Information processing system, information processing method, and program

Abstract

I want to know the appropriate number of personnel in each of the multiple organizational units that make up my organization. [Solution] In an information processing system in which a server device and a client device are communicatively connected via a network, the server device receives a request from the client device to display a fulfillment rate display screen based on a specified operation, acquires internal information about the organization, estimates the appropriate number of people in each of multiple organizational units that make up the organization based on the internal information, calculates the fulfillment rate of people in each of multiple organizational units that make up the organization based on the number of people belonging to each of the multiple organizational units that make up the organization and the appropriate number of people, and outputs a screen including information indicating the fulfillment rate to the client device.

Description

[Technical field]

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

[0002] Patent Document 1 discloses a personnel recruitment support method for supporting personnel recruitment in an organization. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] JP 2020-091808 A Summary of the Invention [Problem to be solved by the invention]

[0004] There is a demand to know the appropriate number of personnel for each of the multiple organizational units that make up an organization. The technology of Patent Document 1 cannot satisfy such a demand. [Means for solving the problem]

[0005] According to one aspect of the present disclosure, an information processing system is provided. The information processing system has at least one or more control units. The control unit acquires internal information of an organization. The control unit estimates an appropriate number of people in each of a plurality of organizational units constituting the organization based on the internal information. The control unit calculates a staffing rate for each of a plurality of organizational units constituting the organization based on the number of people belonging to each of the plurality of organizational units constituting the organization and the appropriate number of people. The control unit outputs a screen including information indicating the staffing rate. [Brief description of the drawings]

[0006] [Figure 1] FIG. 1 is a diagram illustrating an example of a system configuration of an information processing system. [Diagram 2]FIG. 2 is a diagram illustrating an example of a hardware configuration of the server device. [Diagram 3] FIG. 3 is a diagram illustrating an example of a hardware configuration of the client device. [Figure 4] FIG. 4 is a sequence diagram illustrating an example of information processing in the information processing system. [Diagram 5] FIG. 5 is a diagram showing an example of the fulfillment rate display screen. [Figure 6] FIG. 6 is a diagram showing an example of the fulfillment rate display screen. [Figure 7] FIG. 7 is a diagram showing an example of the fulfillment rate display screen. [Figure 8] FIG. 8 is a diagram showing an example of the fulfillment rate display screen. [Figure 9] FIG. 9 is a diagram showing an example of the fulfillment rate display screen. [Figure 10] FIG. 10 is a diagram showing an example of the fulfillment rate display screen. [Figure 11] FIG. 11 is a diagram showing an example of the fulfillment rate display screen. [Figure 12] FIG. 12 is a sequence diagram showing an example of information processing in the information processing system according to the tenth modification. [Figure 13] FIG. 13 is a sequence diagram showing an example of information processing in the information processing system according to the twelfth modification. DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS

[0007] Hereinafter, an embodiment of the present invention will be described with reference to the drawings. Various features shown in the following embodiment can be combined with each other. The same applies to the following modified examples.

[0008] In the embodiments, the term "unit" may include, for example, a combination of hardware resources implemented by a circuit in the broad sense and software information processing that can be specifically realized by these hardware resources. In addition, the embodiments handle various information, which is represented by, for example, physical values ​​of signal values ​​representing voltage and current, high and low signal values ​​as a binary bit set consisting of 0 or 1, or quantum superposition (so-called quantum bits), and communication and calculation can be performed on the circuit in the broad sense.

[0009] In addition, a circuit in the broad sense is a circuit realized by at least appropriately combining a circuit, circuitry, a processor, a memory, etc. In other words, it includes an application specific integrated circuit (ASIC), a programmable logic device (e.g., a simple programmable logic device (SPLD), a complex programmable logic device (CPLD), and a field programmable gate array (FPGA)), etc.

[0010] <Embodiment 1> 1. System configuration diagram Fig. 1 is a diagram showing an example of a system configuration of an information processing system 1000. As shown in Fig. 1, the information processing system 1000 includes, as a system configuration, a server device 100 and a client device 110. The server device 100 and the client device 110 are communicatively connected via a network 150. The network 150 may include either or both of a WAN (Wide Area Network) and the Internet. The network 150 is configured to enable communication between devices connected to the network 150 via wired and wireless connections.

[0011] The server device 100 provides a function of estimating the appropriate number of employees for each of multiple organizational units that make up an organization based on internal information of the organization, obtaining information on the number of employees in each organization and the current and / or future appropriate number of employees, and outputting the current and / or future fulfillment rate of each organization. Organizations include, for example, so-called companies, individual businesses, local governments, schools, and other organizations. In the present specification, a company will be used as an example of an organization. The server device 100 executes the main processes of the first embodiment and the like.

[0012] The client device 110 is a device or terminal used by an employee of a company, etc. The client device 110 displays screens such as those shown in Figs. 5 to 11, which will be described later.

[0013] For the sake of simplicity, FIG. 1 shows only one client device 110 included in the information processing system 1000, but the information processing system 1000 may include multiple client devices 110. In addition, FIG. 1 shows the client device 110 as a PC (Personal Computer), but the client device 110 is not limited to a PC. The client device 110 may be a smartphone or a tablet terminal. The client device 110 may be any device that can display a screen, which will be described later.

[0014] Here, the information processing system described in the claims may be composed of multiple devices or may be composed of one device. When the information processing system described in the claims is composed of one device, an example of the one device is the server device 100. When the information processing system is composed of multiple devices, the multiple devices are, for example, multiple server devices that provide the functions of the server device 100 in the form of a cloud server or the like.

[0015] 2. Hardware Configuration (1) Hardware Configuration of Server Device 100 FIG. 2 is a diagram illustrating an example of a hardware configuration of the server device 100. As shown in FIG. 2, the server device 100 includes, as its hardware configuration, a control unit 210, a storage unit 220, a communication unit 230, and a communication bus 240. The control unit 210, the storage unit 220, and the communication unit 230 are electrically connected inside the server device 100 via the communication bus 240.

[0016] The control unit 210 is, for example, a central processing unit (CPU) or the like, and performs overall processing and control related to the server device 100. The control unit 210 realizes various functions related to the server device 100 by reading out a predetermined program stored in the storage unit 220. That is, information processing by software stored in the storage unit 220 can be specifically realized by the control unit 210, which is an example of hardware, and executed as each functional unit included in the control unit 210. These will be described in more detail in the next section. Note that the control unit 210 is not limited to being single, and may be implemented with multiple control units 210 for each function. Also, a combination of these may be used.

[0017] The storage unit 220 stores various information defined by the above description. This may be, for example, a storage device such as an HDD (Hard Disk Drive), a ROM (Read Only Memory), a RAM (Random Access Memory), or an SSD (Solid State Drive) that stores various programs and the like related to the server device 100 executed by the control unit 210, or a memory that stores temporarily required information (arguments, arrays, etc.) related to the calculation of the program, or any combination of these, and stores programs, data used when the control unit 210 executes processing based on the programs, etc. The storage unit 220 is an example of a storage medium. In addition, the program for realizing the software appearing in the embodiments may be provided as a non-transitory computer-readable recording medium, or may be provided so as to be downloadable from an external server, or may be provided so that the program is launched on an external computer and its functions are realized on a client terminal (so-called cloud computing).

[0018] In the specification, data (e.g., internal company information, etc., described later) used by control unit 210 when executing processing based on a program is described as being stored in storage unit 220, but the data may be stored in a storage unit of another device capable of communicating with server device 100. In other words, the data may be stored in a storage unit of any device as long as control unit 210 can refer to or obtain the data. The program control unit 210 executes processing based on a program stored in storage unit 220, thereby realizing the functions of server device 100 and the processing of server device 100 in the sequence diagrams shown in FIGS. 4, 12, and 13, described later.

[0019] The communication unit 250 connects the server device 100 to the network 150 and manages communication with other devices. The communication unit 250 may be a wired communication means such as USB, IEEE1394, Thunderbolt (registered trademark), wired LAN network communication, etc., and may also include wireless LAN network communication, mobile communication such as 3G / LTE / 5G, BLUETOOTH (registered trademark) communication, etc. as necessary. In other words, it is more preferable to implement it as a collection of multiple communication means. In other words, the server device 100 may communicate various information from the outside via the communication unit 250 and the network 150. The number of each piece of hardware constituting the server device 100 is not limited to one, and may be more than one. The server device 100 may be in an on-premise form or in a cloud form. As the server device 10 in a cloud form, the above-mentioned functions and processes may be provided in the form of, for example, SaaS (Software as a Service) or cloud computing.

[0020] (2) Hardware Configuration of the Client Device 110 FIG. 3 is a diagram illustrating an example of a hardware configuration of the client device 110. As shown in FIG. As shown in FIG. 3, the client device 110 includes, as its hardware configuration, a control unit 310, a storage unit 320, an input unit 330, an output unit 340, a communication unit 350, and a communication bus 360.

[0021] The control unit 310 is, for example, a central processing unit (CPU) or the like, and performs overall processing and control related to the client device 110. The control unit 310 realizes various functions related to the client device 110 by reading out a predetermined program stored in the storage unit 320. That is, information processing by software stored in the storage unit 320 can be specifically realized by the control unit 310, which is an example of hardware, and executed as each functional unit included in the control unit 310. These will be described in more detail in the next section. Note that the control unit 310 is not limited to being single, and may be implemented with multiple control units 310 for each function. Also, a combination of these may be used.

[0022] The storage unit 320 stores various information defined by the above description. For example, this may be a storage device such as an HDD, ROM, RAM, SSD, etc., which stores various programs related to the client device 110 executed by the control unit 310, a memory which stores temporarily necessary information (arguments, arrays, etc.) related to the calculation of the program, or any combination of these, and stores the program, data used when the control unit 310 executes the process based on the program, etc. The storage unit 320 is an example of a storage medium. Note that in the specification, the data used when the control unit 310 executes the process based on the program is described as being stored in the storage unit 320, but the data may be stored in a storage unit of another device that can communicate with the client device 110. That is, the data may be stored in a storage unit of any device as long as the control unit 310 can refer to or obtain the data. The control unit 310 executes the process based on the program stored in the storage unit 320, thereby realizing the functions of the client device 110 and the process of the client device 110 in the sequence diagrams shown in Figures 4, 12, and 13 described later.

[0023] The input unit 330 is a device that inputs information to the client device 110 in response to an operation by an operator. The input unit 330 accepts an operation input made by a user. The operation input is transferred as a command signal to the control unit 310 via the communication bus 360. The control unit 310 may execute a predetermined control or calculation based on the transferred command signal as necessary. The input unit 330 may be included in the housing of the client device 110 or may be externally attached. For example, the input unit 330 may be implemented as a touch panel integrated with the output unit 340. When the input unit 330 is implemented as a touch panel, the user can input a tap operation, a swipe operation, or the like to the input unit 330. As the input unit 330, a switch button, a mouse, a track pad, a QWERTY keyboard, or the like can be adopted instead of a touch panel.

[0024] The output unit 340 is, for example, a display, and is a device that outputs information as a screen of a graphical user interface (GUI) that can be operated by a user. The output unit 340 may be included in the housing of the client device 110, or may be attached externally. Specifically, the output unit 340 can be implemented as a display device such as a CRT display, a liquid crystal display, an organic EL display, or a plasma display. It is preferable that these display devices are implemented by selectively using them according to the type of the client device 110.

[0025] The communication unit 350 connects the client device 110 to the network 150 and manages communications with other devices.

[0026] 3. Information Processing The information processing of the first embodiment will be described below.

[0027] (1) Overview of the process The control unit 210 acquires internal information of the company. The control unit 210 estimates the current or future appropriate number of people in each of the multiple organizational units that make up the company based on the internal information. The control unit 210 calculates the sufficiency rate of the number of people in each of the multiple organizational units that make up the company based on the number of people belonging to each of the multiple organizational units that make up the company and the appropriate number of people. The control unit 210 outputs a screen including information indicating the sufficiency rate.

[0028] With this configuration, it is possible to output information indicating an appropriate fulfillment rate for each of a plurality of organizational units that make up a company. The organizational units that make up a company refer to the components of the organizational structure that are established to carry out the company's business, etc. Examples of organizational units include business divisions, headquarters, departments, sections, divisions, groups, projects, etc. In the following, we will explain using a department as an example of an organizational unit.

[0029] (2) Details of the processing FIG. 4 is a sequence diagram showing an example of information processing in the information processing system 1000. As shown in FIG. In sequence SQ401, the control unit 310 of the client device 110 transmits a display request for a fulfillment rate display screen based on a predetermined operation to the server device 100. The control unit 210 receives the display request for the fulfillment rate display screen from the client device 110.

[0030] In sequence SQ402, the control unit 210 acquires internal information of the company from the memory unit 220, etc. The internal information of the company includes at least the company's business plan. The company's business plan includes the company's future sales target or personnel plan (for example, number of employees, labor costs, recruitment target, ratio of managers, etc.). In the following, "one year later" is used as an example of "future". However, this does not limit the embodiment. It may be two years later, three years later, or after a predetermined period of time has passed. The sales target may be sales amount, or may be information set by the control unit 210 based on the following information. The same applies hereinafter. Number of subscribers Average sales price per customer ·Churn rate

[0031] In addition, if the business plan includes sales for the current period and the sales growth rate for one year from now rather than a sales target for one year from now, the control unit 210 may determine the sales target for one year from now based on the sales for the current period and the sales growth rate for one year from now, which are included in the business plan. For the sake of simplicity, the following explanation will be given assuming that the business plan includes a sales target for one year from now.

[0032] Further internal company information includes: -Company sales targets for the current year and the year ahead -Company sales goals for this year The current number of employees in each department that makes up the company - Number of employees in each department that makes up the company ·Company's past sales Configuration information that describes the organization of the company Here, the corporate configuration information includes the names of departments, the roles of the departments, relationship information between departments, the names of department managers, the job titles of the managers, the contact information of the managers, facial images of the managers, the names of members of the departments, the job titles of the members, the contact information of the members, facial images of the members, etc. The control unit 210 generates an organization chart, which will be described later, based on the configuration information. In the following description, "one year ago" is used as an example of "the past." However, this does not limit the embodiment. It may be two years ago, three years ago, or any other time before a predetermined period of time has passed.

[0033] In sequence SQ403, the control unit 210 estimates the appropriate number of employees in one year from now for each of the multiple departments that make up the company based on the acquired internal information. For example, if the sales target for one year from now is 1.5 times the sales for this year, the control unit 210 estimates the appropriate number of employees in each department one year from now to be 1.5 times the current number of employees. The control unit 210 also estimates the appropriate number of employees currently in each of the multiple departments that make up the company based on the acquired internal information. For example, if the sales target for this year is 1.2 times the sales for one year ago, the control unit 210 estimates the appropriate number of employees in each department for this year to be 1.2 times the number of employees in each department one year ago. In the following description, for the sake of simplicity, unless otherwise specified, it is assumed that the control unit 210 estimates the appropriate number of people in the future. Furthermore, the number of people included in the internal information may include information on company members who work in multiple departments, etc. For example, if a member works in two departments (department A and department B) and the ratio of work is A:B, 30%:70%, the number of people in department A may be counted as 0.3 and the number of people in department B may be counted as 0.7, and may be included.

[0034] The control unit 210 may estimate the appropriate number of employees based on different estimation methods depending on whether the department that constitutes the company is an indirect department or a direct department.

[0035] Direct departments are departments that directly contribute to a company's sales, such as the sales department, manufacturing department, and development department, and are also known as the front office. Indirect departments are departments that play a role in supporting corporate activities and indirectly contribute to sales and profits by supporting the work of direct departments, such as the human resources department, general affairs department, accounting department, legal department, and public relations department, and are also known as the back office. Note that what is a direct department and what is an indirect department may vary depending on the company. Information on whether each of the multiple departments that make up a company is an indirect department or a direct department is included in internal information.

[0036] For example, when the departments constituting the company are direct departments, the control unit 210 estimates the appropriate number of staff for each of the multiple departments constituting the company based on the sales budget one year from now for each of the multiple departments constituting the company and the sales efficiency of each of the multiple departments constituting the company. That is, in this configuration, the internal information of the company includes the sales budget one year from now and the sales efficiency for the direct departments. The sales efficiency is the sales amount per employee.

[0037] For example, when the departments constituting the company are indirect departments, the control unit 210 may estimate the appropriate number of staff in each of the multiple departments constituting the company based on the key performance indicators and the growth rate of the key performance indicators one year later (for example, calculated from a business plan and / or past performance). That is, in such a configuration, the internal information of the company includes the key performance indicators and the growth rate of the key performance indicators one year later for the indirect departments. Note that the key performance indicators and the growth rate of the key performance indicators one year later may be set to different values ​​for each indirect department. For example, when the department is the human resources department, the key performance indicators are organizational information such as the number of employees, when the department is the intellectual property department, the key performance indicators are intellectual property information such as the number of applications for patents, trademarks, etc., when the department is the accounting department, the key performance indicators are financial information such as capital, and when the department is the legal department, the key performance indicators are the number of contracts, etc.

[0038] In sequence SQ404, the control unit 210 calculates the personnel sufficiency rate for each of the multiple departments one year from now based on the estimated appropriate number of employees one year from now and the estimated number of employees one year from now using the following (Equation 1A). Fulfillment rate one year later = Number of employees in each department one year later / Appropriate number of employees in each department one year later (Formula 1A) The process of sequence SQ404 is an example of a process in which control unit 210 acquires the staffing ratio for each of a plurality of departments constituting a company based on the optimum number of employees and the number of employees. For example, the control unit 210 may input the current number of employees into the trained model, and obtain the number of employees output from the trained model as the number of employees one year from now. The trained model is a trained model trained using the past number of employees in each department as input data and the current number of employees in each department as output data. Note that the control unit 210 may estimate the turnover rate of each department based on internal information as described below, and estimate the number of employees one year from now from the estimated turnover rate. The turnover rate is an index that represents, as a ratio, how many workers who were employed at a certain point in time left that job within a certain period of time. An example of the turnover rate is the resignation rate. Another example of the turnover rate is the leave rate.

[0039] Similarly, the control unit 210 calculates the current personnel sufficiency rate for each of a plurality of departments based on the estimated current optimum number of people and the current number of people belonging to the departments, using the following (Formula 1B). Current fulfillment rate = current number of employees in each department / current appropriate number of employees in each department (Formula 1B) The control unit 210 may obtain the fulfillment rate for each role (each position). For example, when obtaining the fulfillment rate for each department of a company, the control unit 210 may obtain the fulfillment rate of the manager of the department and the fulfillment rate of the person managed in the department. Furthermore, when the person managed has different roles such as an engineer and an office worker, the control unit 210 may obtain the fulfillment rate for each role. The same applies hereinafter.

[0040] In sequence SQ405, the control unit 210 generates a screen (fulfillment rate display screen) based on the enterprise configuration information and the found fulfillment rate. In sequence SQ406, the control unit 210 transmits the generated fulfillment rate display screen to the client device 110. In sequence SQ407, the control unit 310 of the client device 110 controls the output unit 340 to display the received fulfillment rate display screen.

[0041] FIG. 5 is a diagram showing an example of a sufficiency rate display screen 500. The sufficiency rate display screen 500 includes a part of an organization chart 501 showing the structure of a company. The sufficiency rate display screen 500 also includes the sufficiency rate of each department. The sufficiency rate is an example of information about the appropriate number of people. In the example of FIG. 5, information 510 shows the total sufficiency rate of the SaaS business headquarters one year later. The total of the SaaS business headquarters means the total of the product planning department, product design department, product development department, quality control department, and customer service department in the SaaS business headquarters. Note that the sufficiency rate of the personnel attached to the SaaS business headquarters may be shown instead of the total sufficiency rate of the SaaS business headquarters. The same applies to the following figures (FIGS. 6 to 10). Information 520 shows the sufficiency rate of the product planning department in the SaaS business headquarters one year later. Information 530 shows the sufficiency rate of the product design department in the SaaS business headquarters one year later. Information 540 shows the sufficiency rate of the product development department in the SaaS business headquarters one year later. Information 550 indicates the fulfillment rate of the quality control department in the SaaS business headquarters one year later. Information 560 indicates the fulfillment rate of the customer service department in the SaaS business headquarters one year later.

[0042] 5, the fulfillment rate is indicated by a number (e.g., 90%, 60%, etc.), but the control unit 210 may indicate the fulfillment rate by the number of pictograms representing people, etc., instead of or together with the numbers, or may indicate the fulfillment rate in a visually comprehensible manner, such as a doughnut graph. The pictograms may also be called thumbnails.

[0043] FIG. 6 is a diagram showing an example of a fulfillment rate display screen 1200. In the example of FIG. 6, the fulfillment rate is shown by thumbnails. In the example of FIG. 6, information 1210 shows the fulfillment rate of the SaaS business headquarters one year from now. The black human-shaped thumbnail indicates that it is fulfilled. The white human-shaped thumbnail indicates that it is insufficient. The information 1210 shows a fulfillment rate of 4.3 / 5, i.e., about 86%. The information 1220 shows the fulfillment rate of the product planning department in the SaaS business headquarters one year from now. The information 1220 shows a fulfillment rate of 1 / 1, i.e., 100%. The information 1230 shows the fulfillment rate of the product design department in the SaaS business headquarters one year from now. The information 1230 shows a fulfillment rate of 1.1 / 1, i.e., 110%. The information 1240 shows the fulfillment rate of the product development department in the SaaS business headquarters one year from now. Information 1240 indicates a fulfillment rate of 3 / 5, or 60%. Information 1250 indicates a fulfillment rate of the quality control department in the SaaS business headquarters one year from now. Information 1250 indicates a fulfillment rate of 4.5 / 5, or 90%. Information 1260 indicates a fulfillment rate of the customer service department in the SaaS business headquarters one year from now. Information 1250 indicates a fulfillment rate of 3.5 / 5, or 70%. As described above, control unit 210 may display a number indicating the fulfillment rate together with the thumbnail.

[0044] The doughnut graph can also be called an indicator display. As another example, the control unit 210 may simply indicate the type of excess or shortage of capacity, or may indicate information indicating the degree of excess or shortage in multiple stages as a fulfillment rate, such as "significant shortage", "slight shortage", "no excess or shortage", "slight excess", and "significant excess". The same applies to the following modified examples.

[0045] According to the first embodiment, the control unit 210 can output a screen including an organizational chart and the sufficiency rate of each department (division). With this aspect, a recruiter in the personnel department or the like can grasp which departments are currently and / or will be short of staff in the future, and can carry out optimal recruiting activities. The control unit 210 may also output a screen including an organizational chart and the current and / or future fulfillment rates of each department (division). This process is an example of the control unit 210 including information on changes in the fulfillment rate over time on the screen.

[0046] FIG. 7 is a diagram showing an example of a fulfillment rate display screen 1300. In the example of FIG. 7, information 1310 to information 1360 are added compared to FIG. 6. Information 1310 indicates the current fulfillment rate of the SaaS business headquarters. Information 1320 indicates the current fulfillment rate of the product planning department in the SaaS business headquarters. Information 1330 indicates the current fulfillment rate of the product design department in the SaaS business headquarters. Information 1340 indicates the current fulfillment rate of the product development department in the SaaS business headquarters. Information 1350 indicates the current fulfillment rate of the quality control department in the SaaS business headquarters. Information 1360 indicates the current fulfillment rate of the customer service department in the SaaS business headquarters. As described above, the control unit 210 may display a number indicating the fulfillment rate together with the thumbnail. 7 shows the current fulfillment rate one year from now as an example of change in the fulfillment rate over time, but the control unit 210 may display all fulfillment rates after a predetermined period of time has elapsed, such as two years from now, three years from now, etc., on the screen instead of one year from now. The control unit 210 may generate and output a screen including estimated fulfillment rates for each year from now X years from now, in response to a setting operation via the screen. The control unit 210 may also display the change in the fulfillment rate over time using a line graph, a bar graph, an area graph, a histogram, etc.

[0047] For example, information 1310 indicates a 100% fulfillment rate. One year from now, information 1310 changes to information 1210. Information 1210 indicates a fulfillment rate of approximately 86%. Currently, the number of personnel is appropriate, but it indicates that there will be a shortage one year from now. Possible causes of the shortage include an increase in the appropriate number of personnel due to an increase in sales targets, and / or an expectation that despite an increase in personnel, some personnel will be reduced based on transfers and turnover rates.

[0048] Furthermore, for example, information 1340 indicates a fulfillment rate of 80%. One year from now, information 1340 changes to information 1240. Information 1240 indicates a fulfillment rate of 60%. This indicates that there is currently a staff shortage, but that there will be an even greater staff shortage one year from now. As mentioned above, the cause of the shortage may be a change in the appropriate number of people due to an increase or decrease in sales targets, and / or an expected reduction in staff due to transfers, leave of absence, retirement, or the like.

[0049] <Variation 1> The following describes Modification 1 of Embodiment 1. Modification 1 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 1 are similar to those of Embodiment 1.

[0050] The internal information of the first modification includes information on the recruitment costs in each of the multiple departments that make up the company in addition to the information described in the first embodiment. An example of the information on the recruitment costs is the amount of expenses that the company will incur in recruiting employees, that is, the amount of expenses that will occur in the future. However, the amount of expenses that the company actually incurred in recruiting employees in the past may be used as the information on the recruitment costs. However, for the sake of simplicity, the following explanation will be given assuming that the recruitment costs refer to the amount of expenses that will occur in the future. The recruitment costs may include internal costs and external costs. The internal costs are the costs associated with the recruitment work that occurs within the company. Examples of internal costs include the personnel costs of the recruiter, the personnel costs of the interviewer, transportation costs, accommodation costs, training costs, etc. Examples of external costs include commissions to recruitment agencies, recruitment advertising costs, and fees for using recruitment tools including job sites.

[0051] The control unit 210 of the first modification generates a fulfillment rate display screen as shown in FIG. 8. FIG. 8 is a diagram showing an example of a fulfillment rate display screen 600. Compared to the fulfillment rate display screen 500, the fulfillment rate display screen 600 of the first modification includes the hiring cost of each department along with the fulfillment rate. Information 610 includes the fulfillment rate and hiring cost of the SaaS business headquarters. Information 620 includes the fulfillment rate and hiring cost of the product planning department in the SaaS business headquarters. Information 630 includes the fulfillment rate and hiring cost of the product design department in the SaaS business headquarters. Information 640 includes the fulfillment rate and hiring cost of the product development department in the SaaS business headquarters. Information 650 includes the fulfillment rate and hiring cost of the quality control department in the SaaS business headquarters. Information 660 includes the fulfillment rate and hiring cost of the customer service department in the SaaS business headquarters.

[0052] FIG. 8 shows an example in which the hiring cost is displayed regardless of the value of the fulfillment rate, but additional information such as the hiring cost may be displayed only for positions with a fulfillment rate less than a predetermined value (e.g., less than 100%). The same applies to the modified examples shown below. When outputting additional information such as the hiring cost only for positions with a fulfillment rate less than a predetermined value (e.g., less than 100%), the control unit 210 may display the hiring cost per person as additional information when there is a shortage of two personnel, or may display the hiring cost for two people as additional information.

[0053] The control unit 210 may also display additional information such as the hiring cost when additional hiring is performed for a position with a fulfillment rate of a predetermined value or more (e.g., 100% or more). However, the control unit 210 may output the additional information in a different display mode depending on whether the fulfillment rate is less than the predetermined value (e.g., less than 100%) or not (e.g., 100% or more).

[0054] According to the first modification, a screen including the recruitment cost along with the fulfillment rate of each department can be generated and output. With this embodiment, a recruiter in the human resources department, for example, can grasp the departments that will have a manpower shortage now and / or in the future and the recruitment cost of each department, and can carry out optimal recruitment activities.

[0055] The control unit 210 may estimate the recruiting cost for each position requirement in each department based on not only internal information such as the past recruitment cost of the company, but also external information such as market data related to the recruiting cost of companies similar to the company obtained from an external service that operates a job change site, etc. For example, the control unit 210 may estimate the recruiting cost for each position requirement in each department as the average value of the past recruiting cost for each position requirement in each department of the company and the recruiting cost for each position requirement in each department of companies similar to the company, or may estimate the median or mode as the recruiting cost for each position requirement in each department.

[0056] <Variation 2> The following describes Modification 2 of Embodiment 1. Modification 2 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 2 are similar to those of Embodiment 1.

[0057] The internal information of the second modification includes information related to the hiring lead time in each of the multiple departments that make up the company, in addition to the information described in the first embodiment. One example of the information related to the hiring lead time is the period required for hiring (lead time). The period required for hiring is the period from the start of the recruitment to the decision to hire. 9 shows an example in which the hiring lead time is displayed regardless of the value of the filling rate, but as described above, additional information such as the hiring lead time may be displayed only for positions with a filling rate below a predetermined value (e.g., below 100%). The same applies to the modified examples shown below.

[0058] The control unit 210 of the second modification generates a fulfillment rate display screen as shown in FIG. 9. FIG. 9 is a diagram showing an example of a fulfillment rate display screen 700. The fulfillment rate display screen 700 of the second modification includes a hiring lead time in addition to the fulfillment rate, as compared with the fulfillment rate display screen 500. The information 710 includes the fulfillment rate and hiring lead time of the SaaS business headquarters. The information 720 includes the fulfillment rate and hiring lead time of the product planning department in the SaaS business headquarters. The information 730 includes the fulfillment rate and hiring lead time of the product design department in the SaaS business headquarters. The information 740 includes the fulfillment rate and hiring lead time of the product development department in the SaaS business headquarters. The information 750 includes the fulfillment rate and hiring lead time of the quality control department in the SaaS business headquarters. The information 760 includes the fulfillment rate and hiring lead time of the customer service department in the SaaS business headquarters.

[0059] According to the second modification, a screen including the recruitment lead time along with the sufficiency rate of each department can be generated and output. With this embodiment, a recruiter in the human resources department, for example, can grasp which departments will have a staff shortage now and / or in the future and the recruitment lead time of each department, and can carry out optimal recruitment activities. More specifically, for example, if the sufficiency rate indicates that there will be a shortage of one person in one year and the lead time for recruitment is six months (180 days), the recruiter in the human resources department, for example, can see that they will not be able to meet the deadline for recruiting for the relevant job type in the relevant department unless they start recruiting in six months.

[0060] The control unit 210 may estimate the hiring lead time for each position requirement of each department based not only on internal information such as the company's past hiring lead time, but also on external information such as market data related to hiring lead time acquired from external services that operate job change sites, etc. For example, the control unit 210 may estimate the hiring lead time for each position requirement of each department as the average value of the past hiring lead time for each position requirement of each department of the company and the hiring lead time for each position requirement of each department of companies similar to the company, or may estimate the median, mode, etc. as the hiring lead time for each position requirement of each department.

[0061] <Variation 3> The following describes Modification 3 of Embodiment 1. Modification 3 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 3 are similar to those of Embodiment 1.

[0062] The internal information of the third modification includes information related to the period from the start of employment in each of the multiple departments that make up the company (the employment period for positions that have already started employment but are not yet filled) in addition to the information described in the first embodiment. An example of the information related to the period from the start of employment is the period from the start of employment. The control unit 210 of the third modification may output the additional information of the fulfillment rate for positions for which there is a period of time since the start of employment, or may output the additional information only for positions for which the fulfillment rate is less than a predetermined value (for example, less than 100%) and there is a period of time since the start of employment, as described above. The same applies to the modifications described below.

[0063] According to the third modification, a screen including the period from the start of recruitment along with the sufficiency rate of each department can be generated and output. With this embodiment, a recruiter in the human resources department, for example, can grasp the current and / or future departments with manpower shortages and the status of recruitment activities in each department, and can carry out optimal recruitment activities.

[0064] The control unit 210 may estimate and list the period from the start of employment for each position requirement in each department based not only on internal information but also on external information such as market data related to the period from the start of employment obtained from an external service that operates a job change site, etc. For example, the control unit 210 may estimate the average value of the period from the start of employment for each position requirement in each department of the company and the period from the start of employment for each position requirement in each department of a company similar to the company as the period from the start of employment for each position requirement in each department, or may estimate the median or mode, etc. as the period from the start of employment for each position requirement in each department.

[0065] <Modification 4> The following describes Modification 4 of Embodiment 1. Modification 4 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 4 are similar to those of Embodiment 1.

[0066] The internal information of the fourth modified example includes information on the necessary population for acquiring positions in each department (division) in addition to the information described in the first embodiment. The necessary population for acquiring a position is the hiring population required to hire a certain number of people. The control unit 210 of the fourth modification generates and outputs a screen including information on the required population for acquiring positions in each department together with the fulfillment rate of each department.

[0067] According to the fourth modification, a screen including information on the population required for position acquisition together with the sufficiency rate of each department can be generated and output. With this embodiment, a recruiter in the human resources department, for example, can grasp the departments that will have a manpower shortage now and / or in the future and the population required for position acquisition in each department, and can carry out optimal recruiting activities.

[0068] The control unit 210 may estimate the required population for acquiring a position for each position requirement in each department based on not only internal information such as the required population for acquiring a position in the past of the company, but also external information such as market data related to the required population for acquiring a position obtained from an external service that operates a job change site, etc. For example, the control unit 210 may estimate the average value of the required population for acquiring a position for each position requirement in each department of the company and the required population for acquiring a position for each position requirement in each department of a company similar to the company as the required population for acquiring a position for each position requirement in each department, or may estimate the median or mode, etc. as the required population for acquiring a position for each position requirement in each department.

[0069] <Variation 5> The following describes Modification 5 of Embodiment 1. Modification 5 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 5 are the same as those in Embodiment 1.

[0070] The internal information of the fifth modification includes information on the return on investment (ROI) for recruitment of each department (division) in addition to the information described in the first embodiment. For example, the control unit 210 of the fifth modification calculates the ROI by dividing the "value the target human resource brings to the company" by the "recruitment cost." One example of the "value the target human resource brings to the company" is ELTV (Employee Life Time Value). The control unit 210 of the fifth modification generates and outputs a screen including information on the ROI of each department along with the fulfillment rate of each department.

[0071] According to the fifth modification, a screen including information on the return on investment along with the sufficiency rate of each department can be generated and output. With this embodiment, a recruiter in the human resources department, for example, can grasp the departments that are short of staff at present and / or in the future and the return on investment of each department, and can carry out optimal recruiting activities.

[0072] <Variation 6> The following describes Modification 6 of Embodiment 1. Modification 6 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 6 are similar to those of Embodiment 1.

[0073] The internal information of the sixth modified example includes, in addition to the information described in the first embodiment, expected value information regarding the occurrence rate or number of actions for the target job posting. The "action for the target job posting" includes a recruiter action, which is an action of the recruiter based on the target job posting, and a job seeker action, which is an action of the job seeker for the target job posting. The recruiter action includes a direct action that originates from the target job posting (e.g., sending a scouting document based on the target job posting, etc.) and an indirect action that originates from another action (e.g., sending a scouting document and making an offer for a job posting to which a job seeker has replied, or closing a job posting to which a scouting document has been sent, etc.). The job seeker action also includes a direct action that originates from the target job posting (e.g., applying for a job posting, etc.) and an indirect action that originates from another action (e.g., replying to a scouting document sent by the recruiter, accepting an offer for a job posting from the recruiter, or closing a job posting to which a job seeker has applied, etc.).

[0074] More specifically, the employer actions for which the control unit 210 of the sixth modification generates expected value information may include at least one of sending a scouting document to a job seeker based on a target job posting, a reply from the job seeker to the scouting document, and a job offer to the job seeker. This makes it possible to obtain the expected value of each action starting from the sending of a scouting document from the employer.

[0075] Furthermore, the job seeker actions for which the control unit 210 generates expectation information may include at least one of an application from a job seeker in response to a job posting and a job offer made to a job seeker who has applied. This makes it possible to obtain the expectation value of each action that begins with a job seeker's application. Furthermore, the control unit 210 may generate expectation information regarding passing a job interview (first interview, second interview, etc.) or receiving a job offer as an action based on the target job posting.

[0076] The reference information includes a correlation between the contents of the job posting and the occurrence or non-occurrence or number of occurrences of an action in the job posting. The reference information is stored in, for example, the storage unit 220. The reference information is an estimator constructed so as to be able to output expected value information (predicted occurrence rate or predicted number of occurrences of an action) of the target job posting by inputting the target job posting. The reference information is preferably an expected value calculation model that has been trained so as to be able to output expected value information by inputting the target job posting. In this case, the control unit 210 inputs the target job posting into the expected value calculation model of the artificial intelligence unit 120, and causes the expected value calculation model to output expected value information. As a result, by learning and modeling the tendency of job postings that are likely to result in an action such as a contract (decision to employ a job seeker) based on a model that has learned information on the reference job posting, which is an actually used job posting, it becomes possible to generate expected value information based on the occurrence or non-occurrence or number of occurrences of an actual action in a past job posting, and since the occurrence rate or number of occurrences of an action can be predicted, the accuracy of the predicted occurrence rate or number of occurrences of an action is improved.

[0077] The expected value calculation model is a learning model that predicts whether or not an action will occur in a target job posting, or the number of times it will occur. The expected value calculation model is a learning model that is trained using a reference job posting for learning and data on the occurrence rate or number of occurrences of the corresponding action as training data. A "reference job posting" is a job posting that is registered or has been registered in the job posting database, and that has actually posted a job posting in the past or is currently posting a job posting. In this case, the parameters of the expected value calculation model that have been calculated or tuned by learning correspond to the correlation between the content of the job posting and whether or not an action will occur in the job posting, or the number of times it will occur.

[0078] The expected value calculation model may be a generation AI including a large-scale language model. In this case, the control unit 210 inputs the target job posting, inputs a prompt including an instruction to predict and output the occurrence rate or occurrence number of the action of the target job posting to the expected value calculation model, and causes the expected value calculation model to output the occurrence rate or occurrence number of the action. In addition, the control unit 210 may input, in addition to the target job posting and the instruction to predict and output the occurrence rate or occurrence number of the action, a prompt in which, for example, one or more samples of the job posting and one or more samples of the occurrence rate or occurrence number of the action corresponding thereto are inserted as input and output samples to the expected value calculation model.

[0079] The control unit 210 may generate a probability of a job offer being concluded through the scout document as the expected value information. This makes it possible to obtain the probability of a job offer being concluded for the target job posting. The probability of a job offer being concluded may be expressed as a probability such as a percentage, or may be obtained and expressed as a score. A job offer being concluded means that a job seeker accepts a job offer from a recruiter and the job seeker is decided to be employed for the target job posting, and may be called a job offer decision. The probability of a job offer being concluded may be rephrased as the ease of conclusion, the expectation of a job offer, the possibility of conclusion, the ease of decision, the expectation of decision, or the possibility of decision.

[0080] The control unit 210 of the sixth modification generates and outputs a screen including expected value information regarding the occurrence rate or number of occurrences of an action for a target job posting together with the fulfillment rate of each department.

[0081] According to the sixth modification, a screen including expected value information regarding the occurrence rate or number of actions for the target job posting along with the fulfillment rate for each department can be generated and output. With this embodiment, a recruiter in, for example, a human resources department can grasp departments that are currently and / or in the future short of staff and expected value information regarding the occurrence rate or number of actions for the target job posting for each department, and can carry out optimal recruiting activities.

[0082] <Variation 7> The following describes Modification 7 of Embodiment 1. Modification 7 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 7 are similar to those of Embodiment 1.

[0083] The internal information of the seventh modification includes information on the trends of department performance of each department (division) in addition to the information described in the first embodiment. The control unit 210 of the seventh modification generates and outputs a screen including information on the trends of department performance of each department along with the fulfillment rate of each department. Examples of department performance include financial indicators, customer satisfaction indicators, and employee satisfaction indicators. The indicators used as department performance may be set to be different between direct departments and indirect departments.

[0084] According to the seventh modification, a screen including the sufficiency rate of each department and information on the performance trend of the department can be generated and output. With this embodiment, a recruiter in the human resources department, for example, can grasp information on departments that are short of staff at present and / or in the future and the performance trend of each department, and can carry out optimal recruiting activities.

[0085] <Variation 8> The following describes Modification 8 of Embodiment 1. Modification 8 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 8 are similar to those of Embodiment 1.

[0086] The control unit 210 of the eighth modified example generates a fulfillment rate display screen as shown in Fig. 10. Fig. 10 is a diagram showing an example of a fulfillment rate display screen 800. Compared to the fulfillment rate display screen 500, the fulfillment rate display screen 800 of the eighth modified example includes information indicating the number of employees and information indicating the appropriate number of employees. An example of information indicating the appropriate number of employees is the appropriate number of employees. An example of information indicating the number of employees is the number of employees.

[0087] Information 810 includes the sufficiency rate, number of employees, and appropriate number of employees of the SaaS Business Headquarters. The numerator 86 of 86 / 100 included in information 810 is the number of employees, and the denominator 100 is the appropriate number of employees. Information 820 includes the sufficiency rate, number of employees, and appropriate number of employees of the Product Planning Department in the SaaS Business Headquarters. The numerator 20 of 20 / 20 included in information 820 is the number of employees, and the denominator 20 is the appropriate number of employees. Information 830 includes the sufficiency rate, number of employees, and appropriate number of employees of the Product Design Department in the SaaS Business Headquarters. The numerator 22 of 22 / 20 included in information 830 is the number of employees, and the denominator 20 is the appropriate number of employees. Information 840 includes the sufficiency rate, number of employees, and appropriate number of employees of the Product Development Department in the SaaS Business Headquarters. The numerator 12 of 12 / 20 included in information 840 is the number of employees, and the denominator 20 is the appropriate number of employees. Information 850 includes the staffing rate, number of employees, and appropriate number of employees for the quality control department in the SaaS business headquarters. The numerator of 18 / 20 included in information 850 is 18, which is the number of employees, and the denominator of 20 is the appropriate number of employees. Information 860 includes the staffing rate, number of employees, and appropriate number of employees for the customer service department in the SaaS business headquarters. The numerator of 14 / 20 included in information 860 is 14, which is the number of employees, and the denominator of 20 is the appropriate number of employees.

[0088] According to the eighth modification, a screen including the number of employees and the appropriate number of employees along with the sufficiency rate of each department can be generated and output. With this embodiment, a recruiter in, for example, a human resources department can grasp the departments that will have a staff shortage now and / or in the future, as well as the actual number of employees and the appropriate number of employees in each department, and can carry out optimal recruiting activities.

[0089] In the eighth variant, it has been explained that the number of employees and the appropriate number of employees are displayed on the fulfillment rate display screen together with the fulfillment rate, but the control unit 210 may also include either the number of employees or the appropriate number of employees on the display screen together with the fulfillment rate. The control unit 210 may display the number of employees and the appropriate number of employees as thumbnails or indicators as shown in the first embodiment. When displaying the number of employees as thumbnails, the control unit 210 may display face images, face photos, or any icon set by the user of the people who belong to the department. An icon is a small picture image or symbol image displayed on the screen. In this manner, for example, a recruiter in the human resources department or the like can grasp the unique image of a specific person along with the fulfillment rate, making it easier to grasp the status of each organization with an image, improving manageability and improving the visibility of information.

[0090] <Variation 9> The following describes Modification 9 of Embodiment 1. Modification 9 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 9 are similar to those of Embodiment 1.

[0091] The control unit 210 of the ninth modification generates a fulfillment rate display screen as shown in FIG. 11. FIG. 11 is a diagram showing an example of a fulfillment rate display screen 900. The fulfillment rate display screen 900 of the ninth modification does not include an organizational chart, as compared with the fulfillment rate display screen 500. The fulfillment rate display screen 900 includes a department selection area 910 and a fulfillment rate display area 920. The department selection area 910 is an area in which departments included in a company are displayed. The operator selects one department from the departments displayed in the department selection area 910. In the example of FIG. 11, it is shown that "Corporate Planning Headquarters" is selected in the department selection area 910. The fulfillment rate display area 920 is an area in which a list of fulfillment rates of the departments selected in the department selection area 910 is displayed. In the example of FIG. 11, a list of fulfillment rates of the departments of the Corporate Planning Headquarters is displayed. That is, the screen of FIG. 11 includes a list of information regarding the appropriate number of people.

[0092] In the example of Fig. 11, all the departments included in the Corporate Planning Headquarters are arranged in ascending order from the one with the lowest fulfillment rate, but this is not limited to this. For example, in the example of Fig. 11, fulfillment rates less than a predetermined value (100%) are given priority over fulfillment rates equal to or greater than the predetermined value (100%) and are indicated in capital letters, but the control unit 210 may output only the fulfillment rates less than the predetermined value (100%) in ascending order from the one with the lowest fulfillment rate.

[0093] The control unit 210 may also include the hiring cost on the screen together with the fulfillment rate, as shown in Modification 1. Then, based on a predetermined operation, the control unit 210 may rearrange the data (fulfillment rate+hiring cost) included in the list in descending order from the highest hiring cost, or may rearrange the data included in the list in ascending order from the lowest hiring cost.

[0094] Furthermore, the control unit 210 may cause the screen to include the hiring lead time together with the fulfillment rate, as shown in Modification Example 2. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+hiring lead time) in descending order from the longest hiring lead time, or may rearrange the data included in the list in ascending order from the shortest hiring lead time.

[0095] Furthermore, the control unit 210 may cause the period since the start of employment to be included on the screen together with the fulfillment rate, as shown in Modification Example 3. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+period since the start of employment) in descending order from the data with the longest period since the start of employment, or may rearrange the data included in the list in ascending order from the data with the shortest period since the start of employment.

[0096] Furthermore, the control unit 210 may cause information on the required population for obtaining a position to be included on the screen together with the fulfillment rate, as shown in Modification Example 4. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+required population for obtaining a position) in descending order from the data with the largest required population for obtaining a position, or may rearrange the data included in the list in ascending order from the data with the smallest required population for obtaining a position.

[0097] Furthermore, the control unit 210 may cause information on the return on investment to be included on the screen together with the fulfillment rate, as shown in Modification 5. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+return on investment) in descending order from the highest return on investment rate, or may rearrange the data included in the list in ascending order from the lowest return on investment rate.

[0098] Furthermore, the control unit 210 may cause the screen to include, together with the fulfillment rate, information on the expected value regarding the occurrence rate or number of occurrences of an action for the target job listing, as shown in Modification Example 6. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+expected value regarding the occurrence rate or number of occurrences of an action) in descending order from the data with the highest expected value regarding the occurrence rate or number of occurrences of an action for the target job listing, or may rearrange the data included in the list in ascending order from the data with the lowest expected value regarding the occurrence rate or number of occurrences of an action for the target job listing.

[0099] Furthermore, the control unit 210 may cause information on the department performance trend to be included on the screen together with the fulfillment rate, as shown in Modification Example 7. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+department performance trend) in descending order from the best department performance trend, or may rearrange the data included in the list in ascending order from the worst department performance trend.

[0100] Furthermore, the control unit 210 may cause the number of members and the appropriate number of members to be included on the screen together with the fulfillment rate, as shown in Modification Example 8. Then, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+number of members+appropriate number of members) in descending order from the number of members that is the highest, or may rearrange the data included in the list in ascending order from the number of members that is the lowest. Also, based on a predetermined operation, the control unit 210 may rearrange the data included in the list (fulfillment rate+number of members+appropriate number of members) in descending order from the number of members that is the highest, or may rearrange the data included in the list in ascending order from the number of members that is the lowest.

[0101] According to the ninth modification, a list of the vacancy rates of each department can be output on the screen. In addition to the vacancy rates, the recruitment cost, the recruitment lead time, the period from the start of recruitment, the required population for obtaining the position, the return on investment, the expected value regarding the occurrence rate or the number of actions taken on the target job posting, the performance trend of the department, and the number of employees or the optimum number of employees can be output. In addition, the order of the data included in the list can be changed according to a specified operation. With this embodiment, for example, a recruiter in the human resources department or the like can carry out optimal recruitment activities after grasping the recruitment-related information for the entire organization. The control unit 210 may select any combination of two or more pieces of information from a plurality of pieces of information such as the hiring cost, the hiring lead time, the period from the start of hiring, the required population for obtaining a position, the return on investment, the expected value regarding the occurrence rate or the number of occurrences of an action on the target job posting, the tendency of department performance, the number of employees belonging to the department or the optimum number of employees, etc., and output the selected combination together with the fulfillment rate. In other words, the control unit 210 may output data including a combination of any two or more pieces of information among the above-mentioned plurality of pieces of information other than the fulfillment rate on the screen.

[0102] <Modification 10> The following describes Modification 10 of Embodiment 1. Modification 10 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 10 are similar to those of Embodiment 1.

[0103] FIG. 12 is a sequence diagram showing an example of information processing in the information processing system 1000 according to the tenth modification. The internal information of the tenth modification includes the results of a survey of each of the multiple departments that make up the company. The survey is a satisfaction survey of employees, and is conducted in the form of a questionnaire. The contents of the survey include, for example, satisfaction with the work content, satisfaction with the work environment, human relationships with superiors and colleagues, empathy with the company's vision or philosophy, job satisfaction, satisfaction with career development, satisfaction with salary and employee benefits, etc. The questionnaire may be free-form or may be a rating scale format in which a number of points out of five are selected.

[0104] In sequence SQ1001, the control unit 210 estimates the turnover rate of each department one year from now based on the results of a survey of employees in each of the multiple departments that make up the company, which are included in the internal information. The control unit 210, for example, inputs the results of the survey of each department into a trained model. The trained model is a trained model trained using the survey results as input data and data indicating the possibility of quitting (e.g., the percentage probability of quitting, etc.) as output data. The control unit 210 estimates the turnover rate of each department one year from the data indicating the possibility of quitting for each position in each department output from the trained model and the number of employees in each department. The processing of sequence SQ1001 is an example of a process for acquiring the turnover rate for each of a plurality of departments that make up an organization. The processing of sequence SQ1001 is also an example of a process for estimating the turnover rate for each of a plurality of departments that make up an enterprise from the results of a survey.

[0105] In sequence SQ1002, the control unit 210 calculates the personnel sufficiency rate for each of the multiple departments one year from now based on the appropriate number of employees one year from now, the current number of employees, and the turnover rate one year from now using the following (Equation 2). Fulfillment rate one year from now = (Number of employees in each department one year from now - Current number of employees in each department x Turnover rate one year from now) / Appropriate number of employees in each department one year from now (Formula 2) The process of calculating the numerator in (Equation 2) is an example of a process of estimating the future number of employees in each of multiple organizational units that make up an organization based on the number of employees and the turnover rate. The process of calculating the sufficiency rate in (Equation 2) is an example of a process of calculating the sufficiency rate of future employees in each of multiple organizational units that make up an organization based on the future number of employees and the future optimum number of employees.

[0106] According to the tenth modification, the number of employees planning to resign can be estimated from the survey results, and the number of employees one year from now can be calculated by subtracting the number of employees planning to resign from the total number of employees. The fulfillment rate one year from now can then be calculated from the number of employees one year from now and the appropriate number of employees one year from now.

[0107] The contents of the survey are not limited to those described above, and may be something like eNPS (Employee Net Promoter Score). eNPS is a numerical representation of the "recommended degree of the workplace" by asking "how much would you like to recommend your workplace to a close acquaintance or friend?". For example, the control unit 210 asks about the recommended degree of the workplace on an 11-point scale from 0 to 10, and classifies 9 to 10 points as promoters, 7 to 8 points as neutrals, and 0 to 6 points as detractors. The control unit 210 then determines the numerical value obtained by subtracting the percentage of detractors from the percentage of promoters as the eNPS. The control unit 210 may acquire the numerical value of the "recommended degree of the workplace" as the survey result. When outputting a list of the fulfillment rates of each department on the screen, the control unit 210 may output a numerical value of the "workplace recommendation level" of each department (hereinafter, also referred to as an eNPS value) in association with the fulfillment rate. In addition, the control unit 210 may rearrange the data included in the list in ascending order from the lowest eNPS value, or in descending order from the highest eNPS value, in response to a predetermined operation.

[0108] <Modification 11> The following describes Modification 11 of Embodiment 1. Modification 11 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 11 are similar to those of Embodiment 1.

[0109] The internal information in variant 11 includes past employee turnover rates for each of the multiple departments that make up the company.

[0110] The control unit 210 of the modification 11 estimates the number of employees expected to resign one year from each department based on the past turnover rate of each of the multiple departments constituting the company contained in the internal information. This process is an example of a process for estimating the number of employees expected to resign in the future from the turnover rate of each of the multiple departments constituting the company. The control unit 210 calculates the personnel sufficiency rate for each of the multiple departments one year from now based on the appropriate number of employees one year from now, the current number of employees, and the number of employees scheduled to resign one year from now.

[0111] According to the eleventh modification, the number of employees planning to resign can be estimated from the information on the past turnover rate, and the number of employees one year from now can be calculated by subtracting the number of employees planning to resign from the total number of employees. Then, the fulfillment rate one year from now can be calculated from the number of employees one year from now and the appropriate number of employees one year from now. The control unit 210 may estimate the turnover rate one year from now based on the survey results and past turnover rates.

[0112] <Modification 12> The following describes Modification 12 of Embodiment 1. Modification 12 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 12 are similar to those of Embodiment 1.

[0113] FIG. 13 is a sequence diagram showing an example of information processing in the information processing system 1000 according to the twelfth modification. In sequence SQ1101, the control unit 210 acquires external information from other systems and the like linked to the company via the network 150. The external information includes the number of employees in each of multiple departments constituting other companies similar to the company. Here, other companies similar to the company include other companies in the same industry as the company, other companies with similar products or services provided by the company, other companies with the same business model as the company, other companies competing with the company's business, and companies with similar company size or phase. The external information may include not only the number of employees in each department of the similar company, but also the turnover rate, as described below. In addition, the external information may include the job offer ratio, job offer rate, number of job seekers, number of hires, hiring lead time, and population required for hiring in each department of the similar company.

[0114] In sequence SQ1102, the control unit 210 estimates the appropriate number of employees one year from now in each of the multiple departments that make up the company based on the internal information acquired in sequence SQ402 and the external information acquired in sequence SQ1101. For example, if the sales target one year from now is 1.5 times the sales of the current fiscal year, the control unit 210 estimates the appropriate number of employees in each department one year from now to be 1.5 times the current number of employees, but corrects the appropriate number of employees in each department based on the average number of employees in each department of another company that has a similar business model and sales that are about 1.5 times that of our company. The process of sequence SQ1102 is an example of a process for estimating the optimum number of employees for each of a plurality of departments that make up a company based on internal information and external information.

[0115] According to the twelfth modification, the appropriate number of employees can be estimated based on the average number of employees in each department of other similar companies. The control unit 210 may determine, set, or correct the key performance indicators and the growth rates of the key performance indicators one year later contained in the corresponding internal information based on the external information acquired in sequence SQ1101. In addition, the control unit 210 may estimate the current appropriate number of employees for each department of the company based on the number of employees in each of multiple departments that make up other companies similar to the company included in the external information acquired in sequence SQ1101.

[0116] <Modification 13> The following describes Modification 13 of Embodiment 1. Modification 13 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 13 are similar to those of Embodiment 1.

[0117] The control unit 210 of the modification 13 also acquires external information. The external information of the modification 13 includes the past turnover rates of each of a plurality of departments that constitute other companies similar to the company.

[0118] The control unit 210 of the modification 13 estimates the number of people expected to leave one year from now for each department of a company based on the past turnover rates of each of the departments of other similar companies included in the external information. This process is an example of a process for estimating the number of people expected to leave one year from each of the departments of a company based on the turnover rate. The control unit 210 may estimate the number of people expected to retire one year from now by job type or age in each department that makes up the company, based on the turnover rate by job type or age in each of multiple departments that make up other similar companies, which is included in the external information.

[0119] The control unit 210 calculates the personnel sufficiency rate for each of the multiple departments one year from now based on the appropriate number of employees one year from now, the current number of employees, and the number of employees scheduled to resign one year from now.

[0120] According to the thirteenth modification, the number of employees planning to resign can be estimated from the information on the past turnover rate of other companies, and the number of employees one year from now can be calculated by subtracting the number of employees planning to resign from the total number of employees. Then, the fulfillment rate one year from now can be calculated from the number of employees one year from now and the appropriate number of employees one year from now.

[0121] <Modification 14> The following describes Modification 14 of Embodiment 1. Modification 14 is included in Embodiment 1, and is not an embodiment different from Embodiment 1. Configurations and processes not described in Modification 14 are similar to those of Embodiment 1.

[0122] The control unit 210 of the fourteenth modification may create a job posting for an organization and / or a job posting for an outside organization based on the position information (including the position information created / modified by the administrator). The position information is information including at least one of the related organization, the recruitment requirements, and the job content as the recruitment conditions. Here, the "related organization" is the organization that is recruiting for the position. The "recruitment requirements" are, for example, the experience and skills required for the recruited position. The "job content" is the specific job content and the job responsibilities of the recruited position. The recruiting conditions may further include the recruited position. The job posting is a document including multiple items such as the name of the recruited position, the job content or working conditions (annual salary, job type, industry, work location, etc.), the application qualifications, and appealing points. The job posting may also include other items such as the title of the job posting, the headline, and the information of the recruiter (organization) (company size (sales, number of employees, etc.), industry, etc.).

[0123] More specifically, the control unit 210 inputs the position information into a job posting creation model, which is a learning model, and causes the job posting creation model to output a job posting corresponding to the position targeted by the position information. This reduces the man-hours required to create a job posting to solicit applicants for the applied position, and also makes it possible to create an appropriate job posting corresponding to the position information. The job posting created by the control unit 210 is associated with the position information and registered in a database or the like stored in the storage unit 220.

[0124] The control unit 210 may cause the job posting creation model to output a first job posting and a second job posting as job postings. Here, the information included in the second job posting or the scope to which the information is made public is different from the information included in the first job posting or the scope to which the information is made public. This allows multiple types of job postings according to the targets of the recruitment to be created from one position information, thereby improving the efficiency of recruitment for applied positions.

[0125] In addition, the control unit 210 may cause the job posting creation model to output a job posting for internal recruitment (first job posting) targeting the managed persons included in the organization database. This allows a job posting for internal recruitment to be created from the position information, which can efficiently promote applications from the managed persons to open positions, or matching with the managed persons suitable for the open positions.

[0126] Furthermore, the control unit 210 may cause the job advertisement creation model to output an external job advertisement (second job advertisement) for job seekers included in a job seeker database organization in which job seekers outside the organization are registered. This allows an external job advertisement to be created from the position information, which can efficiently promote applications from job seekers for open positions or matching with job seekers suitable for open positions.

[0127] The creation of the first job posting and the creation of the second job posting are executed based on instructions from, for example, the client device 110. When an instruction to create the first job posting is input to the client device 110, the control unit 210 creates the first job posting. Also, when an instruction to create the second job posting is input to the client device 110, the control unit 210 creates the second job posting. For example, the control unit 210 causes the client device 110 to display a selection screen including an object (for example, a button) for instructing the creation of the first job posting and an object for instructing the creation of the second job posting. The control unit 210 accepts an instruction to create the first job posting or the second job posting by inputting an operation on either of the objects. The object for instructing the creation of the first job posting and the object for instructing the creation of the second job posting are displayed for each department on a fulfillment rate display screen in association with the fulfillment rate of each department, for example.

[0128] The first job posting has a narrower scope of disclosure (scope of people who can view it) than the second job posting. For example, the first job posting is disclosed only to people within the organization or to some people within the organization, while the second job posting is disclosed to people within and outside the organization.

[0129] In addition, the items described in the first and second job postings are different. For example, the first job posting does not include an introduction to the organization, but the second job posting does. The first job posting does not directly include an expected annual salary, but instead allows the grade or range of annual salary to be described, but the second job posting directly includes the expected annual salary. The first job posting allows the required grade (job rank, etc.) within the organization and related department (assignment) to be described, but the second job posting does not include these descriptions. The first job posting allows the required skills to be described in conjunction with the skills list within the organization, but the second job posting allows the required skills to be freely written. The first job posting allows the skills to be acquired to be described in conjunction with the skills list within the organization as a context of reskilling, but the second job posting does not include such descriptions. The first job posting includes a reporting line, but the second job posting does not include a reporting line.

[0130] Furthermore, the words and information used in the first and second job postings are different. For example, the first job posting may include in-house terminology (words used exclusively by the organization) and information that is not disclosed outside the organization in the sections on recruitment requirements, responsibilities, etc. On the other hand, the second job posting does not use in-house terminology and includes only information that is disclosed outside the organization.

[0131] The job posting creation model is a learning model that is trained to input position information (recruitment conditions) and output a job posting corresponding to the position targeted by the position information. In other words, the job posting creation model is a learning model that is trained using position information and the corresponding job posting data as training data.

[0132] The job posting creation model may include a first job posting creation model trained to output a first job posting, and a second job posting creation model trained to output a second job posting. In this case, when creating a first job posting, the control unit 210 inputs position information into the first job posting creation model, and when creating a second job posting, the control unit 210 inputs position information into the second job posting creation model. The job posting creation model may also be trained to output a first job posting and a second job posting by inputting one piece of position information.

[0133] The job posting creation model may also be a generative AI including a large-scale language model. In this case, the control unit 210 inputs position information, inputs a prompt including an instruction to create a job posting (first job posting and / or second job posting) based on the position information to the job posting creation model, and causes the job posting to be output by the job posting creation model. The control unit 210 may also input a prompt to the job posting creation model that includes, in addition to the job posting creation / output instruction and the position information, one or more position information samples and one or more corresponding job posting samples as input and output samples.

[0134] Furthermore, the control unit 210 may create a scouting document for the person to be managed or the job seeker based on the created job posting. The control unit 210 creates a scouting document by inputting the job posting into a scouting document creation model that has been trained to take the job posting as input and to output a scouting document. The creation of the scouting document is executed based on, for example, an instruction from the client device 110 to create a scouting document (input of the destination to which the scouting document is to be sent).

[0135] According to the fourteenth modification, it is possible to automatically create job postings and scouting texts for internal and external use related to the relevant department or position from the objects displayed on the fulfillment rate display screen. With this aspect, for example, a recruiter in the human resources department can reduce the man-hours required to create a job posting to solicit applicants for the target department or position, and can create an appropriate job posting according to the position information.

[0136] <Other Modifications> In the above embodiment, the server device 100 performs various storage and control, but multiple external devices may be used instead of the server device 100. In other words, various information and programs may be distributed and stored in multiple external devices using block chain technology or the like.

[0137] The aspect of the embodiment is not limited to the information processing system 1000, and may be an information processing method or a program. The information processing method includes each step executed by the information processing system 1000. The program causes a computer to execute each step of the information processing system 1000.

[0138] <Additional Notes> (Appendix 1) An information processing system, At least one control unit is included, The control unit is Obtaining internal information about the organization, estimating an appropriate number of people for each of a plurality of organizational units constituting the organization based on the internal information; calculating a sufficiency rate of personnel in each of a plurality of organizational units constituting the organization based on the number of employees in each of the plurality of organizational units constituting the organization and the appropriate number of employees; outputting a screen including information indicating the fulfillment rate; Information processing system. (Appendix 2) 2. An information processing system according to claim 1, The control unit is estimating a future appropriate number of employees in each of a plurality of organizational units constituting the organization based on the internal information; Information processing system. (Appendix 3) 3. An information processing system according to claim 2, The control unit is Obtaining an employee turnover rate for each of a plurality of organizational units constituting the organization; estimating a future number of employees in each of a plurality of organizational units constituting the organization based on the number of employees and the turnover rate; calculating a future staffing rate for each of a plurality of organizational units constituting the organization based on the future number of employees and the future appropriate number of employees; Information processing system. (Appendix 4) An information processing system according to any one of claims 1 to 3, The screen includes information on changes in the fill rate over time. Information processing system. (Appendix 5) An information processing system according to any one of claims 1 to 4, The control unit is Obtaining external information about the organization; estimating the appropriate number of people based on internal information of the organization and external information of the organization; Information processing system. (Appendix 6) 4. An information processing system according to claim 3, The internal information includes survey results for each of the organizational units constituting the organization and past turnover rates for each of the organizational units constituting the organization; The control unit is estimating the turnover rate of each of a plurality of organizational units constituting the organization from either or both of the results of the survey and the past turnover rates; Information processing system. (Appendix 7) 6. The information processing system according to claim 5, The external information includes turnover rates of each of a plurality of organizational units constituting other organizations similar to the organization; The control unit is estimating the turnover rate of each of a plurality of organizational units constituting the organization based on the turnover rate of the other organization; Information processing system. (Appendix 8) 8. An information processing system according to any one of claims 1 to 7, The control unit is Estimating the appropriate number of employees based on different estimation methods depending on whether the organizational units constituting the organization are indirect departments or direct departments; Information processing system. (Appendix 9) 9. The information processing system according to claim 8, The internal information includes a sales budget for each of a plurality of organizational units constituting the organization and a sales efficiency for each of a plurality of organizational units constituting the organization, The sales efficiency is the sales per person, The control unit is When the organizational units constituting the organization are direct departments, estimating an appropriate number of employees in each of the organizational units constituting the organization based on the internal information; Information processing system. (Appendix 10) 9. The information processing system according to claim 8, The internal information includes key performance indicators of each of a plurality of organizational units constituting the organization and growth rates of the key performance indicators; The control unit is When the organizational units constituting the organization are indirect departments, estimating an appropriate number of employees in each of the organizational units constituting the organization based on the internal information; Information processing system. (Appendix 11) 11. An information processing system according to any one of claims 1 to 10, The internal information includes configuration information indicating a configuration of the organization, The screen includes an organizational chart showing the structure of the organization and information about the appropriate number of employees, The organizational chart is generated from the configuration information. Information processing system. (Appendix 12) 12. An information processing system according to any one of claims 1 to 11, The screen includes a list of information regarding the appropriate number of people in each of a plurality of organizational units that constitute the organization. Information processing system. (Appendix 13) 13. An information processing system according to any one of claims 1 to 12, The screen includes: Information indicating the fulfillment rate; and Information regarding the recruitment costs in each of a plurality of organizational units constituting the organization; Information regarding the hiring lead time for each of a plurality of organizational units constituting the organization; Information indicating the appropriate number of people, or At least one piece of information indicating the number of members is included. Information processing system. (Appendix 14) An information processing method executed by an information processing system, comprising: Obtaining internal information about the organization, estimating an appropriate number of people for each of a plurality of organizational units constituting the organization based on the internal information; calculating a sufficiency rate of personnel in each of a plurality of organizational units constituting the organization based on the number of employees in each of the plurality of organizational units constituting the organization and the appropriate number of employees; outputting a screen including information indicating the fulfillment rate; Information processing methods. (Appendix 15) A program, Computer, A program for causing the information processing system according to any one of claims 1 to 13 to function as such.

[0139] Finally, although various embodiments of the present invention have been described, these are presented as examples and are not intended to limit the scope of the invention. The new embodiments can be implemented in various other forms, and various omissions, substitutions, and modifications can be made without departing from the spirit of the invention. The embodiments and their modifications are within the scope and spirit of the invention, and are included in the scope of the invention and its equivalents described in the claims.

[0140] Any of the variations may be implemented in combination with each other. [Explanation of symbols]

[0141] 100 Server Devices 110 Client device 150 Network 210 Control section 220 Storage section 230 Communications Department

Claims

1. An information processing system, At least one control unit is included, The control unit is Obtaining internal information about the organization, The internal information includes the current number of employees in each of a plurality of organizational units constituting the organization, the company's sales for the current fiscal year, and future sales targets; estimating a future appropriate number of employees for each of a plurality of organizational units constituting the organization from a sales growth rate based on a result of comparing the company's sales for this fiscal year with the future sales target and the current number of employees; Estimating the number of employees in the future from the current number of employees and the turnover rate; calculating a future staffing rate for each of a plurality of organizational units constituting the organization based on the future number of employees and the future appropriate number of employees; outputting a screen including information indicating the fulfillment rate; Information processing system.

2. 2. The information processing system according to claim 1, The internal information includes past employee turnover rates for each of a plurality of organizational units that constitute the organization; The control unit is estimating the turnover rate of each of a plurality of organizational units constituting the organization from the past turnover rates; Information processing system.

3. 2. The information processing system according to claim 1, The control unit is Obtaining external information about the organization; The external information includes turnover rates of each of a plurality of organizational units constituting other organizations similar to the organization; The control unit is estimating the turnover rate of each of a plurality of organizational units constituting the organization based on the turnover rate of the other organization; Information processing system.

4. An information processing method executed by an information processing system, comprising: Obtaining internal information about the organization, The internal information includes the current number of employees in each of a plurality of organizational units constituting the organization, the company's sales for the current fiscal year, and future sales targets; estimating a future appropriate number of employees for each of a plurality of organizational units constituting the organization from a sales growth rate based on a result of comparing the company's sales for this fiscal year with the future sales target and the current number of employees; Estimating the number of employees in the future from the current number of employees and the turnover rate; calculating a future staffing rate for each of a plurality of organizational units constituting the organization based on the future number of employees and the future appropriate number of employees; outputting a screen including information indicating the fulfillment rate; Information processing methods.

5. A program, Computer, A program for causing the information processing system according to any one of claims 1 to 3 to function as such.

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