Information processing device, information processing method, and program

Abstract

To provide a technology capable of more appropriately extracting human resources who can satisfy customer requirements. [Solution] The information processing device has a memory unit that stores a database that manages the work content of past work including work processes and possessed skills for each personnel, an acquisition unit that acquires required personnel information including the work content including the work process to be performed and desired possessed skills, a calculation unit that calculates a matching score for each personnel corresponding to the required personnel information using the database and weights for each work process that are set according to the planned work process, and an output unit that outputs the calculated matching score for each personnel.

Description

[Technical field]

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

[0002] Currently, a variety of industries are engaged in the personnel dispatch business. In the personnel dispatch business, personnel who are similar to the personnel required by the client who is the dispatch destination are extracted, and the extracted personnel are introduced to the dispatch destination. As a technology for improving the efficiency of personnel dispatch, for example, the technology described in Patent Document 1 is known. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Patent Publication No. 2021-043670 Summary of the Invention [Problem to be solved by the invention]

[0004] In the personnel dispatch business, delays in personnel placement can occur due to a mismatch between the personnel belonging to or registered with the personnel dispatching company and the personnel required by the customer. Therefore, it is desirable to appropriately select and dispatch personnel who meet the customer's requirements.

[0005] Therefore, an object of the present invention is to provide a technique that can more appropriately extract human resources that meet customer requirements. [Means for solving the problem]

[0006] An information processing device according to one embodiment of the present invention has a memory unit that stores a database that manages the work content and possessed skills of work that has been previously performed, including work processes, for each personnel, an acquisition unit that acquires required personnel information including the work content including the work process to be performed and desired possessed skills, a calculation unit that calculates a matching score for each personnel corresponding to the required personnel information using the database and weights for each work process that are set according to the planned work process, and an output unit that outputs the calculated matching score for each personnel. Effect of the Invention

[0007] According to the present invention, a technique can be provided that makes it possible to more appropriately extract human resources that meet customer requirements. [Brief description of the drawings]

[0008] [Figure 1] 1 is a diagram illustrating an example of a talent matching system according to an embodiment of the present invention. [Diagram 2] FIG. 1 is a diagram showing an example of a V model used in system development and maintenance. [Diagram 3] FIG. 2 is a diagram illustrating an example of a hardware configuration of an information processing device. [Figure 4] FIG. 2 is a diagram illustrating an example of a functional block configuration of an information processing device. [Diagram 5] FIG. 2 is a diagram illustrating an example of an engineer management DB. [Figure 6] 11 is a flowchart illustrating an example of a processing procedure performed by an information processing device. [Figure 7] FIG. 11 is a diagram illustrating an example of weight definition information. [Figure 8] FIG. 11 is a diagram illustrating another example of weight definition information. DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS

[0009] An embodiment of the present invention will be described with reference to the accompanying drawings. In each drawing, the same reference numerals are used to denote the same or similar configurations. In the following description, the personnel are engineers, but the present embodiment is not limited to dispatching engineers. For example, the present invention can be applied to dispatching various personnel, such as call center operations and transportation operations.

[0010] <System configuration> 1 is a diagram showing an example of a talent matching system 1 according to the present embodiment. The talent matching system 1 includes an information processing device 10 and one or more terminals 20. The information processing device 10 and the terminals 20 are connected via a wireless or wired communication network N and can communicate with each other.

[0011] The information processing device 10 is provided with an engineer management DB (Data Base) that manages the past work content and possessed skills of each engineer for one or more engineers managed by the talent matching system 1. Furthermore, when the information processing device 10 receives a request from a client company to dispatch an engineer, it acquires information indicating the experience, skills, etc. of the engineer requested to be dispatched by the client company (hereinafter referred to as "required talent information"). The required talent information includes at least the work content, including the work processes the engineer will be engaged in, and the possessed skills. The information processing device 10 refers to the engineer management DB, extracts engineers suitable for the client's request specified in the required talent information, and outputs the extracted engineers to the terminal 20.

[0012] The information processing device 10 may be configured using one or more physical servers, or may be configured using a virtual server operating on a hypervisor, or may be configured using a cloud server.

[0013] The terminal 20 is, for example, a terminal 20 used by a person in charge of a company that dispatches personnel using the personnel matching system 1. The terminal 20 is, for example, a personal computer, a tablet terminal, a smartphone, or the like.

[0014] The business process in which an engineer is engaged is composed of multiple consecutive business processes. The multiple consecutive business processes may be in a form called a V model, in which there are paired business processes. However, this embodiment is not limited to the V model, and can be applied to various types of models composed of multiple consecutive business processes.

[0015] Figure 2 is a diagram showing an example of a V model used in system development and maintenance. The V model is a framework that defines each business process, such as the system design process, testing process, and system operation, in terms of a V relationship, with the manufacturing process as the turning point. Planning (requirements specification definition) is the process of determining the purpose of system development and the outline of the functions the system should have. Requirements definition is the process of defining the requirements for the functions that the system should have in order to meet the requirements specifications. External design is the process of determining the specifications of the functions that the system has that are visible to the user, such as the operation screen and data input / output formats.

[0016] Internal design is the process of determining specifications that are not directly visible to the user, such as the processing content performed within the system and the database structure, based on the specifications determined in the external design. Internal design also includes determining the input / output format of data between programs and the processing content performed by each program. Production is the process of actually coding each program based on the internal design. Unit testing is the process of testing whether the processing determined in the internal design, such as the operation of functions and methods, works as specified in the design documents.

[0017] Integration testing is the process of testing whether the processes determined in the external design, such as the behavior when multiple programs or multiple systems are linked and the behavior of screens, work as specified in the design documents. Acceptance testing is the process of testing whether the system works as specified in the system requirements defined in the requirements definition. Maintenance is the process of upgrading software and fixing defects after the system has actually started operating.

[0018] According to the V model, design and testing at the same level should be handled by the same engineer because they are at the same system description level. For example, it is said that integration testing should be performed by the engineer who performed the external design. For example, when a request is received to dispatch an engineer engaged in the internal design process, that engineer may also be engaged in unit testing after the internal design process is completed. Therefore, when selecting an engineer to dispatch, it is considered more appropriate to select an engineer who has experience in both internal design and unit testing than an engineer who has experience only in internal design.

[0019] In addition, in jobs that consist of multiple consecutive work processes, including the V model, each process is closely related to the processes before and after it, so engineers who have experience in the processes before and after the process they will be involved in at the dispatched company are likely to be more suitable than engineers who only have experience in the process they will be involved in at the dispatched company.

[0020] Therefore, when extracting an engineer suitable for the requirements of a client company, the information processing device 10 considers the experience of the engineer in a business process other than the business process the engineer is engaged in, thereby extracting an engineer more suitable for the business process the engineer is engaged in. This makes it possible for the human resources matching system 1 according to the present embodiment to more appropriately extract engineers who satisfy the requirements of the client company.

[0021] <Hardware configuration> 3 is a diagram showing an example of a hardware configuration of the information processing device 10. The information processing device 10 has a processor 11 such as a CPU (Central Processing Unit) or a GPU (Graphical Processing Unit), a memory (e.g., a RAM (Random Access Memory) or a ROM (Read Only Memory)), a storage device 12 such as a HDD (Hard Disk Drive) and / or an SSD (Solid State Drive), a network IF (Network Interface) 13 for wired or wireless communication, an input device 14 for accepting input operations, and an output device 15 for outputting information. The input device 14 is, for example, a keyboard, a touch panel, a mouse, and / or a microphone. The output device 15 is, for example, a display, a touch panel, and / or a speaker.

[0022] <Function block configuration> FIG. 4 is a diagram showing an example of a functional block configuration of the information processing device 10. The information processing device 10 includes a storage unit 100, an acquisition unit 101, a calculation unit 102, and an output unit 103. The storage unit 100 can be realized by using a storage device 12 included in the information processing device 10. The acquisition unit 101, the calculation unit 102, and the output unit 103 can be realized by the processor 11 of the information processing device 10 executing a program stored in the storage device 12. The program can be stored in a storage medium. The storage medium storing the program may be a non-transitory computer readable medium. The non-transitory storage medium is not particularly limited, and may be, for example, a storage medium such as a Universal Serial Bus (USB) memory or a Compact Disc Read-Only Memory (CD-ROM).

[0023] The storage unit 100 stores an engineer management DB 100a (database) that manages, for each engineer, the work content and skills possessed by the engineer (human resources) of work previously performed, including work processes in work cases related to system development and operation (hereinafter referred to as "work cases"). The storage unit 100 also stores weight definition information 100b used when calculating a matching score, which will be described later. The engineer management DB 100a may also include the work period of the work previously performed by the engineer.

[0024] When receiving a request from a client company to dispatch an engineer, the acquiring unit 101 acquires information (required human resources information) indicating the experience, skills, etc. of the engineer required by the client company.

[0025] The calculation unit 102 uses the weighting for each task process set according to the task process the engineer is scheduled to work in and the engineer management DB 100a to calculate a matching score for each engineer corresponding to the required human resources information acquired by the acquisition unit 101. The matching score is a numerical value that indicates to what extent each engineer satisfies customer requirements with respect to the required human resources information, and a larger numerical value indicates that the engineer is a human resource that satisfies customer requirements.

[0026] The weight definition information 100b stores the work processes in which the engineers specified in the required human resources information are scheduled to work, in association with the weights for each work process. The calculation unit 102 can obtain the weights for each work process that correspond to the work processes in which the engineers specified in the required human resources information are scheduled to work, by referring to the weight definition information 100b.

[0027] In addition, the calculation unit 102 may calculate the matching score based on a weighting that is preset for the degree of agreement between the work content included in the required human resources information and the work content that the engineer has previously engaged in, and a weighting that is preset for the degree of agreement between the possessed skills included in the required human resources information and the possessed skills of the engineer.

[0028] Furthermore, the calculation unit 102 may further calculate a matching score for each engineer based on a weighting that is set according to the length of time for which the engineer has been engaged in the work in the past.

[0029] The output unit 103 outputs the matching score for each engineer calculated by the calculation unit 102 to a screen or the like of the terminal 20. The output unit 103 may be configured to output the matching scores for each engineer for a predetermined number of engineers in descending order of the matching scores calculated by the calculation unit 102. The predetermined number may be 1. In other words, the output unit 103 may be configured to output information indicating the engineer with the highest matching score.

[0030] FIG. 5 is a diagram showing an example of the engineer management DB 100a. The engineer ID is an identifier that uniquely identifies an engineer. The "experienced case ID" is an identifier that uniquely identifies a business case in which an engineer was dispatched to a client company in the past and worked on (i.e., a business case that has been experienced). The "business period" refers to the period during which the engineer worked on the business case indicated by the experienced case ID. The "business content" indicates the business content experienced by the engineer in the business case indicated by the experienced case ID. The "possessed skills" indicates the technical skills used in the business case indicated by the experienced business case ID (i.e., at least the skills possessed by the engineer). The engineer management DB 100a may further store information indicating the attributes of the engineer (such as name, age, contact information, etc.).

[0031] "Industry" indicates the industry in which the business case the engineer worked on. "Field" indicates the business field in which the business case the engineer worked on. "Position" indicates the engineer's position in the business case in which the engineer worked. "Process" indicates which business process the engineer worked on. Note that the same engineer may work on multiple business processes, so multiple business processes may be stored in the process. "Language" indicates the program development language used in the business case. Note that multiple development languages ​​may be used in system development, so multiple development languages ​​may be stored in the language. "Tools used" indicates the tools used in the business case. Tools include, for example, software such as a program development environment and software used for document creation.

[0032] <Processing Procedure> Fig. 6 is a flowchart showing an example of a processing procedure performed by the information processing device 10. The processing procedure from when the information processing device 10 acquires required human resource information to when it outputs a matching score for each engineer will be specifically described with reference to Fig. 6. In the following description, it is assumed that the data shown in Fig. 5 is stored in the engineer management DB 100a.

[0033] In step S10, the acquisition unit 101 acquires required human resource information from the client company. For example, the terminal 20 may display a screen for inputting the required human resource information presented by the client company, and the acquisition unit 101 may acquire the required human resource information inputted on the screen.

[0034] In step S11, the calculation unit 102 calculates a matching score for the required human resources information for each engineer.

[0035] In step S12, the output unit 103 displays on the screen of the terminal 20 the matching score for each engineer calculated in the processing procedure of step S11.

[0036] Next, a method for the calculation unit 102 to calculate the matching score in the processing procedure of step S11 will be specifically described.

[0037] (Matching score calculation method) The calculation unit 102 calculates a score A indicating the degree of match between the work content and skills specified in the required human resources information and the past work content and skills of the engineer for each work case in which the engineer has worked in the past (step 1). The score A may be called a basic score. Next, the calculation unit 102 calculates a score B indicating the degree of experience with the work process specified in the required human resources information (i.e., the work process in which the engineer plans to work) for each work case in which the engineer has worked in the past. The calculation unit 102 also calculates a score C by adding score A to score B (step 2). Next, the calculation unit 102 sums up the scores C for each work case using a weight set according to the length of the work period of the work cases in which the engineer has worked in the past, and calculates the sum of scores C as a matching score (step 3).

[0038] [Step 1: Calculating score A] First, the calculation method of score A will be explained. The required human resources information includes information specifying the work content that the engineers will be engaged in and the skills that the client company requires the engineers to possess. In the following explanation, it is assumed that the industry, field, position, and work process are specifically specified as the work content that the engineers will be engaged in, and the language and tool used are specifically specified as the skills required of the engineers.

[0039] The calculation unit 102 refers to the engineer management DB 100a and counts, for each engineer and each job, the number of times that the job content of the job case in which the engineer has worked in the past matches the job content specified in the required human resources information. Then, the calculation unit 102 calculates a value m by multiplying the counted number by the weight for the job content.

[0040] Next, the calculation unit 102 refers to the engineer management DB 100a and counts, for each engineer and each business case, the number of matches between the skills used in the business cases in which the engineer has worked and the skills specified in the required human resources information. Next, the calculation unit 102 calculates a value n by multiplying the counted number by the weight for the skills.

[0041] Next, the calculation unit adds the value n to the value m to calculate the score A. The weights for the work content and the weights for the possessed skills can be set to arbitrary values ​​depending on whether to emphasize experience in the work content or the possessed skills.

[0042] A specific example of how to calculate score A will be explained. In the following explanation, it is assumed that the required human resources information specifies industry (manufacturing), field (development), job title (SE), business process (internal design), language (C++), and tool used (XX). In addition, the weights for the job content and the weights for the skills held are both set to 1.

[0043] An engineer with ID=001 (hereafter referred to as "Engineer 001") has experience in the industry (manufacturing), field (development), position (SE), business process (internal design, unit testing), language (C++, Java), and tools used (XX, YY) in the experience project (1001). Therefore, the value m is 4 x weighting for the work content 1 = "4", and the value n is 2 x weighting for the skills possessed 1 = "2". Therefore, Engineer 001's score A in experience project 1001 is 4 + 2 = "6".

[0044] When the score A is calculated for the other experience cases, the score A for the experience case 1002 is "3" and the score A for the experience case 1003 is "4".

[0045] In addition, Engineer 002's score A for Development Experience 1011 will be "4", his score A for Development Experience 1012 will be "2", and his score A for Development Experience 1013 will be "2". In addition, Engineer 003's score A for Development Experience 1021 will be "3".

[0046] Here, in the example of the engineer management DB 100a shown in Fig. 5, the skills possessed by the engineers (languages ​​and tools used) are stored in association with the business cases, but the skills possessed by the engineers may be stored in an association that is not associated with the business cases. For example, the information processing device 10 may manage the skills possessed by the engineers in another database that associates the engineers with the skills possessed. This makes it possible to register skills possessed that are not linked to cases (for example, skills that the engineer has not used in past cases) in the engineer management DB 100a.

[0047] When the engineer management DB 100a is configured in this way, it becomes impossible to calculate the value n for each business case. In this case, the calculation unit 102 may calculate a value n' for each engineer as a common value for each business case by multiplying the number of matches between the skills possessed by the engineer and the skills specified in the required human resources information by a weight for the skills. The calculation unit may also calculate the score A for each business case by adding the value n' to the value m for each business case.

[0048] [Step 2: Calculation of score B and score C] Next, a method for calculating score B will be described. First, the calculation unit 102 refers to the weight definition information 100b and acquires a weight value for each business process that is set according to the business process specified in the required human resources information. Next, for all business cases in which the engineer has worked in the past, the calculation unit 102 sets a value of 1 for business processes that the engineer has experienced, and sets a value of 0 for business processes that the engineer has not experienced. Next, the calculation unit 102 calculates score B by adding up values ​​obtained by multiplying the value (0 or 1) set for each business process by the weight value corresponding to each business process for each business case, across all business processes.

[0049] Fig. 7 is a diagram showing an example of weight definition information 100b. The horizontal axis indicates the required process (i.e., the process specified in the required human resources information) in which the engineer is scheduled to be engaged, and the vertical axis indicates the weight value for each process. Furthermore, blank spaces have a weight value = 0. In the example of Fig. 7, the weight value of the process in which the engineer is scheduled to be engaged is set to 0. This is because if the engineer has previously experienced the process in which the engineer is scheduled to be engaged, 1 is added to score A, and therefore there is no need to add a score again in score B.

[0050] In the weight definition information 100b shown in Fig. 7, the weight for each business process is set according to the business process in which the engineer is scheduled to be engaged, so that the business process that is paired with the business process in which the engineer is scheduled to be engaged in the V model has the highest weight. For example, in the example of Fig. 7, when the business process in which the engineer is scheduled to be engaged is internal design, the weight value of the unit test, which is the business process that is paired with the internal design in the V model (Fig. 2), is set to be the highest. By using the weight definition information 100b shown in Fig. 7, it is possible to increase the matching score of an engineer who has experience with the paired process in the V model.

[0051] FIG. 8 is a diagram showing another example of the weight definition information 100b. The weight value=0 for blank spaces. In the weight definition information 100b shown in FIG. 8, the weight for each business process set according to the business process in which the engineer is scheduled to be engaged is set to be the same or larger for a plurality of consecutive business processes, the closer the business process in which the engineer is scheduled to be engaged is to the business process. For example, in the example of FIG. 8, when the business process in which the engineer is scheduled to be engaged is internal design, the weight values ​​of external design and manufacturing, which are business processes close to internal design, are set to be the largest. By using the weight definition information 100b shown in FIG. 8, it is possible to increase the matching score of an engineer who has experience in a process close to the business process in which the engineer is scheduled to be engaged.

[0052] Here, a calculation example of the score B of the engineer 001 will be described in the case where the business process (required process) specified in the required human resources information is an internal design, and the weight definition information 100b stores the values ​​shown in FIG. 7. First, in the business case 1001, the engineer 001 has experience in internal design and unit testing. Therefore, the calculation unit 102 sets 1 to the internal design and unit testing, and sets 0 to business processes other than the internal design and unit testing. Specifically, (0, 0, 0, 1, 0, 1, 0, 0, 0) are set in order from the required specifications. Next, the calculation unit 102 calculates the score B for each business case by adding up the values ​​obtained by multiplying the value (0 or 1) set for each business process by the weight value corresponding to the business process. Here, since the business process specified in the required human resources information is an internal design, the weight values ​​are (0.1, 0.2, 0.4, 0, 0.6, 0.8, 0, 0, 0) in order from the required specifications. Therefore, Engineer 001's score B in business case 1001 is 1 x 0 + 1 x 0.8 = "0.8." In addition, Engineer 001's score B in business case 1002 (experience in external design) is 1 x 0.4 = "0.4," and Engineer 001's score B in business case 1003 (experience in internal design) is 1 x 0 = "0."

[0053] In addition, Engineer 002's score B for work experience 1011 (experience with external design and unit testing) is 1 x 0.4 + 1 x 0.8 = "1.2", his score B for work experience 1012 (experience with unit testing) is 1 x 0.8 = "0.8", and his score B for work experience 1013 (experience with manufacturing) is 1 x 0.6 = "0.6".

[0054] Furthermore, Engineer 003's score B for work experience 1021 (experience with requirements definition) is 1 x 0.2 = "0.2".

[0055] Next, the calculation unit 102 calculates a score C by adding up the score A and the score B for each business case.

[0056] Specifically, Engineer 001's score C in Business Case 1001 is 6+0.8="6.8". Furthermore, Engineer 001's score C in Business Case 1002 is 3+0.4="3.4", and Engineer 002's score C in Business Case 1003 is 4+0="4". Furthermore, Engineer 002's score C in Business Experience 1011 is 4+1.2="5.2", Engineer 002's score C in Business Experience 1012 is 2+0.8="2.8", and Engineer 003's score C in Business Experience 1013 is 2+0.6="2.6". Furthermore, Engineer 003's score C in Business Experience 1021 is 3+0.2="3.2".

[0057] [Step 3: Calculate matching score] The calculation unit 102 sets a weight value according to the length of the task period of the task case for the task cases other than the task case with the highest score C. Specifically, the calculation unit 102 calculates the ratio of the task period to the total task period for each task case other than the task case with the highest score C, and sets the calculated task time ratio as the weight value. For example, in FIG. 5, among the three past experience cases (1001 to 1003) in which the engineer 001 has been engaged, the task periods of the experience cases 1002 and 1003 other than the experience case 1001 with the highest score C are 6+9=15 months. Therefore, the task period ratio of the experience case 1002 is 6÷15=0.4. Also, the task period ratio of the experience case 1003 is 9÷15=0.6.

[0058] Furthermore, among the three past experience cases (1011-1013) in which engineer 002 has been involved, the work periods of experience cases 1012 and 1013, which are other than experience case 1011 with the highest score C, are 24+12=36 months. Therefore, the proportion of work period for experience case 1012 is 24÷36=0.67. Furthermore, the proportion of work period for experience case 1013 is 12÷36=0.33.

[0059] Since the engineer 003 has worked on only one experience case, the experience case 1021, the calculation unit 102 omits setting a weight value according to the length of the task period.

[0060] Next, the calculation unit 102 calculates a score C' by multiplying the score C by the ratio of the business period of the business case (weight value) for each business case other than the business case with the maximum score C. Next, the calculation unit 102 determines the matching score as a sum of the score C of the business case with the maximum score C and the score C' for each business case other than the business case with the maximum score C.

[0061] Specifically, Engineer 001's score C in business case 1001 is "6.8," Engineer 001's score C in business case 1002 is "3.4," and Engineer 001's score C in business case 1003 is "4." Therefore, Engineer 001's matching score is the sum of his score C in business case 1001, "6.8," his score C' in business case 1002 (0.4 x 3.4 = 1.36), and his score C' in business case 1003 (0.6 x 4 = 2.4), which is 6.8 + 1.36 + 2.4 = "10.56."

[0062] Furthermore, Engineer 002's score C in business case 1011 is "5.2," Engineer 002's score C in business case 1012 is "2.8," and Engineer 002's score C in business case 1013 is "2.6." Therefore, Engineer 002's matching score is 5.2+0.67×2.8+0.33×2.6=5.2+1.876+0.858="7.934."

[0063] Furthermore, Engineer 002's score C in business case 1011 is "3.2", and Engineer 003 has only worked on one experience case, experience case 1021, so Engineer 003's matching score is "3.2".

[0064] (Modification of the matching score calculation method) The calculation unit 102 may omit the calculation of scores B and C, and may set the sum of scores A for each engineer as the matching score for each engineer. For example, the matching score for engineer 001 may be "13" (i.e., 6+3+4), the matching score for engineer 002 may be "8" (i.e., 4+2+2), and the matching score for engineer 003 may be "3."

[0065] Furthermore, the calculation unit 102 may determine the matching score for each engineer by adding up the scores C for each engineer. For example, the matching score for engineer 001 may be "14.2" (i.e., 6.8+3.4+4), the matching score for engineer 002 may be "10.6" (i.e., 5.2+2.8+2.6), and the matching score for engineer 003 may be "3.2."

[0066] <Summary> According to the embodiment described above, the information processing device 10 calculates a matching score for each engineer corresponding to the required human resources information by using the weight for each task that is set according to the task that the engineer is scheduled to be involved in and a database that stores the task processes that the engineer has previously engaged in. This makes it possible to more appropriately extract engineers who meet the customer's requirements.

[0067] Furthermore, according to the embodiment described above, when calculating the matching score, the experience of the process paired with the business process specified in the required human resources information in the V model, or the experience of the previous and next processes in consecutive business processes is taken into account. In other words, when calculating the matching score, the experience of business processes other than the business process explicitly specified by the customer is taken into account. This makes it possible to propose engineers with more suitable experience for the business process required by the customer.

[0068] The above-described embodiments are intended to facilitate understanding of the present invention, and are not intended to limit the present invention. The flow charts, sequences, elements included in the embodiments, and their arrangements, materials, conditions, shapes, sizes, etc. are not limited to those illustrated, and can be changed as appropriate. In addition, configurations shown in different embodiments can be partially replaced or combined with each other. [Explanation of symbols]

[0069] 1 Human Resource Matching System, 10 Information Processing Device, 11 Processor, 12 Storage Device, 13 Network IF, 14 Input Device, 15 Output Device, 20 Terminal, 100 Storage Unit, 100a Engineer Management DB, 100b Definition Information, 101 Acquisition Unit, 102 Calculation Unit, 103 Output Unit

Claims

1. A storage unit that stores a database that manages the work content and skills of the work that the person has previously engaged in, including the work process, for each person; An acquisition unit that acquires required human resource information including the work content including the work process to be performed and the desired skills to be possessed; A calculation unit that calculates a matching score for each talent corresponding to the talent requirement information; an output unit that outputs the calculated matching score for each person; having The calculation unit is Calculating a first score indicating a degree of match between the content of the work to be performed and the desired skills, and the content of a work in which the human resource has previously been performed and the skills of the human resource; Calculating a second score indicating a degree of experience with the work process to be performed by using a weight for each work process that is set according to the work process to be performed by the person; calculating the matching score based on the first score and the second score; The weight of each task, which is set according to the task of the engagement schedule, is set so that the task paired with the task of the engagement schedule in the V model has the largest weight. Information processing device.

2. The calculation unit calculates the first score based on a weighting factor that is preset for a degree of agreement between a job content included in the required human resources information and a job content that the human resources has previously engaged in, and a weighting factor that is preset for a degree of agreement between a possessed skill included in the required human resources information and a possessed skill of the human resources. The information processing device according to claim 1 .

3. The weight for each task, which is set according to the task of the engagement schedule, is set so that the closer the task is to the task of the engagement schedule among a plurality of consecutive task processes, the greater the weight. The information processing device according to claim 1 .

4. The database includes a business period for the business; The calculation unit further calculates a matching score for each of the human resources based on a weight set according to a length of a work period of the work. The information processing device according to claim 1 .

5. A step of storing a database in a storage unit, the database managing the work content of the work previously performed, including the work process, and the skills possessed by each human resource; Acquiring required human resource information including the work content including the work process to be performed and the desired skills; Calculating a matching score for each talent corresponding to the talent requirement information; outputting the calculated matching score for each talent; Including, The calculating step includes: Calculating a first score indicating a degree of match between the content of the work to be performed and the desired skills, and the content of a work in which the human resource has previously been performed and the skills of the human resource; Calculating a second score indicating a degree of experience with the work process to be performed by using a weight for each work process that is set according to the work process to be performed by the person; calculating the matching score based on the first score and the second score; The weight of each task, which is set according to the task of the engagement schedule, is set so that the task paired with the task of the engagement schedule in the V model has the largest weight. An information processing method executed by an information processing device.

6. On the computer, A step of storing a database in a storage unit, the database managing the work content of the work previously performed, including the work process, and the skills possessed by each human resource; Acquiring required human resource information including the work content including the work process to be performed and the desired skills; Calculating a matching score for each talent corresponding to the talent requirement information; outputting the calculated matching score for each talent; Run the command, The calculating step includes: Calculating a first score indicating a degree of match between the content of the work to be performed and the desired skills, and the content of a work in which the human resource has previously been performed and the skills of the human resource; Calculating a second score indicating a degree of experience with the work process to be performed by using a weight for each work process that is set according to the work process to be performed by the person; calculating the matching score based on the first score and the second score; The weight of each task, which is set according to the task of the engagement schedule, is set so that the task paired with the task of the engagement schedule in the V model has the largest weight. program.

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