiative, and information gathering. The Help & Interpersonal Support category includes competency items such as interpersonal understanding and customer support orientation. The Impact & Interpersonal Influence category includes competency items such as impact, influence, organizational awareness, and relationship building. The Management category includes competency items such as developing others, mentoring, teamwork and collaboration, and team leadership. The Intellectual Category includes competency items such as analytical thinking, conceptual thinking, technical, professional, and managerial expertise. The Individual Effectiveness category includes competency items such as self-management, confidence, flexibility, and organizational commitment.

[0044] "Human power" is defined as the ability to achieve results in a business context. The evaluation items are divided into four categories, such as strategy and system building, interpersonal negotiation, problem solving, and self-control, as shown in Figure 12, with several items (elements) set for each category. For example, the Strategy and System Building category includes items (elements) such as vision setting, goal setting, task breakdown, planning, and organizational structure. The Interpersonal Negotiation category includes items (elements) such as work assignment, motivation, member development, information transmission, and external negotiations. The Problem Solving category includes (elements) such as situation assessment, cause analysis, solution planning, decision-making, and conceptual thinking. The Self-Control category includes (elements) such as self-responsibility, emotional stability, a broad perspective, results orientation, and a medium- to long-term perspective. The categories and items (elements) mentioned above are merely examples for implementation and can be modified based on the individual's inherent strengths, ability to act, and ability to achieve.

[0045] The input information acquisition unit 11 acquires one or more pieces of information from among the following as target user input information: test results of a business basic skills diagnostic test indicating the current level of inherent abilities (first information), behavioral characteristics evaluation results from a competency survey indicating the current level of ability to act (second information), internal company data on achievements and results (third information), job attributes (fourth information), industry attributes (fifth information), and personality tendencies (sixth information on personality attributes). Specifically, the input information acquisition unit 11 aggregates the scores obtained from the business basic skills diagnostic test administered to the user by category and item, and stores them in DB 60 as test results. In addition, the input information acquisition unit 11 acquires the results of a questionnaire survey conducted with the user using a competency survey and stores them in DB 60 as behavioral characteristics evaluation results. Furthermore, the input information acquisition unit 11 acquires data such as personnel evaluations, work performance, and results that the company has independently conducted for users, as internal company data, and stores it in DB 60. Furthermore, the input information acquisition unit 11 acquires business attributes, industry attributes, personality tendencies, and desired future self based on information input from the user, and stores them in DB 60. In addition, the above information may be stored in DB60 from the input information acquisition unit 11, or it may be output to the "human power" information generation unit 12.

[0046] The "human power" information generation unit 12 generates "human power" information (a collection of values ​​for each element in each category) that indicates the subject's "human power" at a predetermined point in time, based on the subject's input information. Specifically, the "human strength" information generation unit 12 reads at least one of the six types of information (target user input information) stored in DB 60, and generates "human strength" information for the user by calculating the values ​​of one or more elements set for each of multiple categories based on the target user input information. The "human strength" information is a collection of the values ​​of each element for each category, and specifically corresponds to the visualized numerical values ​​in the table shown in Figure 12. The visualized numerical values ​​are quantified for each element in a range from, for example, "1" to "5". In terms of meaning, "1" indicates weak strength and "5" indicates strong strength. In addition to being read from DB60, the target person input information can also be directly entered from the input information acquisition unit 11. The generation of "human power" information in the "human power" generation unit 12 is performed by an AI model. The generation of "human power" information performed by the AI ​​model utilizes one or more of the six types of information acquired by the input information acquisition unit 11. In addition to the AI ​​model, "human power" information may also be generated based on a pre-set algorithm.

[0047] The visualization display unit 13 presents "human power" information (a collection of values ​​for each element in each category) as visualized information. Specifically, in the table shown in Figure 12, the "human capabilities" information of the user in question is represented by a "visualized numerical value" indicating leadership capabilities, which is presented as waveform 221 on the radar chart shown in Figure 13. The radar chart is a pie chart in which multiple circles are drawn at equal intervals from a center, and axes representing each element are drawn radially from that center. The axes are assigned numbers such as "1", "2", ... "5" in order of proximity to the center. Waveform 222 is created by plotting the numerical values ​​of the "standards that companies require" from leaders, as shown in the table in Figure 12, onto the radar chart in Figure 13, and connecting each plotted point with lines different from Waveform 221, or by coloring the areas enclosed by lines. By simply comparing these two waveforms, 221 and 222, users can instantly see which elements of their leadership skills meet or fall short of the company's "standards" for leaders.

[0048] Furthermore, the visualization display unit 13 can not only display the user's "human power" information, but can also display visualization information extracted according to predetermined extraction conditions stored in DB 60 as waveforms on a radar chart. For example, visualization information such as the results of a business fundamentals diagnostic test (see Figure 4) and the results of behavioral characteristic assessments using competency surveys can be presented as waveforms in a radar chart. The evaluation results of the Business Fundamentals Diagnostic Test can extract a population based on any number (including 1) of past scores of users of the same age, occupation, industry, position, and year of joining the company, or a specified number of past scores of the user themselves, using predetermined extraction criteria. The waveforms representing the population scores and the waveforms representing the user's own scores can be simultaneously displayed on a radar chart. The results of the behavioral characteristics evaluation can also be similarly displayed as waveforms on a radar chart.

[0049] The development level information generation unit 14 uses at least a portion of the user's "human capabilities" information and visualization information to generate development level information that indicates the current level of development of the user's "human capabilities," based on the user's "human capabilities" at the time the user reaches their goal (see Figure 9). Development level refers to the user's current position and degree of achievement in relation to the desired state ("desired state"). It is an indicator that shows what percentage of the goal you are currently at. For example, if the development level is 100%, it means that you possess the skills required to reach the desired state (standard).

[0050] The development level information generation unit 14 takes n or more input pieces of information and n or more choices from the "desired state" as input, and reads the "required standards," "minimum standards," and "element / category coefficients" for the "desired state" from DB 60. In this embodiment, since it is specialized for leaders, the required standards, minimum standards, and element / category coefficients for leaders are read.

[0051] The development level information generation unit 14 determines the tendency of "human capabilities," in this case "leader capabilities," in the "desired state" based on the user's own past data (work and job performance, etc.). Furthermore, once a certain amount of data (a predetermined quantity) is accumulated in DB60, the method for calculating the development level will also be reviewed according to the data. The development level information generation unit 14 calculates the development level based on the difference between the user's current visualization value and the desired standard.

[0052] DB60 has pre-set "minimum standards" (numerical values) for "leadership ability." However, these "minimum standards" are not set for all elements. The coefficient is a number multiplied by the visualized value and is one of the weighting elements used to derive the degree of development. If the user's current visualized value falls below the "minimum standard," the coefficient for that element will be 0. Specifically, the development level information generation unit 14 calculates the values ​​by multiplying the visualized values ​​in the table shown in Figure 12 by weights for each element and element coefficients that are not added unless certain criteria are met.

[0053] While the "human capabilities" of users vary depending on their roles, in this embodiment, the server 10's function is specifically designed to require "leadership capabilities." A leader is defined as a person who guides and motivates members of an organization or team toward achieving its goals. In this embodiment, the term "leader" is used in a broad sense to include not only project team leaders but also managers and other similar personnel.

[0054] The Leader Aptitude Determination Unit 15 uses the above-mentioned development level information ("human capabilities" information) for the target user (target person) whose leadership abilities are to be measured to determine the target person's suitability as a leader based on a comparison between the user's "leader capabilities" at the time of achieving the goal and the user's "leader capabilities" at the present time. Here, suitability (degree of suitability) refers to the degree to which a user is suited to the desired state (goal). Determining suitability means determining whether or not a person is suited to the desired state (goal). The result of the suitability assessment is output as a suitability rank (S, A, B, Undetermined, etc.). If the suitability rank is S, it can be said that the person's type is close to the desired state and well-suited. The suitability rank is determined as N ranks (N items) starting from S, or as an undetermined rank, with a suitability rank of S being the most suitable state.

[0055] The leader aptitude determination unit 15 calculates the point at which the user will reach their goal based on the "desired role" (in this example, a leader) entered by the user. Specifically, the leader aptitude determination unit 15 reads information about the "desired person" from DB60 and performs calculations. Furthermore, since "Desired State" is pre-defined as "Leader" in DB60, the categories and elements for visualization are also specifically tailored to "Leadership Power." In other words, "Desired State" = "Leader," so the required standards, minimum standards, element / category metrics, etc., are read from DB60 for "Leader."

[0056] The leader suitability assessment unit 15 then derives a suitability rank based on three assessment axes (similarity, correlation, cutoff, etc.) and the required criteria and the past performance data of the user being assessed. Similarity is determined by the agreement rate, which indicates how well the overall waveform pattern shown in the radar chart matches the waveform pattern of the desired criterion (suitability standard). Alternatively, similarity can be determined by the similarity rate between the patterns. In this case, the waveform pattern of the desired criterion and the waveform pattern of the target user are compared, and the similarity rate between the two waveform patterns is calculated. A more similar waveform is desirable. Correlation is measured by multiplying the correlation coefficient by the correlation between the elements, whether the correlation is high or low. The correlation coefficient is a coefficient that, for each "desired state," treats important elements as positive factors if they meet a certain standard, and negative factors if they fall below that standard. In some cases, if a candidate fails to meet the required standards in multiple specific factors, it may become impossible to determine their suitability.

[0057] The leader suitability determination unit 15 determines that the result calculated in this way does not meet a certain standard value, and determines that the person is suitable if the result meets the certain standard value. It should be noted that the determination is not limited to simply determining suitability; the result may also be classified into ranks such as A rank, B rank, B+ rank, C rank, etc.

[0058] The appropriate management range determination unit 16 generates recommendation information based on the "leader's power" ("human power" information) generated by the "human power" generation unit 12, which is necessary for at least one of the following: the user's career development (e.g., accumulating leadership experience) and the organizational structure related to the user (e.g., an organizational structure suitable for the user). In this context, user career development refers to, for example, a user gaining leadership experience within a company. Organizational structure related to users refers to, for example, what kind of organizational structure is best for a user to manage as a leader within a company. Specifically, this includes the size, layout, and hierarchy of the organization that a user can effectively lead. Specifically, the appropriate management range determination unit 16 uses the degree of development of "leadership skills," the results of the suitability determination, and attribute information to determine the appropriate scale, appropriate placement, appropriate hierarchy, etc. of management. The appropriate scale, appropriate placement, appropriate hierarchy, etc. are collectively referred to as the leader's suitability elements. The appropriate size refers to the number of members in the organization (the total number of people in the organization). The appropriate placement refers to the characteristics of the members of the organization or team (e.g., a large number of mid-level members). The appropriate hierarchy refers to positions such as department head, section chief, etc., or main / sub-positions, etc. Of the attribute information, the personal attributes of the target user and the organizational attributes of the department or group (organization) to which the target user belongs are required elements, while all others are optional.

[0059] The suitability management range determination unit 16 generates recommendation information using the degree of development of the "leadership ability" mentioned above, the suitability determination result, and at least the result of the user's suitability as a leader among the attribute information. Specifically, recommendation information is generated for each appropriate scale, placement, and hierarchy of management. For determining the appropriate scale of management, a management range, suitability assessment, comments, etc. (see Figure 15) are generated and presented in a table format through the visualization display unit 13. The management range and suitability assessment results are generated for each number of people to be managed (number range). The suitability assessment results are indicated by marks or symbols such as ◎, ○, △, etc. The comments are generated as an overall assessment. Specifically, as shown in the comments section of Figure 15, for example, the level of leadership development and the results of the suitability assessment indicate suitability. On the other hand, based on the person's professional history, work experience, and leadership experience, comments are generated recommending that they gain leadership experience by managing small teams or organizations rather than immediately taking on the role of managing a large organization. For optimal placement, job suitability and member suitability (see Figure 16) are generated. Job suitability indicates, for example, roles that require problem-solving or roles that are varied. Member suitability indicates that the individual is better suited to an organization centered around mid-career members rather than newcomers or young employees. The appropriate hierarchy is determined by the level of the individual, and comments such as "suitable as a leader at the first level" are generated, indicating that the individual is more likely to be at the second level or higher, which oversees multiple levels.

[0060] Here, we will explain the operation of the server with reference to Figures 5 and 6. Figure 5 is a process diagram showing the processing flow of a server in one embodiment of the information processing device according to the present invention. Figure 6 is a flowchart showing the detailed operation of the processing flow of the server in Figure 5.

[0061] In server 10, in step S11 of Figure 5, the input information acquisition unit 11 acquires information about the user, including current values ​​of inherent abilities (test results), behavioral abilities (behavioral characteristic evaluation results), and corporate data, as well as one or more pieces of information from the user's basic attributes, industry attributes, personality tendencies, etc. If the user has a desired future self (goals such as industry, job type, role, department, position, etc.), that information is also acquired as input information.

[0062] Next, in step S12, the "human power" information generation unit 12 generates "human power" information based on one or more pieces of information input by the input information acquisition unit 11. Subsequently, in step S13, the visualization display unit 13 visualizes the "human power" information generated by the "human power" information generation unit 12 as visualization information (for example, waveform 201 in Figures 7 and 8).

[0063] To explain the operation of server 10 in detail, as shown in Figure 6, in step S21, the input information acquisition unit 11 acquires one or more pieces of information as subject input information for the user from among the following: the test results of a business basic skills diagnostic test that show the current level of inherent skills, the behavioral characteristics evaluation results from a competency survey that show the current level of ability to act, quantitative in-company data regarding achievements or results, and business attributes such as work history, work history, and work experience, industry attribute information that shows industry attributes, and personality attributes that show personality tendencies. Specifically, the input information acquisition unit 11 acquires, for example, test results and basic attributes, or test results, behavioral characteristic evaluation results, basic attributes, and personality information. Furthermore, if "human capabilities" are specifically defined as "leadership capabilities" as in this embodiment, and suitability as a "leader" is to be determined, the "desired image" that the user wants to become is also obtained from the user as input information for the target individual and is stored in DB60 in advance.

[0064] Next, in step S22, the "human power" information generation unit 12 generates "human power" information, which indicates the user's current "leadership power," based on the subject input information, as a collection of values ​​for each element in each category. In step S23, the aptitude management range determination unit 16 generates recommendation information (see Figures 15 and 16) based on the "human capabilities" information, which is necessary for at least one of the following: the user's career development (e.g., gaining experience as a leader) and the organizational structure related to the user (e.g., the size, arrangement, and hierarchy of the organization the user can lead).

[0065] According to the operation of server 10 in this manner, "human capabilities" information is generated based on the current values ​​of multiple evaluation indicators ("inherent capabilities," "ability to act," etc.) for the user, and target input information that combines attributes (basic attributes, work attributes, personality tendencies, etc.) and "desired future state" (industry, job type, role). Based on this "human capabilities" information, recommendation information is generated that is necessary for at least one of the following: the user's career development (e.g., gaining experience as a leader) and the organizational structure related to the user (e.g., the size, placement, and hierarchy of the organization that the user can lead). This helps leaders, prospective leaders, or related parties to objectively grasp the leadership capabilities of the user they are training.

[0066] Next, we will explain the visualization process of "human power" on the server, referring to Figures 7 and 8. Figure 7 shows the visualization process of "human power" in the servers shown in Figures 2 and 3. Figure 8 shows the waveform of the user's current "human power" as presented by the visualization process in Figure 7. In this case, as shown in Figure 7, the input information acquisition unit 11 receives INPUT (current value), INPUT (attribute information), and the desired state as input. INPUT (current value) could be, for example, test results, performance evaluation results, or internal company data, and from among these, test results would be entered. Additionally, other inputs (attribute information) include, for example, basic attributes, job attributes, and personality traits, and from these, basic attributes, for instance, are entered. Furthermore, let's assume that the user has entered their "desired self," for example, their industry is IT, their job title is SE (Systems Engineer), and their role is leader.

[0067] The "Human Power" information generation unit 12 takes n or more INPUTs (current values) and INPUTs (attributes) (only test results in this example) and the "desired state" (IT industry, leader in this example) as input and derives n categories 61 (for example, categories 1 to 4 in Figure 7) and n elements 62 (for example, elements 1-1, 1-2..., 2-1, 2-2..., 3-1, 3-2..., 4-1, 4-2..., etc.) from DB 60 using n or more options to visualize evaluation indicators corresponding to the "desired state". In this process, the test results for INPUT (current value) are converted to Category 61 and Element 62. In other words, the "human power" information generation unit 12 derives from DB 60 a set of evaluation index data corresponding to the "desired state," that is, the values ​​(visualized values) of each element 62 for each category 61, based on the subject input information such as the test results, basic attributes, and desired state. Furthermore, the evaluation indicator data for the "desired state" (for example, the categories and elements corresponding to "leadership skills" and the required standard values) will be stored in DB60, based on past data that shows the trends in "leadership skills" within the "desired state." If the user does not input their desired state, the evaluation indicator data for the ideal state (goal) that users should aim for within a company, which is pre-prepared in DB60, may be used. Furthermore, as data indicating trends in "leadership skills" accumulates, the categories, elements, and required criteria will be reviewed periodically. INPUT (current value) outputs the absolute value, and INPUT (attribute) is used as information to correct the absolute value. It is also possible to derive the visualized value even if only INPUT (attribute) is input.

[0068] The visualization display unit 13 then plots the values ​​(visualized values) of each of the derived elements 62 on a radar chart, connects the plotted points, and presents a waveform 201 showing the user's current "leadership power," as shown in Figure 8.

[0069] Next, we will explain the server-based development status information generation process with reference to Figures 9 and 10. Figure 9 shows the development status information generation process by the servers in Figures 2 and 3. Figure 10 shows the waveforms presented as a result of the development level information generation process shown in Figure 9. In this case, the server's development level information generation unit 14 derives the development level based on the visualized value of "leader power" generated by the "human power" information generation unit 12. As shown in Figure 9, the Development Level Information Generation Unit 14 derives the user's current value and goal for each element of the visualized numerical value of "Leadership Power" generated by the "Human Power" Information Generation Unit 12. Specifically, the development level information generation unit 14 derives a visualized value of the user's "leadership ability" and a visualized value of the user's desired state (suitability value) from the INPUT (current value) and INPUT (attributes), and calculates the ratio of the user's visualized value of "leadership ability" to the visualized value of the desired state. Alternatively, the difference between the two visualized values ​​may be calculated.

[0070] The development level information generation unit 14 then outputs the derived visualization value of the user's "leadership ability" and the visualization value of the user's desired state (suitability value) to the visualization presentation unit 13, and the visualization presentation unit 13 then presents waveforms 211 and 212, as shown in Figure 10, to the user terminal 20. Waveform 211 is a visualization of the derived visualization value of the user's "leadership ability," and waveform 212 is a visualization of the visualization value of the user's desired state (suitability value).

[0071] For example, if the information entered as INPUT (attributes) is, for instance, [Role] is "Degree of Leadership Development" and [Job Title] is "Degree of Sales Skill Development," then by looking at the calculation results of this development level, the user can understand, in the form of a development level, which elements of their own "leadership skills" are sufficient and which elements are lacking in relation to the leader they aspire to be (aptitude value).

[0072] Next, referring to Figure 11, we will explain the calculations involved in the process of generating information on the development level of "leadership skills." Figure 11 shows the calculation details of the development status information generation process performed by the servers in Figures 2 and 3. As described above, when the visualized numerical value of "Leadership Power" generated by the "Human Power" information generation unit 12 is input to the Development Level Information Generation Unit 14, the Development Level Information Generation Unit 14 derives the criteria, minimum criteria, element coefficients, and category coefficients required for the "desired state" from DB 60 based on n or more INPUT (current values) and INPUT (attributes), and n or more choices including the "desired state." These criteria, minimum criteria, element coefficients, and category coefficients required for the "desired state" are assumed to be pre-determined from past data regarding the trend of "Leadership Power" in the "desired state" and stored in DB 60.

[0073] The development level information generation unit 14 then derives a numerical value for each element by multiplying the visualized value of "leadership ability" by an element coefficient that is weighted for each element and is not added unless certain criteria are met.

[0074] Specifically, as shown in Figure 11, for example, when the required standard, minimum standard, and element coefficients for the elements of Category 1 (elements 1-1, 1-2, 1-3, 1-4, etc.) are read from DB60, the data used to calculate the degree of development, as shown in Table 213, is derived. In addition, the category coefficient S for each category is derived as shown in Table 214. The trend of "leadership ability" in the "desired state" is determined from past data and is assumed to be stored in DB60 in advance. Once a certain amount of development data has been accumulated, the logic for generating development information is reviewed periodically. If the "leadership ability" of a derived element does not meet the minimum standard, the coefficient for that element will be 0. Note that a minimum standard is not necessarily set for all elements.

[0075] Next, we will explain a specific example of the server-based development status information generation process with reference to Figures 12 and 13. Figure 12 shows the development level information of "leadership skills" visualized (quantified) by the servers in Figures 2 and 3. Figure 13 shows an example of presenting the development status information from Figure 12 in the form of a radar chart or bar graph.

[0076] As shown in Figure 12, the evaluation indicators for "leadership skills" are categorized into four areas: strategy and organizational development, interpersonal negotiation, problem solving, and self-control. The Strategy and Organizational Structure category includes elements such as vision setting, goal setting, task breakdown, planning, and organizational structure. The interpersonal negotiation category includes elements such as work management, motivation, member development, information dissemination, and external negotiations. The problem-solving category includes elements such as situation assessment, cause analysis, solution planning, decision-making, and conceptual thinking. The category of self-control includes elements such as self-blame, emotional stability, a broad perspective, results orientation, and a medium- to long-term perspective. For each element, visualization values, required standards, minimum standards, category coefficients, element coefficients, development values ​​for each element, development levels for each element, development levels for each category, and development levels for "leadership skills" are derived.

[0077] In this case, the development level information generation unit 14 calculates the development level for each element by calculating the ratio of the visualization value to the required standard. The development level for each category is calculated by multiplying the development level of each element by the element coefficient and then calculating the average value of each element for each category. The development level of "Leadership Skills" is derived by calculating the average of the development levels for each category, which is calculated by multiplying the development level of each category by the category coefficient. In this example, the development level of "Leadership Skills" is 99.9%.

[0078] The development progress information generated in this way is output to the visualization display unit 13, and a radar chart or bar graph, as shown in Figure 13, is displayed on the user terminal 20. The radar chart shows waveform 221, which represents the user's level of "leadership ability" development (a user-visualized value), and waveform 222, which represents the desired standard, drawn with different lines and colors. This makes it easy to see at a glance the discrepancy between waveform 222, which represents the desired standard, and waveform 221, which represents the user's visualized value. The bar graph shows the development level (percentage) of each element, along with the corresponding increase (length) of the bar, making it easy to see the level of development capability not only at the element level but also at the category level. In the bar graph, among the four categories of strategy / system building, interpersonal negotiation, problem solving, and self-control, the interpersonal negotiation category falls short of the standard, with the elements of work management at 67%, information transmission at 79%, and external negotiation at 90%. As a result, the development level for the interpersonal negotiation category is 89.8%. However, the development levels for the other categories—strategy / system building at 110.1%, problem solving at 108.0%, and self-control at 109.7%—show that the overall development level for "leadership skills" is 99.9%, which is almost at the required level.

[0079] Next, referring to Figures 14 to 16, the operation of the server-based suitability determination process and suitability management determination process will be explained. Figure 14 shows an example of how the results of the leader suitability assessment performed by the servers in Figures 2 and 3 are presented as ranks, along with the radar chart in Figure 12.

[0080] In server 10, the leader suitability determination unit 15 determines the suitability of the target user as a leader based on a comparison of the target user's "leadership ability" at the time the user reaches their goal and the target user's current "leadership ability," using the above-mentioned development level information ("human capabilities" information) for the target user. Here, aptitude assessment refers to whether or not a user is suitable for the desired state (goal), and can also be called a type diagnosis. The results of the aptitude assessment are output as a rank (S rank, A rank, B rank, ..., undetermined, etc.). Starting from S rank, aptitude is assessed in N stages (N items) of rank or undetermined. An S rank is considered the most suitable state.

[0081] During the suitability assessment, the Leader Suitability Assessment Unit 15 determines the similarity and correlation between the waveform of the user's visualized "leadership ability" (user waveform) generated by the "human ability" information generation unit 12 and the waveform of the required standard (standard waveform). In addition, it determines whether the visualized value has reached the minimum standard, thereby determining in a rank whether the user has the "desired self" = suitability as a leader.

[0082] Specifically, the leader suitability determination unit 15 determines the overall similarity between the user waveform 221 and the reference waveform 222 in the radar chart of Figure 14 using the match rate (fit). Furthermore, when making a determination based on visualized numerical values, the leader aptitude determination unit 15 makes a determination based on the correlation between the user's visualized numerical values ​​and the criteria required for the "desired self." In this case, if the correlated elements are high or low, a coefficient is multiplied. In the leadership aptitude assessment unit 15, the aptitude assessment was B. + The following result is output. Furthermore, if the visualization value of a specific element among the multiple elements of the system falls below the minimum standard, the system may output a result indicating that it is impossible to determine the suitability level.

[0083] Next, referring to Figures 15 and 16, we will explain the operation of the server 10 in which it performs the appropriate management range determination process. Figure 15 shows an example of recommendation information that recommends an appropriate scale of management, based on the results of the server in Figures 2 and 3 making an appropriate management judgment as a leader. Figure 16 shows an example of recommendation information that recommends appropriate placement and hierarchy based on the results of the server's appropriate management judgment as a leader, as shown in Figures 2 and 3.

[0084] The appropriate management range determination unit 16 generates recommendation information based on the user's suitability as a leader, development level information, and attribute information. The attribute information used to determine the appropriate management range includes mandatory personal and organizational attributes, while other attribute information, such as industry attributes and personality traits, is optional. The specific personal attributes used include year of service, length of employment, years with the company, department, work experience, and job title. The specific organizational attributes used include the number of employees, job responsibilities, and organizational hierarchy.

[0085] The appropriate management range determination unit 16 reads the user's development level information, the result of the appropriateness determination, and attribute information from DB60. It also reads "human capabilities" and "organizational capabilities" linked to the attribute information (individual attributes and organizational attributes). Using this information, it determines the appropriate management range and generates recommendation information according to the determination result. Specifically, the appropriate management range determination unit 16 reads development level information, the results of the suitability determination, and attribute information as input information. Of the attribute information, one part is mandatory and one part is optional. What is required is one to P personal attributes (P is an integer of 1 or more) and one to Q organizational attributes (Q is an integer of 1 or more). The appropriate management range determination unit 16 reads "human power" information linked to individual attributes from the read attribute information from DB 60. The appropriate management range determination unit 16 also extracts information with similar attributes and the same role (leader) from the read attribute information and the organizational attributes of the "human power" information, and compares the "organizational power" of the same role to derive the appropriate management range of the corresponding management size.

[0086] The recommendation information includes appropriate management scale, appropriate placement, and appropriate hierarchy. As shown in Figure 15, the appropriate management scale generates a management range, suitability assessment, comments, etc. The management range and suitability assessment are generated for each number of people to be managed (number range). The results of the suitability assessment are indicated by marks or symbols such as ◎, ○, △, etc. In this example, the suitability assessment results are shown using symbols such as ◎, ○, and △, but this is not limited to these. Numbers or strings may also be used, as long as they clearly indicate whether the person is suited or unsuitable as a leader. Specifically, an AI model is applied to the appropriate management range determination unit 16, and the AI ​​model is made to generate the content of the comments. For example, instead of recommending only the optimal range, such as "You are suited to being a leader of 10 to 15 people," it may also issue a broader comment such as, "This number range is very suitable for you, but you can also manage as a leader in the next larger range, which is a bit larger." The comments are generated and output as an overall assessment by the AI ​​model. Specifically, as shown in the comment section of Figure 15, comments such as "Based on the results of the leadership development and suitability assessment, it is clear that you have the aptitude. On the other hand, based on your professional history, work experience, and leadership experience, it is recommended that you gain leadership experience by managing small teams or organizations rather than immediately taking on the role of leading a large organization" are generated.

[0087] As shown in Figure 16, appropriate placement generates suitability for the job and suitability for the team members. Job suitability indicates, for example, roles that require problem-solving or roles that are varied and dynamic. This person is better suited to organizations where mid-career members are the core, rather than newcomers or younger employees. The appropriate hierarchy is determined by the level of the individual, and comments such as "suitable as a leader at the first level" are generated, indicating that the individual is more likely to be at the second level or higher, which oversees multiple levels.

[0088] The following describes specific examples of the appropriate management range determination process performed by the server 10 with reference to Figures 15, 16, and 17 through 22. First, we will explain an example of recommending an appropriate management scale, referring to Figures 17 and 18. Figure 17 shows an example of the appropriate management range determination process in the servers shown in Figures 1 and 2, which recommends the appropriate scale of management, and illustrates the personal attributes of the target user. Figure 18 shows an example of recommending the appropriate management scale in the appropriate management range determination process for the servers in Figures 1 and 2, and illustrates the information (organizational strength and number of members) of multiple users extracted as targets for comparison with the target individual. In this example, as shown in Figure 17, subject X is assumed to be a person in their early 30s with 10 years of work experience, in a sales position, and with no leadership experience.

[0089] The users selected for comparison with target person X are, for example, five people from A to E, and the information for each of A to E is obtained in the form of the "organizational strength" assessment result and the "number of people in the organization" column, as shown in the table in Figure 18. A to E are all individuals with leadership experience who share the same attributes as target person X.

[0090] Specifically, if we represent "organizational strength" using a three-tiered ranking system, for example, A, C, then Person A's "organizational strength" is rank A, and the organization has 5 members. Person B's "organizational strength" is rank A, and the organization has 12 members. Person C's "organizational strength" is rank A, and the organization has 4 members. Person D's "organizational strength" is rank B, and the organization has 15 members. Person E's "organizational strength" is rank C, and the organization has 15 members.

[0091] Figure 18 shows the attribute information of several users (Person A to Person E), revealing that when there are many individuals with the same attributes and leadership experience, the "power of the organization" is not being fully utilized. From this, the appropriate number of target individuals X can be derived.

[0092] Specifically, in the table in Figure 18, when we look at people who have similar abilities to Subject X but whose organizational strength is more effectively utilized, that is, those with an "organizational strength" of rank A, we can see that their organizational size is 5, 12, and 4 people, and that when the organization size increases to around 15 people, the "organizational strength" weakens slightly. From the data of these people, we can conclude that the appropriate management size for Subject X is between 1 and 5 people, which allows them to exert their strengths more effectively.

[0093] As a result of this assessment, in the recommendation information for the appropriate scale of management shown in Figure 15, a ◎ is assigned to the suitability judgment column for the row of management range "1-5". However, in the case of person X, they can handle up to 5-10 people. Therefore, a circle (○) is placed in the suitability assessment column for the management range "5-10". Furthermore, with some effort, person X can manage up to 15 people. Therefore, a triangle (△) is placed in the suitability assessment column for the management range "10-15". By presenting not only the optimal range but also the range they can handle, we can give person X hope. Furthermore, the comments section includes the following statement: "While the leader's development level information and leadership aptitude assessment results indicate suitability, given the lack of work experience, job experience, and leadership experience, it is recommended that the candidate start by gaining experience managing a small team or organization rather than immediately taking on the role of leading a large organization."

[0094] Next, we will explain examples of recommending appropriate placement, referring to Figures 19 and 20. Figure 19 shows an example of determining the appropriate management range for the servers in Figures 1 and 2, and illustrates the development level information for each category of target users. Figure 20 shows an example of determining the appropriate management range on the servers in Figures 1 and 2, and illustrates information on multiple users (organizational strength and development level information for each category) extracted as targets for comparison with the target individual.

[0095] In this example, information on individuals with similar attributes to subject X and holding the same role (leader) is extracted from the input information and DB60 data. By comparing the "personal strength" and "organizational strength" of these individuals with the subject's "leadership strength," a suitable placement for the subject is derived.

[0096] Here, as shown in Figure 19, the development level of "leadership skills" for subject X is assumed to be as follows: for example, the development level of strategy and organizational development is 110.1%, the development level of interpersonal negotiation is 89.8%, the development level of problem-solving is 108.0%, and the development level of self-control is 109.7%. As shown in Figure 20, the five individuals selected as comparison subjects for subject X are, for example, A, B, C, F, and G. Information on each individual is obtained in two items: the result of the assessment of "organizational strength" (organizational rank) and information on the degree of development of "leadership skills" (four categories). The five individuals are assumed to be leading organizations of the same size range. The degree of development information consists of four categories, for example, strategy / system building, interpersonal negotiation, problem solving, and self-control, and a score is assigned to each.

[0097] Comparing the tables in Figure 19 and Figure 20, we see that individuals A and G have similar scores to subject X. Additionally, while not exactly the same, person B's tendencies are also similar. In this case, A and B's "organizational strength" is ranked A, while G's "organizational strength" is ranked C. This determines that person X is best placed in a position that takes into account the roles, responsibilities, and organizational elements held by person A and person B. Additionally, comments considering person X's suitability are output.

[0098] Specifically, based on the results of the above assessment, the appropriate placement comment section shown in Figure 16 will display job suitability, such as "roles requiring problem-solving, roles with a wide range of activities," etc. Furthermore, as part of the member suitability criteria, for example, "They are better suited to an organization where mid-career members are the core, rather than newcomers or younger employees."

[0099] Next, we will explain an example of recommending the appropriate hierarchy, referring to Figures 21 and 22. Figure 21 shows an example of determining the appropriate management range on the servers in Figures 1 and 2, illustrating the information (organizational power and hierarchy) of multiple users extracted as targets for comparison with the target individual. Figure 22 shows an example of determining the appropriate management range for the servers in Figures 1 and 2, and illustrates the definition of the hierarchy.

[0100] In this example, information on similar attributes and the same role (leader) is extracted from the input information and DB60 data. By comparing the "personal strength" and "organizational strength" of those in the same role with the "leadership strength" of subject X, the appropriate hierarchy for subject X is derived.

[0101] Specifically, the individuals selected for comparison with subject X are, as shown in Figure 21, five individuals: A, B, C, H, and I. Information on each individual is obtained in two categories: the result of the "organizational strength" assessment (organizational rank) and the organizational hierarchy. The five individuals are assumed to be leading organizations of the same size range. If we represent "organizational strength" using a three-tiered ranking system, for example, A, C, and D, then Person A's "organizational strength" is rank A, and their rank is level 1. Person B's "organizational strength" is rank A, and their rank is level 1. Person C's "organizational strength" is rank A, and their rank is level 1. Person H's "organizational strength" is rank B, and their rank is level 2. Person I's "organizational strength" is rank C, and their rank is level 2.

[0102] In this example, the organizational hierarchy is counted in reverse of the usual hierarchy. Specifically, as shown in Figure 22, if an organization has a three-tiered hierarchy, the lowest tier is the first tier, the second tier from the bottom is the second tier, and the third tier from the bottom is the third tier. Generally, the hierarchy is structured so that the highest-ranking person is at the top, and the tiers below them are the second tier, the third tier, and so on, descending from top to bottom. In this example, the reason for counting the hierarchy from the bottom is that counting from the top would not reveal how many levels there are below, so it allows us to express that we can go down to approximately how many levels from the bottom.

[0103] According to the table in Figure 21, individuals A, B, and C possess an A rank in "organizational strength," and are leaders at the first level. Individuals H and I are leaders at the second level, and their respective "organizational strength" ranks are B and C, respectively, indicating that their "organizational strength" is not being fully utilized. As a result, it is determined that subject X is capable of exerting more power at the same level as A, B, and C. Based on this assessment, comments regarding subject X's leadership suitability, taking into account subject X's individual aptitudes, will be output.

[0104] Specifically, in the "Appropriate Hierarchy" column shown in Figure 16, comments such as "Appropriate Hierarchy: More suitable as a leader at the 1st tier than at the 2nd tier or higher, which oversees multiple tiers" will be displayed.

[0105] As explained above, the server 10 of this embodiment recommends information necessary for users (target individuals), such as employees who are leaders or prospective leaders, to develop their careers, and information necessary for related parties, such as HR personnel and supervisors (organizations), to organize their organizations. Based on the results, it is possible to objectively understand the user's current leadership capabilities, such as the scale of the organization they can lead and the areas in which they can best utilize their abilities, and to use this information as material for considering how to best utilize those capabilities in the future. It can also serve as reference information for users when considering their future careers. The results of visualizing "leadership capabilities" can be used from an individual's perspective for career development, and from an organizational perspective, they can be used when planning organizational structure and leadership development programs. Furthermore, the system helps users determine the ideal size of an organization or team where they would be most effective as a leader (optimal management size), suitable placement (characteristics of the organization or team), and hierarchical levels (positions such as department head, section chief, or main / sub-position), allowing them to understand the ideal position within an organization they should aim for as a leader.

[0106] 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.

[0107] For example, the hardware configuration shown in Figure 2 is merely an example for achieving the objectives of the present invention and is not particularly limited.

[0108] Furthermore, the functional block diagram of server 10 shown in Figure 3 is merely illustrative and not particularly limiting. In other words, it is sufficient for the information processing device to have the functionality to execute the series of processes described above as a whole, and the functional blocks and databases used by the information processing device to realize this functionality are not particularly limited to the example in Figure 3.

[0109] Furthermore, although the example of placing the functional blocks and database on a single server was described, the placement location is not limited to Figure 3, and can be distributed across multiple information processing devices, or any other location is acceptable. Furthermore, a single functional block and database may consist of hardware alone, on separate hardware, as software alone, or as a combination of these.

[0110] When the processing of each functional block is to be executed by software, the programs that make up that software are read from the network or storage medium into the computer, such as the CPU of the information processing device. A computer may be one that is embedded in dedicated hardware. Alternatively, a computer may be implemented in an information processing device capable of executing various functions by loading various programs, such as a server, or in a general-purpose smartphone or personal computer.

[0111] Recording media containing such programs consist not only of removable media distributed separately from the main unit to provide programs to each user, but also of recording media provided to each user in a state where they are pre-installed in the main unit.

[0112] 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.

[0113] Furthermore, in this specification, the term "system" refers to an overall system composed of multiple devices, means, etc.

[0114] In the embodiment described above, the input information that serves as the source for generating "human capabilities" information was, for example, six types of information such as test results (scores) (1st information) from tests conducted by the service provider, competency survey results (behavioral characteristic evaluation results) (2nd information), internal company data (3rd information), basic attributes (4th information), industry attributes (5th information), and personality tendencies (6th information). However, other external scores, attributes, data, etc. may also be adopted and used in combination with the above 1st to 6th information.

[0115] In the above embodiment, examples were given of dividing business skills into four categories for evaluating basic business skills, such as business knowledge, planning and control, communication, and thinking (see Figure 4), and of classifying the evaluation indicators for "leadership ability" into four categories, such as strategy and organizational development, interpersonal negotiation, problem solving, and self-control (see Figure 12). However, these are merely examples. In other words, any m skills (where m is an integer of 1 or more) in each category related to the ability to achieve in a business setting can be adopted. In this case, the one or more skill items (elements) set for each skill are not particularly limited to the examples of the embodiments described above, and any p skill items (elements) (where p is an integer of 1 or more, independent of m) can be adopted.

[0116] In the above embodiment, the score was visualized on a five-point scale from "1" to "5" to represent the ability to achieve in a business setting, but this is just one example, and other methods may be used. In the above embodiment, a department of a company was described, but it could also be an organization or community, for example; any organization is sufficient. The target audience could also be employees of a company, or staff members of a department or office, for example; any target audience is sufficient. Furthermore, as information demonstrating fundamental business skills, tests were conducted for each skill item in each category, and normalized scores were obtained. However, other methods, such as obtaining the test scores themselves, would also suffice, as long as the information demonstrates fundamental business skills.

[0117] In the above embodiment, the operations of the "human ability" information generation unit 12, the leader aptitude determination unit 15, and the aptitude management range determination unit 16, which generate the current "human ability" information of the target user, were described as being performed by an AI model. However, by preparing a large amount of training data and training the AI ​​model with it, the processing results of each unit can be derived with higher accuracy. Furthermore, it is not limited to AI models; each part of the process may be executed using rule-based logic.

[0118] In summary, the information processing device to which the present invention applies only needs to have the following configuration, and various embodiments can be adopted. (1) That is, an information processing device to which the present invention is applied (for example, the server 10 in Figure 3) An input information acquisition means (for example, the input information acquisition unit 11 in Figure 3) acquires one or more pieces of information as subject input information from among the following: 1. Information indicating the current level of inherent abilities (for example, test results of a basic business skills diagnostic test); 2. Information indicating the current level of ability to act (for example, results of behavioral characteristic evaluations such as competency surveys); 3. Quantitative 3. Information regarding achievements or results (for example, internal corporate data of the user held by the company); 4. Information indicating basic attributes (work history, work history, work experience, etc.); 5. Information indicating industry attributes; and 6. Information indicating personality tendencies. Based on the subject input information, a "human power" information generation means (for example, the "human power" information generation unit 12 in Figure 3) generates "human power" information (for example, a collection of visualized numerical values ​​for each element 62 for each category 61 in Figure 7) that indicates the "human power" of the subject (for example, a user, etc.) at a predetermined point in time (the current time), Based on the aforementioned "human capabilities" information, a recommendation means (for example, the aptitude management range determination unit 16 in Figure 3) generates recommendation information necessary for at least one of the following: the career development of the subject (for example, gaining experience as a leader) and the organizational structure related to the subject (for example, the size, arrangement, and hierarchy of the organization that the user can lead). It is equipped with. In this way, information necessary for at least one of the following—the career development of the target individual (e.g., the user) (e.g., gaining experience as a leader) and the organizational structure related to that individual (e.g., the size, arrangement, and hierarchy of the organization that the user can lead)—can be recommended as information to help leaders, candidates for leadership, their superiors, HR personnel, and other organizational members objectively understand the leadership capabilities of the person being trained (e.g., the user). This information can also be used for future organizational restructuring.

[0119] (2) In the above-mentioned information processing device (for example, the server 10 in Figure 3), The recommendation means (for example, the suitability management range determination unit 16 in Figure 3) generates recommendation information (for example, the target person meets the suitability requirements for leadership) that includes suitability elements for leadership for the target person (for example, the user) (for example, the number of people in an organization suitable for leadership, its arrangement, and hierarchy). This allows us to recommend to the requester the elements that make the target person (e.g., a user) suitable as a leader.

[0120] (3) In the above-mentioned information processing device (for example, the server 10 in Figure 3), The aforementioned suitability factors include at least one of the following: appropriate placement (for example, the person is suited to an organization centered around mid-level members) and appropriate hierarchy (for example, the person is suited to the first level as a leader in the organizational hierarchy shown in Figure 22). This allows organizations to determine the appropriate placement for each individual (what tasks and team members they are suited to, etc.) and the appropriate hierarchical level (which level of the organization they are suited to, etc.).

[0121] (4) In the above-mentioned information processing device (for example, the server 10 in Figure 3), The aforementioned "human capabilities" information consists of the values ​​of one or more elements set for each of multiple categories. The "human power" information generation means (for example, the "human power" information generation unit 12 in Figure 3) generates the "human power" information for the subject by calculating the respective values ​​of the one or more elements set for each of the multiple categories based on the subject input information. This allows us to represent "human capabilities" numerically for each category and element.

[0122] (5) In the above-mentioned information processing device (for example, the server 10 in Figure 3), An aptitude determination means (for example, the leader aptitude determination unit 15 in Figure 3) determines the suitability of the subject as a leader based on a comparison of the subject's "human capabilities" at the time of achieving the goal and the subject's "human capabilities" at the present time, using the "human capabilities" information of the subject. Furthermore, The recommendation means (for example, the suitability management range determination unit 16 in Figure 3) generates recommendation information (for example, recommending that the person gain leadership experience by managing a small team of 1 to 5 people) based on the determined suitability of the person as a leader. This will allow the individuals to use this information as a reference when considering their future careers as leaders.

[0123] (6) In the above-mentioned information processing device (for example, the server 10 in Figure 3), The "human capabilities" of the subject at the point of achieving their goal are calculated based on the "desired state" entered by the subject. This allows us to assess the subject's "people skills," or leadership abilities, in a way that aligns with their own desires.

[0124] (7) The information processing method performed by the information processing apparatus to which the present invention is applied is: A step to acquire subject input information (e.g., step S21 in Figure 6) involves acquiring one or more pieces of information as subject input information from among the following: 1) information indicating the current level of inherent abilities (e.g., test results of a basic business skills diagnostic test), 2) information indicating the current level of ability to act (e.g., results of behavioral characteristics measurement), 3) quantitative information regarding achievements or results (e.g., internal corporate data of the user held by the company), 4) information indicating basic attributes (work history, work history, work experience, etc.), 5) information indicating industry attributes, and 6) information indicating personality tendencies. A "human power" information generation step (for example, step S22 in Figure 6, etc.) generates "human power" information indicating the "human power" of the subject at a predetermined point in time, based on the subject input information, Based on the aforementioned "human capabilities" information, a recommendation step (for example, step S23 in Figure 6, etc.) generates recommendation information necessary for at least one of the following: the career development of the subject (for example, gaining experience as a leader) and the organizational structure related to the subject (for example, what kind of organization to create), including, It is possible.

[0125] (8) A program to which the present invention is applied is: A step to acquire subject input information (e.g., step S21 in Figure 6) involves acquiring one or more pieces of information as subject input information from among the following: 1) information indicating the current level of inherent abilities (e.g., test results of a basic business skills diagnostic test), 2) information indicating the current level of ability to act (e.g., results of behavioral characteristics measurement), 3) quantitative information regarding achievements or results (e.g., internal corporate data of the user held by the company), 4) information indicating basic attributes (work history, work history, work experience, etc.), 5) information indicating industry attributes, and 6) information indicating personality tendencies. A "human power" information generation step (for example, step S22 in Figure 6, etc.) generates "human power" information indicating the "human power" of the subject at a predetermined point in time, based on the subject input information, Based on the aforementioned "human capabilities" information, a recommendation step (for example, step S23 in Figure 6, etc.) generates recommendation information necessary for at least one of the following: the career development of the subject (for example, gaining experience as a leader) and the organizational structure related to the subject (for example, what kind of organization to create), The computer is made to perform control processing that includes this process. It is possible. [Explanation of symbols]

[0126] 1... Information processing system, 10... Server, 20, 20-1, 20-n... User terminal, 101... CPU, 102... ROM, 103... RAM, 104... Bus, 105... Input / Output interface, 106... Output unit, 107... Input unit, 108... Storage unit, 109... Communication unit, 110... Drive, 111... Removable media, 11... Input information acquisition unit, 12... "Human Power" information generation unit, 13... Visualization and presentation unit, 14... Development level information generation unit, 15... Leader aptitude determination unit, 16... Aptitude management range determination unit, 60... DB, NW... Network

Claims

1. An input information acquisition means that targets leaders or candidates for leadership and acquires one or more pieces of information as target input information for the target person from among the following:

1. Information indicating the current level of inherent abilities, 2. Information indicating the current level of ability to take action, 3. Quantitative information regarding achievements or results, 4. Information indicating basic attributes, 5. Information indicating industry attributes, and 6. Information indicating personality tendencies. A "human power" information generation means that generates "human power" information indicating the "human power" of the subject at a predetermined point in time, based on the subject input information, A recommendation means that generates recommendation information based on the aforementioned "human capabilities" information, which is necessary for at least one of the following: the career development of the subject and the organizational structure related to the subject. An information processing device equipped with the following features.

2. The recommendation means generates the recommendation information which includes the leader's suitability elements for the target person. The information processing apparatus according to claim 1.

3. The aforementioned appropriate elements include at least one of appropriate placement and appropriate hierarchy. The information processing apparatus according to claim 2.

4. The aforementioned "human capabilities" information consists of the values ​​of one or more elements set for each of multiple categories. The "human power" information generation means generates the "human power" information for the subject by calculating the respective values ​​of the one or more elements set for each of the multiple categories based on the subject input information. The information processing apparatus according to claim 1.

5. An aptitude determination means for determining the suitability of a subject based on a comparison of the subject's "human capabilities" at the time of achieving the goal and the subject's "human capabilities" at the present time, using the "human capabilities" information of the subject. Furthermore, The recommendation means generates the recommendation information based on the suitability of the determined target person. The information processing apparatus according to claim 1.

6. The "human capacity" of the subject at the point of achieving their goal is calculated based on the desired state entered by the subject. The information processing apparatus according to claim 3 or 4.

7. In an information processing method executed by an information processing device, The input information acquisition step involves acquiring one or more pieces of information as subject input information for a leader or candidate leader, from among the following: 1) Information indicating the current level of inherent abilities, 2) Information indicating the current level of ability to act, 3) Quantitative information regarding achievements or results, 4) Information indicating basic attributes, 5) Information indicating industry attributes, and 6) Information indicating personality tendencies. A "human power" information generation step that generates "human power" information indicating the "human power" of the subject at a predetermined point in time, based on the subject input information, A recommendation step that generates recommendation information based on the aforementioned "human capabilities" information, which is necessary for at least one of the following: the career development of the subject and the organizational structure related to the subject. Information processing methods including

8. On the computer, The input information acquisition step involves acquiring one or more pieces of information as subject input information for a leader or candidate leader, from among the following: 1) Information indicating the current level of inherent abilities, 2) Information indicating the current level of ability to act, 3) Quantitative information regarding achievements or results, 4) Information indicating basic attributes, 5) Information indicating industry attributes, and 6) Information indicating personality tendencies. A "human power" information generation step that generates "human power" information indicating the "human power" of the subject at a predetermined point in time, based on the subject input information, A recommendation step that generates recommendation information based on the aforementioned "human capabilities" information, which is necessary for at least one of the following: the career development of the subject and the organizational structure related to the subject. A program that executes control processes, including those mentioned above.

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