Talent Cultivation Support Device and Program

Abstract

A human resource development support device (1) is provided with an organizing unit (20) and a first determination unit (21). The organizing unit is configured to associate a first feature quantity corresponding to at least one first motivational factor with each job on the basis of first information (30) indicating the work content of each job, and also associate a second feature quantity corresponding to at least one second motivational factor with each combination of a job, a person, and a date and time on the basis of second information (31) indicating challenge content for each combination of a job, a person, and a date and time. The first determination unit is configured to determine, for each combination of a job, a person, and a date and time, whether or not the combination is stimulated by each of the first and second motivational factors, on the basis of the first feature quantity and the second feature quantity.

Description

Technical Field

[0001] Embodiments relate to a human resource development support device and and a program.

Background Art

[0002] For the efficient execution of operations, it is required to allocate appropriate personnel while considering skills and the like required for the operations.

[0003] For example, a method has been proposed for quantitatively learning human skills from past assignment results. As a result, in particular, in membership-type operations, which are an operation form in which a manager assigns operations to humans, it is possible to mathematically evaluate the appropriateness of humans for operations in personnel allocation.

Prior Art Documents

Patent Documents

[0004]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0005] With the diversification of operation forms, operation forms other than membership-type operations have attracted attention. For example, in job-type operations, humans select jobs on their own. In job-type operations, there are concerns about the following points.

[0006] First, it may be difficult to determine what characteristics of a job motivate a human. In job-type operations, since operations are subdivided, the reasons why humans choose jobs are diverse. For this reason, there may be a lack of information for determining what characteristics of a job motivate a human.

[0007] In addition, it may be difficult to evaluate the results. In job-type operations, the appropriateness based on the factors that motivate people and the results created according to the appropriateness are evaluated together. Therefore, even if the degree of appropriateness of a person for a job can be grasped, if it is unclear what characteristics of the job motivate the person, appropriate evaluation may not be possible.

[0008] The present invention has been made paying attention to the above circumstances, and an object thereof is to provide means for improving the results in job-type operations.

Means for Solving the Problems

[0009] A human resource development support device according to one aspect is configured to associate, for each job, a first feature amount corresponding to at least one first motivation factor based on first information indicating the job content for each job, and to associate, for each combination of job, human, and date and time, a second feature amount corresponding to at least one second motivation factor based on second information indicating the challenge content for each combination of job, human, and date and time; a first determination unit configured to determine, for each combination of job, human, and date and time, whether each of the first motivation factor and the second motivation factor is being stimulated based on the first feature amount and the second feature amount; and a proposal unit configured to propose improvements related to the job to the human based on the determination result by the first determination unit. a second determination unit configured to determine, for each combination of the job, the human, and the date and time, whether or not the result exceeds a threshold value based on third information indicating the result for each combination of the job, the human, and the date and time; and a diagnosis unit configured to diagnose, for each human, at least one third motivation factor that the human is likely to be stimulated based on the determination result by the first determination unit and the determination result by the second determination unit It includes. The proposal unit includes a first proposal unit configured to extract a first human and a second human diagnosed as having the same third motivation factor, and propose to present the work ingenuity of one of the first human and the second human who has achieved high results to the other human

Effects of the Invention

[0010] According to the embodiment, means for improving the results in job-type operations can be provided.

Brief Description of the Drawings

[0011]

Figure 1

Figure 2

Figure 3

Figure 4

Figure 5

Figure 6

Figure 7

Figure 8

Figure 9

Figure 10

Figure 11

Figure 12

Figure 13

Figure 14

Figure 15

Figure 16

Figure 17

Figure 18

Figure 19

Figure 20

Figure 21

Figure 22

Figure 23

Figure 24

Mode for Carrying Out the Invention

[0012] Hereinafter, embodiments will be described with reference to the drawings. In the following description, components having the same function and configuration are given common reference numerals. When distinguishing a plurality of components having the same reference numeral, they are distinguished by additional reference numerals (for example, hyphens and numbers such as “-1”) attached subsequent to the common reference numeral.

[0013] 1. Configuration The configuration of the human resource development support device according to the embodiment will be described.

[0014] 1.1 Hardware Configuration FIG. 1 is a block diagram showing an example of the hardware configuration of a human resource development support device according to an embodiment. As shown in FIG. 1, the human resource development support device 1 includes a control circuit 10, a memory 11, a communication module 12, a user interface 13, and a drive 14.

[0015] The control circuit 10 is a circuit that globally controls each component of the human resource development support device 1. The control circuit 10 includes a CPU (Central Processing Unit), a RAM (Random Access Memory), a ROM (Read Only Memory), and the like.

[0016] The memory 11 is an auxiliary storage device of the human resource development support device 1. The memory 11 includes, for example, an HDD (Hard Disk Drive), an SSD (Solid State Drive), and a memory card. Various information used for the human resource development support operation and a human resource development support program are stored in the memory 11. The human resource development support program can be stored in the memory 11 by being transmitted from the outside of the human resource development support device 1 via a network (not shown).

[0017] The human resource development support operation is a series of operations executed to support the improvement of results in job-type operations. The human resource development support program is a program for causing the human resource development support device 1 to execute the human resource development support operation. Details regarding the human resource development support operation will be described later.

[0018] The communication module 12 is a circuit used for transmitting and receiving data via a network.

[0019] The user interface 13 is a circuit for communicating information between the user and the control circuit 10. The user interface 13 includes an input device and an output device. The input device includes, for example, a touch panel and operation buttons. The output device includes, for example, an LCD (Liquid Crystal Display) and an EL (Electroluminescence) display, and a printer. The user interface 13 converts an input from the user (user input) into an electrical signal and then transmits it to the control circuit 10. The user interface 13 outputs the execution result of the human resource development support program received from the control circuit 10 to the user.

[0020] The drive 14 is a device for reading a program stored in the storage medium 15. The drive 14 includes, for example, a CD (Compact Disk) drive and a DVD (Digital Versatile Disk) drive.

[0021] The storage medium 15 is a medium that stores information such as programs by means of electrical, magnetic, optical, mechanical, or chemical actions. The storage medium 15 may store the human resource development support program.

[0022] 1.2 Functional Configuration FIG. 2 is a block diagram showing an example of the functional configuration of the human resource development support apparatus according to the embodiment.

[0023] The CPU of the control circuit 10 expands the human resource development support program stored in the memory 11 or the storage medium 15 to the RAM. Then, the CPU of the control circuit 10 controls the memory 11, the communication module 12, the user interface 13, the drive 14, and the storage medium 15 by interpreting and executing the human resource development support program expanded to the RAM. As a result, as shown in FIG. 2, the human resource development support device 1 functions as a computer including an organization unit 20, a motivation factor determination unit 21, an average achievement calculation unit 22, an achievement determination unit 23, a single motivation weight value calculation unit 24, a plurality of motivation weight value calculation units 25, a motivation type diagnosis unit 26, a work improvement proposal unit 27, a personnel transfer proposal unit 28, and a job construction proposal unit 29. Further, for example, business content information 30, challenge content information 31, job achievement information 32, and work improvement information 33 are input to the human resource development support device 1 by input from a user.

[0024] Based on the business content information 30, the organization unit 20 associates the job with a first feature amount corresponding to a motivation factor. Based on the challenge content information 31, the organization unit 20 associates the job with a second feature amount corresponding to a motivation factor. The organization unit 20 organizes the information in which the job is associated with the first feature amount and the second feature amount, and transmits it to the motivation factor determination unit 21.

[0025] Here, a job is, for example, an individual business process executed in an organization, and is defined as the minimum unit of a business in which results and stimuli can be grasped. Specifically, assuming an organization that constructs a communication infrastructure, the jobs in the organization include, for example, pole inspection, manhole inspection, in-house network setting, and cable laying.

[0026] A motivation factor is a factor that motivates a person. Motivation factors are determined genetically and in early childhood. For this reason, it is said that motivation factors do not change from the age of 18 or older. Motivation factors include, for example, reward motivation, other-oriented motivation, professional motivation, power motivation, fear motivation, expectation motivation, achievement motivation, and avoidance motivation.

[0027] Reward motivation is a motivating factor that stems from the desire for money or gratitude. People who are motivated by reward motivation tend to perform better the more money or gratitude they receive.

[0028] Other-oriented motivation is a motivational factor that stems from the desire to work for others. People who are motivated by other-oriented motivation tend to perform better in groups than individually.

[0029] Professional motivation is a motivational factor that stems from the desire to demonstrate one's abilities. People who are motivated by professional motivation tend to achieve better results the more they are able to demonstrate their abilities.

[0030] Power motivation is a motivational factor that stems from the desire to be in charge of people and to control operations. People who are motivated by power motivation tend to perform better in an environment where they can demonstrate their power.

[0031] Fear motivation is a motivational factor that stems from the desire to avoid suffering a disadvantage to oneself. People who are motivated by fear motivation tend to perform better in the short term in environments with penalties.

[0032] Expectancy motivation is a motivational factor that arises from the desire to obtain an expected reward under a fair evaluation. People who are motivated by expectancy motivation tend to perform better when there is a clear connection between quantitative evaluation and reward.

[0033] Achievement motivation is a motivating factor that stems from the desire to achieve results that are higher than the average of those around you or yourself. People who are motivated by achievement motivation tend to achieve better results when they set goals.

[0034] Avoidance motivation is a motivational factor that arises from the desire to avoid something that one believes cannot be achieved. People who are motivated by avoidance motivation tend to perform poorly when they set goals.

[0035] The first feature quantity is a feature quantity associated with the incentive factors described above, namely, the reward incentive, the other-oriented incentive, the professional incentive, the power incentive, the fear incentive, and the expectation incentive. The second feature quantity is a feature quantity associated with the achievement incentive and the avoidance incentive among the incentive factors described above.

[0036] FIG. 3 is a diagram showing an example of job content information according to an embodiment.

[0037] The job content information 30 includes a plurality of records. In each record, job content such as required resources, essential conditions, and work regulations is associated with the job. The required resources include, for example, rewards and the number of corresponding personnel. The reward is, for example, the amount of reward in the case of paid work, or may be, for example, gratitude from others in the case of unpaid or volunteer work. The essential conditions include information indicating whether qualifications such as a regular driver's license are required, for example. The work regulations include detailed information about the job, such as whether the job is a management job, whether there is a penalty for non-achievement of the goal, whether a bonus is paid, etc. A penalty means that adverse effects such as a decrease in reward, being scolded, being complained about, or a decrease in evaluation occur. A bonus means any thing or event that a person receives and feels happy about, such as a bonus, gift voucher, medal, certificate of gratitude, etc.

[0038] In the example of FIG. 3, a use case is assumed in which there are nine types of jobs, J1 to J9, within one organization. Specifically, for example, job J1 is a job with an hourly wage of 1,400 yen, a fixed number of staff of 1, and no required qualifications, management tasks, penalties, or bonuses. Job J2 is a job with an hourly wage of 1,200 yen, a fixed number of staff of 2, and no required qualifications, management tasks, penalties, or bonuses. Job J3 is a job with an hourly wage of 1,200 yen, a fixed number of staff of 1, with required qualifications, and no management tasks, penalties, or bonuses. Job J4 is a job with an hourly wage of 1,200 yen, a fixed number of staff of 1, with management tasks, and no required qualifications, penalties, or bonuses. Job J5 is a job with an hourly wage of 1,200 yen, a fixed number of staff of 1, with penalties, and no required qualifications, management tasks, or bonuses. Job J6 is a job with an hourly wage of 1,200 yen, a fixed number of staff of 1, with bonuses, and no required qualifications, management tasks, or penalties. Job J7 is a job with an hourly wage of 1,100 yen, a fixed number of staff of 1, and no required qualifications, management tasks, penalties, or bonuses. Jobs J8 and J9 are jobs with an hourly wage of 1,200 yen, a fixed number of staff of 1, and no required qualifications, management tasks, penalties, or bonuses.

[0039] FIG. 4 is a diagram showing an example of challenge content information according to an embodiment.

[0040] The challenge content information 31 includes a plurality of records. In each record, for a job executed by a person at a certain date and time, a goal of the result is quantitatively associated as the challenge content.

[0041] In the example of FIG. 4, a part of the jobs executed on September 15, 2021 is shown. Specifically, for example, in the morning, it is shown that Human P_A executed Job J1 without setting a target value (setting target value 0). It is shown that Humans P_B and P_B executed Job J2 without setting a target value. It is shown that Humans P_C to P_H each executed Jobs J3 to J7 without setting a target value. It is shown that Humans P_I and P_J executed Jobs J8 and J9 respectively by setting a target value of 3. Also, in the afternoon, it is shown that Human P_A executed Job J1 by setting a target value of 3.

[0042] In addition, when it is difficult to quantitatively show the goal of the achievement, the presence or absence of the goal may be set as the target value. That is, when there is a goal, target value 1 may be set, and when there is no goal, target value 0 may be set.

[0043] Returning to FIG. 2 again, the functional configuration of the human resource development support device 1 will be described.

[0044] The motivation factor determination unit 21 determines, for each job, the motivation factor stimulated by the job based on the first feature amount. Also, the motivation factor determination unit 21 determines, for each human and date / time, the motivation factor stimulated by the job based on the second feature amount. After integrating these determination results, the motivation factor determination unit 21 transmits them to the single motivation weight value calculation unit 24 and the multiple motivation weight value calculation unit 25.

[0045] Hereinafter, the processing by the sorting unit 20 and the motivation factor determination unit 21 is also referred to as motivation determination processing.

[0046] The average achievement calculation unit 22 calculates, as the average achievement, the average value of the achievements for each job achieved by each human based on the job achievement information 32. The average achievement calculation unit 22 transmits the calculated average achievement to the achievement determination unit 23.

[0047] FIG. 5 is a diagram showing an example of job achievement information according to the embodiment.

[0048] The job achievement information 32 includes a plurality of records. In each record, for a job, a person who executed the job, the date and time when the job was executed, and a quantitative value of the obtained achievement are associated.

[0049] In the example of FIG. 5, a part of the jobs executed on September 15, 2021 is shown. Specifically, for example, in the morning, it is shown that person P_A executed job J1 and achieved an achievement of 3. It is shown that persons P_B and P_C executed job J2 and achieved achievements of 4 and 2 respectively. Persons P_D to P_J are each shown to have executed jobs J3 to J9 and achieved achievements of 3, 4, 2, 3, 2, 4, and 2 respectively. Also, in the afternoon, it is shown that person P_A executed job J1 and achieved an achievement of 4.

[0050] Returning to FIG. 2 again, the functional configuration of the human resource development support device 1 will be described.

[0051] Based on the job achievement information 32 and the average achievement, the achievement determination unit 23 determines, for each job and date and time, whether the achievement achieved by each person exceeds the average achievement. The achievement determination unit 23 transmits the determination result to the single motivation weight value calculation unit 24 and the multiple motivation weight value calculation unit 25.

[0052] Hereinafter, the processing by the average achievement calculation unit 22 and the achievement determination unit 23 is also referred to as achievement determination processing.

[0053] Based on the result of the motivation determination process and the result of the achievement determination process, the single motivation weight value calculation unit 24 calculates a single motivation weight value for each combination of job, person, and date and time. The single motivation weight value is a weight value associated with the one motivation factor when there is one motivation factor stimulated by the job. The single motivation weight value calculation unit 24 transmits the calculated single motivation weight value to the motivation type diagnosis unit 26.

[0054] The multiple motivation weight value calculation unit 25 calculates multiple motivation weight values for each combination of job, human, and date and time based on the determination result by the motivation factor determination unit 21 and the determination result by the achievement determination unit 23. The multiple motivation weight values are weight values associated with a plurality of motivation factors that are stimulated by a job when there are a plurality of such motivation factors. The multiple motivation weight value calculation unit 25 transmits the calculated multiple motivation weight values to the motivation type diagnosis unit 26.

[0055] The motivation type diagnosis unit 26 diagnoses the motivation type for each human based on the single motivation weight value and the multiple motivation weight values. The motivation type is a combination of a plurality of motivation factors that a human is likely to be stimulated by when achieving high results. The motivation type diagnosis unit 26 transmits the diagnosis result of the motivation type to the work improvement proposal unit 27, the personnel transfer proposal unit 28, and the job construction proposal unit 29. Also, the motivation type diagnosis unit 26 outputs the diagnosis result of the motivation type to the user.

[0056] Hereinafter, the processing by the single motivation weight value calculation unit 24, the multiple motivation weight value calculation unit 25, and the motivation type diagnosis unit 26 is also referred to as diagnosis processing.

[0057] The work improvement proposal unit 27 generates a proposal regarding work improvement for each human based on the work improvement information 33, the result of the achievement determination process, and the result of the diagnosis process. The work improvement proposal unit 27 outputs the generated proposal regarding work improvement to the user.

[0058] FIG. 6 is a diagram showing an example of work improvement information according to the embodiment.

[0059] The work improvement information 33 includes a plurality of records. In each record, at least one work improvement performed during work execution is associated with a human.

[0060] In the example of FIG. 6, it is shown that human P_A performs business ingenuities such as "coming early in the morning", "replying to emails immediately",..., and "thoroughly managing the fixed positions of items". It is shown that human P_B performs business ingenuities such as "often working remotely", "macro-izing simple tasks",..., and "often talking to team members". It is shown that human P_C performs business ingenuities such as "working outside the home", "often using sticky notes",..., and "holding meetings regularly". It is shown that human P_J performs business ingenuities such as "delaying coming to the office", "creating daily schedules",..., and "taking a 5-minute break every hour".

[0061] Returning to FIG. 2 again, the functional configuration of the human resource development support device 1 will be described.

[0062] Based on the job achievement information 32, the determination result by the motivation factor determination unit 21, and the diagnosis result of the motivation type, the personnel transfer proposal unit 28 generates proposals regarding personnel transfers for each human. The personnel transfer proposal unit 28 outputs the generated proposals regarding personnel transfers to the user.

[0063] Based on the job achievement information 32, the determination result by the motivation factor determination unit 21, and the diagnosis result of the motivation type, the job construction proposal unit 29 generates proposals regarding job construction. The job construction proposal unit 29 outputs the generated proposals regarding job construction to the user.

[0064] Hereinafter, the processes by the business ingenuity proposal unit 27, the personnel transfer proposal unit 28, and the job construction proposal unit 29 are also referred to as business ingenuity proposal processing, personnel transfer proposal processing, and job construction proposal processing, respectively.

[0065] With the above configuration, the user can grasp various information regarding human resource development. And the user can, based on the said information, realize an appropriate arrangement of humans that can maximize the achievements in the job proposal type.

[0066] 2. Operation Next, the human resource development support operation in the human resource development support device according to the embodiment will be described.

[0067] The human resource development support operation includes a motivation determination process, an achievement determination process, a diagnosis process, a work improvement proposal process, a personnel transfer proposal process, and a job construction proposal process.

[0068] 2.1 Motivation Determination Process First, the motivation determination process in the human resource development support device according to the embodiment will be described.

[0069] 2.1.1 Flowchart FIG. 7 is a flowchart showing an example of the motivation determination process in the human resource development support device according to the embodiment. In the example of FIG. 7, it is assumed that the business content information 30 and the challenge content information 31 have been input in advance into the human resource development support device 1 by the user.

[0070] As shown in FIG. 7, when an instruction to execute the motivation determination process is received from the user (start), the sorting unit 20 selects a record in the business content information 30 (S11).

[0071] The sorting unit 20 sorts the business content associated with the job of the record selected in the process of S11 as the first feature amount (S12).

[0072] The motivation factor determination unit 21 determines the motivation factor stimulated by the job in the selected record based on the first feature amount sorted in the process of S12 (S13).

[0073] The sorting unit 20 determines whether all the records in the business content information 30 have been selected (S14).

[0074] If there is an unselected record in the business content information 30 (S14; no), the sorting unit 20 selects an unselected record in the business content information 30 (S11). In this way, the processes of S11 to S14 are repeated until all the records in the business content information 30 are selected.

[0075] When all records within the business content information 30 are selected (S14; yes), the sorting unit 20 selects the records within the challenge content information 31 (S15).

[0076] The sorting unit 20 sorts the challenge content associated with the job of the record selected in the process of S15 as the second feature amount (S16).

[0077] Based on the second feature amount sorted in the process of S16, the motivation factor determination unit 21 determines the motivation factors stimulated by the job in the selected record for each person and date and time (S17).

[0078] The sorting unit 20 determines whether all records within the challenge content information 31 have been selected (S18).

[0079] If there are unselected records within the challenge content information 31 (S18; no), the sorting unit 20 selects the unselected records within the challenge content information 31 (S15). In this way, the processes of S15 to S18 are repeated until all records within the challenge content information 31 are selected.

[0080] When all records within the challenge content information 31 are selected (S18; yes), the motivation factor determination unit 21 integrates the determination result based on the business content information 30 by the process of S13 and the determination result based on the challenge content information 31 by the process of S17 (S19). The motivation factor determination unit 21 transmits the information integrated by S19 to the single motivation weight value calculation unit 24 and the multiple motivation weight value calculation unit 25 as the result of the motivation determination process.

[0081] When the process of S19 ends, the motivation determination process ends (end).

[0082] 2.1.2 Specific Example Figures 8 to 10 are diagrams showing examples of the first to third parts of the motivation determination process in the human resource development support device according to the embodiment. The first to third parts of the motivation determination process respectively correspond to the processes of S12 and S13, S16 and S17, and S19 in FIG. 7. In the examples of FIGS. 8 to 10, cases where the business content information 30 shown in FIG. 3 and the challenge content information 31 shown in FIG. 4 are applied are shown.

[0083] First, a specific example of the processes of S12 and S13 will be described with reference to FIG. 8.

[0084] As shown at the top of FIG. 8, by the process of S12, for each record in the business content information 30, the columns corresponding to the reward amount, the number of corresponding people, the required qualifications, the management work, the penalty, and the bonus are respectively organized as the first feature amounts corresponding to the reward motivation, the other - oriented motivation, the professional motivation, the power motivation, the fear motivation, and the expectation motivation.

[0085] Specifically, the value of the column of the reward amount is input into the column of the reward motivation.

[0086] When the value of the column of the number of corresponding people is 1, 0 is input into the column of the other - oriented motivation. When the value of the column of the number of corresponding people is 2 or more, 1 is input into the column of the other - oriented motivation.

[0087] When the values of the columns of the required qualifications, the management work, the penalty, and the bonus are 0, 0 is input into the columns of the professional motivation, the power motivation, the fear motivation, and the expectation motivation respectively. When the values of the columns of the required qualifications, the management work, the penalty, and the bonus are 1, 1 is input into the columns of the professional motivation, the power motivation, the fear motivation, and the expectation motivation respectively.

[0088] As shown at the bottom of FIG. 8, by the process of S13, it is determined whether the job stimulates each of the reward motivation, the other - oriented motivation, the professional motivation, the power motivation, the fear motivation, and the expectation motivation.

[0089] Specifically, the difference between the value in the column of the reward motivation and the average value of the rewards is input as the determination result into the column of the reward motivation stimulus. Thus, when the value in the column of the reward motivation stimulus is positive, the motivation factor determination unit 21 determines that the job has stimulated a positive reward motivation. When the value in the column of the reward motivation stimulus is negative, the motivation factor determination unit 21 determines that the job has stimulated a negative reward motivation. When the value in the column of the reward motivation stimulus is 0, the motivation factor determination unit 21 determines that the job has not stimulated the reward motivation. In the example of FIG. 8, the case where the average value of the rewards is 1200 yen is shown. In this case, the reward motivation stimulus for job J1 is 1400 - 1200 = +200. The reward motivation stimuli for jobs J2 to J6, J8, and J9 are 1200 - 1200 = 0. Also, the reward motivation stimulus for job J7 is 1100 - 1200 = -100.

[0090] Also, the values in the columns of the other - oriented motivation stimulus, the professional motivation stimulus, the power motivation stimulus, the fear motivation stimulus, and the expectation motivation stimulus are respectively input with the values in the columns of the other - oriented motivation, the professional motivation, the power motivation, the fear motivation, and the expectation motivation as the determination results. Thus, when the values in the columns of the other - oriented motivation stimulus, the professional motivation stimulus, the power motivation stimulus, the fear motivation stimulus, and the expectation motivation stimulus are 1, the motivation factor determination unit 21 determines that the job has stimulated the other - oriented motivation, the professional motivation, the power motivation, the fear motivation, and the expectation motivation respectively. When the values in the columns of the other - oriented motivation stimulus, the professional motivation stimulus, the power motivation stimulus, the fear motivation stimulus, and the expectation motivation stimulus are 0, the motivation factor determination unit 21 determines that the job has not stimulated the other - oriented motivation, the professional motivation, the power motivation, the fear motivation, and the expectation motivation respectively.

[0091] Next, a specific example of the processes of S16 and S17 will be described with reference to FIG. 9.

[0092] As shown at the top of FIG. 9, by the process of S16, for each record in the challenge content information 31, the column corresponding to the target value is organized as the second feature amount corresponding to the achievement / avoidance motivation. Specifically, the value of the column of the target value is input into the column of the achievement / avoidance motivation.

[0093] As shown in the lower part of FIG. 9, by the process of S17, it is determined whether the job stimulates the achievement motivation or the avoidance motivation. Specifically, the value of the achievement / avoidance motivation stimulation column has the value of the achievement / avoidance motivation column input as the determination result. Thereby, when the value of the achievement / avoidance motivation stimulation column is 1 or more, the motivation factor determination unit 21 determines that the job has stimulated the achievement motivation or the avoidance motivation. When the value of the achievement / avoidance motivation stimulation column is 0, the motivation factor determination unit 21 determines that the job has not stimulated the achievement motivation or the avoidance motivation.

[0094] Next, a specific example of the process of S19 will be described with reference to FIG. 10.

[0095] As shown in FIG. 10, the result of the process of S13 shown in the lower part of FIG. 8 and the result of the process of S17 shown in the lower part of FIG. 9 are integrated. Thereby, the information indicating which motivation factor the job stimulates is aggregated into one record for each combination of human and date / time. The motivation factor determination unit 21 transmits the information as shown in FIG. 10 to the single motivation weight value calculation unit 24 and the multiple motivation weight value calculation unit 25 as the result of the motivation determination process.

[0096] 2.2 Outcome determination process Next, the outcome determination process in the human resource development support device according to the embodiment will be described.

[0097] 2.2.1 Flowchart FIG. 11 is a flowchart showing an example of the outcome determination process in the human resource development support device according to the embodiment. In the example of FIG. 11, it is assumed that job outcome information 32 has been input in advance to the human resource development support device 1 by the user.

[0098] As shown in FIG. 11, when receiving an instruction from the user to execute the outcome determination process (start), the average outcome calculation unit 22 calculates the average outcome for each human for each job based on the job outcome information 32 (S21).

[0099] After the process of S21, the achievement determination unit 23 selects a record in the job achievement information 32 (S22).

[0100] The achievement determination unit 23 determines the magnitude relationship between the achievement of the job in the record selected in the process of S22 and the average achievement calculated in the process of S21 for each person and date / time (S23).

[0101] The achievement determination unit 23 determines whether all records in the job achievement information 32 have been selected (S24).

[0102] If there is a record not selected in the job achievement information 32 (S24; no), the achievement determination unit 23 selects an unselected record in the job achievement information 32 (S22). In this way, the processes of S22 to S24 are repeated until all records in the job achievement information 32 are selected.

[0103] When all records in the job achievement information 32 are selected (S24; yes), the achievement determination process ends (End). That is, the achievement determination unit 23 transmits the determination result by the process of S23 to the single - acting machine weight value calculation unit 24 and the multi - acting machine weight value calculation unit 25 as the result of the achievement determination process.

[0104] 2.2.2 Specific Example FIG. 12 is a diagram showing an example of the achievement determination process in the human resource development support device according to the embodiment. FIG. 12 corresponds to the processes of S21 and S23 in FIG. 11. In the example of FIG. 12, the case where the job achievement information 32 shown in FIG. 5 is applied is shown.

[0105] As shown in FIG. 12, by the process of S21, based on the job achievement information 32, the average achievement for each person of each job is calculated. In the example of FIG. 12, it is shown that the average achievement of job J1 by person P_A is 2. It is shown that the average achievements of job J2 by persons P_B and P_C are 1 and 3 respectively. It is shown that the average achievements of jobs J7 to J9 by persons P_H to P_J are all 3.

[0106] Then, by the process of S23, the actual achievements of each job for each person and date / time are compared with the average achievement. In the example of FIG. 12, in the morning, it is shown that the achievements of persons P_A to P_C are large (UP), large (UP), and small (DOWN) respectively with respect to the average achievement. The achievements of persons P_H to P_J are shown to be small (DOWN), large (UP), and small (DOWN) respectively with respect to the average achievement. Also, in the afternoon, it is shown that the achievement of person P_A is large (UP) with respect to the average achievement.

[0107] As a result, information indicating whether the achievement of a job is larger than the average achievement is aggregated into one record for each combination of person and date / time. The achievement determination unit 23 transmits information as shown in FIG. 12 to the single-motive weight value calculation unit 24 and the multi-motive weight value calculation unit 25 as the result of the achievement determination process.

[0108] 2.3 Diagnostic Process Next, the diagnostic process in the human resource development support device according to the embodiment will be described.

[0109] 2.3.1 Flowchart FIG. 13 is a flowchart showing an example of the diagnostic process in the human resource development support device according to the embodiment. In the example of FIG. 13, it is assumed that the motive determination process and the achievement determination process have been executed in advance.

[0110] As shown in FIG. 13, when receiving an instruction from the user to execute the diagnostic process (start), each of the single-motive weight value calculation unit 24 and the multi-motive weight value calculation unit 25 selects the corresponding record from the results of the motive determination process and the achievement determination process respectively (S31).

[0111] The single-motive weight value calculation unit 24 determines whether there is one motivating factor that is stimulated in the record selected in the process of S31 (S32).

[0112] When there is one stimulated motivation factor (S32; yes), the single-motivation weight value calculation unit 24 calculates a single-motivation weight value corresponding to the one stimulated motivation factor according to the result of the achievement determination process (S33).

[0113] When there is not one stimulated motivation factor (S32; no), the multiple-motivation weight value calculation unit 25 determines whether there are multiple stimulated motivation factors in the record selected in the process of S31 (S34).

[0114] When there are multiple stimulated motivation factors (S34; yes), the multiple-motivation weight value calculation unit 25 calculates multiple motivation weight values corresponding to the multiple stimulated motivation factors respectively according to the result of the achievement determination process (S35).

[0115] After the process of S33 or S35, the motivation type diagnosis unit 26 determines whether all records of the results of the motivation determination process and the achievement determination process have been selected (S36).

[0116] When there are records not selected in the results of the motivation determination process and the achievement determination process (S36; no), or when there is not even one stimulated motivation factor (S34; no), each of the single-motivation weight value calculation unit 24 and the multiple-motivation weight value calculation unit 25 selects the corresponding record from the results of the motivation determination process and the achievement determination process (S31). In this way, the processes of S31 to S36 are repeated until all records are selected from the results of the motivation determination process and the achievement determination process.

[0117] When all records of the results of the motivation determination process and the achievement determination process have been selected (S36; yes), the motivation type diagnosis unit 26 calculates the total weight value for each motivation factor in each person based on the single-motivation weight value and the multiple-motivation weight value calculated respectively in the processes of S33 and S35 (S37).

[0118] Then, the motivation type diagnosis unit 26 outputs to the user the top two motivation factors in terms of the total weight value for each motivation factor calculated in the process of S37 as the "motivation type" for the human to be diagnosed (S38).

[0119] When the process of S38 ends, the diagnosis process ends (END).

[0120] 2.3.2 Specific Example FIGS. 14 to 18 are diagrams showing examples of the first to fifth parts of the diagnosis process in the human resource development support device according to the embodiment. The first part of the diagnosis process corresponds to the calculation process of the single motivation weight value of the reward motivation in the process of S33 in FIG. 13. The second part of the diagnosis process corresponds to the calculation process of the single motivation weight value of the other-oriented motivation in the process of S33 in FIG. 13. The third part of the diagnosis process corresponds to the calculation process of the single motivation weight values of the achievement motivation and the avoidance motivation in the process of S33 in FIG. 13. The fourth part of the diagnosis process corresponds to the process of S35 in FIG. 13. The fifth part of the diagnosis process corresponds to the processes of S37 and S38 in FIG. 13. In the examples of FIGS. 14 to 18, the results of the motivation determination process shown in FIG. 10 and the results of the achievement determination process shown in FIG. 12 are applied.

[0121] First, a specific example of the process of S33 will be described with reference to FIGS. 14 to 16.

[0122] As shown in FIG. 14, when the positive reward motivation is stimulated and the comparison result is UP, +1 is assigned to the record as the single motivation weight value of the reward motivation. When the negative reward motivation is stimulated and the comparison result is DOWN, +1 is assigned to the record as the single motivation weight value of the reward motivation. In cases other than the above, that is, when the positive reward motivation is stimulated and the comparison result is DOWN, when the negative reward motivation is stimulated and the comparison result is UP, or when the reward motivation is not stimulated, 0 is assigned to the record as the single motivation weight value of the reward motivation.

[0123] As shown in FIG. 15, when the other-oriented motivation is stimulated and the comparison result is UP, +1 is assigned to the record as the single-motivation weight value of the other-oriented motivation. In cases other than the above, that is, when the other-oriented motivation is stimulated and the comparison result is DOWN, or when the other-oriented motivation is not stimulated, 0 is assigned to the record as the single-motivation weight value of the other-oriented motivation.

[0124] Although the illustration is omitted, the method of assigning the single-motivation weight values of the professional motivation, power motivation, fear motivation, and expectation motivation is the same as that of the other-oriented motivation.

[0125] That is, when the professional motivation is stimulated and the comparison result is UP, +1 is assigned to the record as the single-motivation weight value of the professional motivation. In cases other than the above, that is, when the professional motivation is stimulated and the comparison result is DOWN, or when the professional motivation is not stimulated, 0 is assigned to the record as the single-motivation weight value of the professional motivation.

[0126] When the power motivation is stimulated and the comparison result is UP, +1 is assigned to the record as the single-motivation weight value of the power motivation. In cases other than the above, that is, when the power motivation is stimulated and the comparison result is DOWN, or when the power motivation is not stimulated, 0 is assigned to the record as the single-motivation weight value of the power motivation.

[0127] When the fear motivation is stimulated and the comparison result is UP, +1 is assigned to the record as the single-motivation weight value of the fear motivation. In cases other than the above, that is, when the fear motivation is stimulated and the comparison result is DOWN, or when the fear motivation is not stimulated, 0 is assigned to the record as the single-motivation weight value of the fear motivation.

[0128] When the expectation motivation is stimulated and the comparison result is UP, +1 is assigned to the record as the single-motivation weight value of the expectation motivation. In cases other than the above, that is, when the expectation motivation is stimulated and the comparison result is DOWN, or when the expectation motivation is not stimulated, 0 is assigned to the record as the single-motivation weight value of the expectation motivation.

[0129] As shown in FIG. 16, when the achievement / avoidance motivation is stimulated and the comparison result is UP, +1 is assigned to the record as the single-motivation weight value of the achievement motivation. When the achievement / avoidance motivation is stimulated and the comparison result is DOWN, +1 is assigned to the record as the single-motivation weight value of the avoidance motivation. In cases other than the above, that is, when the achievement / avoidance motivation is not stimulated, 0 is assigned to the record as the single-motivation weight values of the achievement motivation and the avoidance motivation.

[0130] Next, a specific example of the process of S35 will be described with reference to FIG. 17.

[0131] As shown in FIG. 17, when multiple motivation factors are stimulated, the single-motivation weight value assignment process described in FIGS. 14 to 16 is executed for each stimulated motivation factor.

[0132] In the example of FIG. 17, a record in which the reward motivation and the achievement / avoidance motivation are simultaneously stimulated is shown. In this case, the assignment of each of the reward motivation weight value, the achievement motivation weight value, and the avoidance motivation weight value is executed as the multiple-motivation weight value assignment process. That is, in the example of FIG. 17, since it corresponds to the case where the positive reward motivation is stimulated and the comparison result is UP, +1 is assigned to the record as the multiple-motivation weight value of the reward motivation. Also, since it corresponds to the case where the achievement / avoidance motivation is stimulated and the comparison result is UP, +1 is assigned to the record as the multiple-motivation weight value of the achievement motivation.

[0133] Next, a specific example of the processes of S37 and S38 will be described with reference to FIG. 18.

[0134] As shown at the top of FIG. 18, the single motivation weight values and the multiple motivation weight values calculated for each motivation factor are summed for each person. The weight values for each motivation factor after summation are tabulated as the total weight value in one record for each person. Thereafter, the total weight values for each motivation factor of each person are ranked in descending order. Then, the motivation factors with the top two total weight values are diagnosed as the motivation factors (motivation types) by which the person is likely to be stimulated.

[0135] In the example of FIG. 18, it is shown that the total weight values of the reward motivation, other-oriented motivation, professional motivation, power motivation, expectation motivation, achievement motivation, and avoidance motivation of person P_A are 10, 20, 5, 4, 1, 3, 25, and 10, respectively. In this case, the motivation types of person P_A are diagnosed as achievement motivation and other-oriented motivation.

[0136] As shown at the bottom of FIG. 18, the diagnosed motivation types are output in a form that is easy for the user to understand. For example, the result of the diagnosis process is output to the user in a text form such as "Person P_A is of a type that is likely to be stimulated by 'achievement motivation and other-oriented motivation'." Thereby, the user can easily grasp what motivation factors the person to be diagnosed is likely to be stimulated by.

[0137] 2.4 Business improvement proposal process Next, the business improvement proposal process in the human resource development support device according to the embodiment will be described.

[0138] 2.4.1 Flowchart FIG. 19 is a flowchart showing an example of the business improvement proposal process in the human resource development support device according to the embodiment. In the example of FIG. 19, it is assumed that business improvement information 33 has been input in advance to the human resource development support device 1 by the user, and the diagnosis process has been executed in advance.

[0139] As shown in FIG. 19, when receiving an instruction from the user to execute the business improvement proposal process (start), the business improvement proposal unit 27 extracts a plurality of people whose motivation types match based on the result of the diagnosis process (S41).

[0140] The business improvement proposal department 27 acquires the business improvements of the human with the highest average achievement among the multiple humans extracted in the process of S41 from the business improvement information 33 (S42).

[0141] The business improvement proposal department 27 proposes to the user to present the business improvements obtained in the process of S42 to the humans with low average achievements among the multiple humans extracted in the process of S41 (S43).

[0142] When the process of S43 ends, the business improvement proposal process ends (End).

[0143] 2.4.2 Specific Example FIG. 20 is a diagram showing an example of the business improvement proposal process in the human resource development support device according to the embodiment.

[0144] As shown in FIG. 20, by the process of S41, for example, humans P_A and P_J having "achievement motivation and other-oriented motivation" as a common motivation type are extracted.

[0145] Subsequently, by the process of S42, from the business improvement information 33, among humans P_A and P_J, the business improvements of human P_J with high average achievement ("being late for work", "creating a daily schedule",..., "taking a 5-minute break every hour") are acquired.

[0146] Then, by the process of S43, a proposal to present the acquired business improvements to human P_A is output to the user. As a result, among the humans with high achievements, it is possible to propose the business improvements of the humans having the common motivation type. Therefore, it is possible to propose business improvements that are more likely to lead to an improvement in results and have high affinity for the person to whom the proposal is made.

[0147] For the human with the highest achievement, for example, it is possible to propose the business improvements of high achievers having the same motivation type in other organizations. As a result, it is possible to propose effective business improvements to all humans.

[0148] 2.5 Personnel Transfer Proposal Processing Next, the personnel transfer proposal processing in the human resource development support device according to the embodiment will be described.

[0149] 2.5.1 Flowchart FIG. 21 is a flowchart showing an example of personnel transfer proposal processing in the human resource development support device according to the embodiment. In the example of FIG. 21, it is assumed that the diagnosis process has been executed in advance.

[0150] As shown in FIG. 21, when receiving an instruction from the user to execute the personnel transfer proposal processing (start), the personnel transfer proposal unit 28 totals the number of times each motivation factor has been stimulated for each job based on the result of the motivation determination process (S51).

[0151] As a result of the aggregation by the process of S51, the personnel transfer proposal unit 28 extracts, for each job, the motivation factor with a large number of stimulations as the "motivation that the job is likely to stimulate" (S52).

[0152] The personnel transfer proposal unit 28 extracts, for each person, the job in which the "motivation that the job is likely to stimulate" extracted in the process of S52 matches the motivation type based on the result of the diagnosis process as the "appropriate job" (S53).

[0153] The personnel transfer proposal unit 28 determines the "job mainly performed" by each person based on the job achievement information 32 (S54).

[0154] The personnel transfer proposal unit 28 determines whether there is a person whose "job mainly performed" determined in the process of S54 is different from the "appropriate job" extracted in the process of S53 (S55).

[0155] If there is a person whose "job mainly performed" is different from the "appropriate job" (S55; yes), the personnel transfer proposal unit 28 proposes to the user a transfer recommendation for the person to the "appropriate job" (S56).

[0156] When the process of S56 ends, the personnel transfer proposal process ends (end).

[0157] 2.5.2 Specific Example FIG. 22 is a diagram showing an example of the personnel transfer proposal process in the human resource development support device according to the embodiment.

[0158] As shown in the upper part of FIG. 22, by the process of S51, the number of times each motivation factor is stimulated is aggregated for each job. In the example of FIG. 22, it is shown that for job J1, the reward motivation, and the achievement motivation or avoidance motivation are most stimulated. For job J2, the other - oriented motivation, and the achievement motivation or avoidance motivation are most stimulated. For job J3, the professional motivation, and the achievement motivation or avoidance motivation are most stimulated.

[0159] As a result, by the process of S52, as the motivations that job J1 is likely to stimulate, the reward motivation, and the achievement motivation or avoidance motivation are extracted. As the motivations that job J2 is likely to stimulate, the other - oriented motivation, and the achievement motivation or avoidance motivation are extracted. As the motivations that job J3 is likely to stimulate, the professional motivation, and the achievement motivation or avoidance motivation are extracted.

[0160] As shown in the middle part of FIG. 22, by the process of S53, the jobs in which the motivation type and the easily - stimulated motivation match are extracted for each human as appropriate jobs. In the example of FIG. 22, job J2, which is likely to stimulate the combination of achievement motivation and other - oriented motivation, is extracted as an appropriate job for human P_A who has the combination of achievement motivation and other - oriented motivation as the motivation type. Job J3, which is likely to stimulate the combination of achievement motivation and professional motivation, is extracted as an appropriate job for human P_B who has the combination of achievement motivation and professional motivation as the motivation type. Job J2 or J3, which is likely to stimulate the combination of other - oriented motivation and professional motivation, is extracted as an appropriate job for human P_C who has the combination of other - oriented motivation and professional motivation as the motivation type. Job J1, which is likely to stimulate the combination of reward motivation and achievement motivation, is extracted as an appropriate job for human P_D who has the combination of reward motivation and achievement motivation as the motivation type.

[0161] Also, by the process of S54, the jobs mainly performed by each person are determined. In the example of FIG. 22, it is shown that the jobs mainly performed by persons P_A to P_D are jobs J1, J2, J2, and J3, respectively.

[0162] As shown in the lower part of FIG. 22, by the process of S55, persons P_A, P_B, and P_D are determined as persons for whom the appropriate job is different from the job mainly performed.

[0163] Then, by the process of S56, a proposal to recommend transfer to jobs J2, J3, and J1, which are likely to stimulate the same motivation as the motivation type for persons P_A, P_B, and P_D, respectively, is output to the user. Thereby, a job that is likely to stimulate a motivation factor can be assigned to each person.

[0164] 2.6 Job construction proposal process Next, the job construction proposal process in the human resource development support device according to the embodiment will be described.

[0165] 2.6.1 Flowchart FIG. 23 is a flowchart showing an example of the job construction proposal process in the human resource development support device according to the embodiment. In the example of FIG. 23, it is assumed that the diagnosis process has been executed in advance.

[0166] As shown in FIG. 23, when receiving an instruction from the user to execute the job construction proposal process (start), the job construction proposal unit 29 totals the number of times each motivation factor has been stimulated for each job based on the result of the motivation determination process (S61). The process of S61 is equivalent to the process of S51 in FIG. 21.

[0167] The job construction proposal unit 29 extracts the most common motivation type within the organization as the "organizational motivation type" based on the result of the diagnosis process (S62).

[0168] Based on the job achievement information 32, the Job Construction Proposal Department 29 extracts, as "organizational jobs", the jobs that the largest number of people within the organization have mainly been performing (S63).

[0169] The Job Construction Proposal Department 29 determines whether the motivating factors stimulated by the organizational jobs extracted in the process of S63 are different from the motivating factors within the organizational motivation types extracted in the process of S62 (S64).

[0170] If the motivating factors stimulated by the organizational jobs are different from the motivating factors within the organizational motivation types (S64; yes), the Job Construction Proposal Department 29 determines whether the number of jobs that can be executed in one day is 2 or more (S65).

[0171] If the number of jobs that can be executed in one day is 2 or more (S65; yes), the Job Construction Proposal Department 29 proposes to the user to combine, based on the aggregation result by the process of S61, jobs that stimulate the motivating factors within the organizational motivation types extracted in the process of S62, with the organizational jobs extracted in the process of S63 (S66).

[0172] If the number of jobs that can be executed in one day is 1 (S65; no), the Job Construction Proposal Department 29 proposes to the user to change, based on the aggregation result by the process of S61, the way of performing the organizational jobs extracted in the process of S63 so as to stimulate the motivating factors within the organizational motivation types extracted in the process of S62 (S67).

[0173] If the motivating factors stimulated by the organizational jobs are the same as the motivating factors within the organizational motivation types (S64; no), when the process of S66 ends, or when the process of S66 ends, the job construction proposal process ends (End).

[0174] 2.6.2 Specific Example FIG. 24 is a diagram showing an example of the job construction proposal process in the human resource development support apparatus according to the embodiment.

[0175] As shown at the top of FIG. 24, by the process of S61, the number of times each motivation factor is stimulated is aggregated for each job. Since the example at the top of FIG. 24 is equivalent to the example at the top of FIG. 22, the description is omitted here.

[0176] As shown in the second and third parts from the top of FIG. 24, by the process of S62, the organizational motivation type is extracted. In the example of FIG. 24, a case is shown where a motivation type having a combination of achievement motivation and other - oriented motivation is determined to be the most frequently seen motivation type within the organization. In this case, the job to be proposed in the job construction proposal process is a job that stimulates the motivation factors within the organizational motivation type.

[0177] Also, by the process of S63, the organizational jobs are extracted. In the example of FIG. 24, a case is shown where job J1, which humans P_A to P_D have mainly performed, is determined to be the organizational job that the most humans in the organization have mainly performed.

[0178] In this case, the motivation factors stimulated by organizational job J1 are reward motivation and achievement / avoidance synchronization. Therefore, by the process of S64, it is determined that the motivation factors stimulated by organizational job J1 are different from the motivation factors within the organizational motivation type.

[0179] As shown at the bottom of FIG. 24, by the process of S66 or S67, a proposal for a job that stimulates the motivation factors within the organizational motivation type is output to the user. Specifically, when the number of jobs that can be executed in a day is 2 or more, by combining job J2 with organizational job J1, a new job construction that can stimulate other - oriented motivation is proposed to the user. Also, when the number of jobs that can be executed in a day is 1, it is proposed to the user to change organizational job J1 to a job that can stimulate other - oriented motivation. Thereby, more human motivation factors can be stimulated.

[0180] 3. Effects according to the embodiment According to the embodiment, the sorting unit 20 associates, for each job, a first feature amount corresponding to a reward motivation, an other-oriented motivation, a professional motivation, a power motivation, a fear motivation, and an expectation motivation based on the job content information 30. The sorting unit 20 associates, for each combination of job, human, and date and time, a second feature amount corresponding to an achievement motivation or an avoidance motivation based on the challenge content information 31. The motivation factor determination unit 21 determines, for each combination of job, human, and date and time, whether or not each motivation factor is being stimulated based on the first feature amount and the second feature amount. Thereby, it is possible to visualize what kind of stimuli each job gives to each human at a certain date and time. For this reason, the conditions under which the motivation factors are stimulated can be grasped with a fine granularity. Therefore, it is possible to obtain information for objectively determining what features of the job motivate humans.

[0181] Also, the result determination unit 23 determines, for each combination of job, human, and date and time, whether or not the result exceeds the average result based on the job result information 32. The motivation type diagnosis unit 26 diagnoses, for each human, the top two motivation factors that are likely to stimulate the human as the motivation type based on the results of the motivation determination process and the result determination process. Thereby, the motivation type diagnosis unit 26 can output to the user what kind of motivation factors are likely to stimulate the human. For this reason, the user can objectively judge the influence of the differences in motivation factors for each human on the results.

[0182] Also, the work improvement proposal unit 27 extracts a plurality of people diagnosed as having the same motivation type. The work improvement proposal unit 27 proposes to the user to present the work improvements of the humans who have achieved high results among the plurality of extracted humans to other humans. Thereby, it is possible to propose an efficient work improvement for each human to maximize the results by utilizing the fact that humans stimulated by the same kind of motivation are likely to have increased results when they perform the same kind of actions.

[0183] In addition, based on the results of the motivation determination process, the Personnel Transfer Proposal Department 28 extracts, for each job, the motivation factors that are likely to stimulate the job. Based on the job achievement information 32, the Personnel Transfer Proposal Department 28 extracts, for each person, the jobs that the person has mainly performed. When there is a person whose main job has different motivation factors and motivation types that are likely to be stimulated, the Personnel Transfer Proposal Department 28 proposes to the user a transfer recommendation for the person to a job that is likely to stimulate the person's motivation type. Thereby, jobs for which the motivation factors are likely to be stimulated can be appropriately assigned to each person.

[0184] In addition, based on the results of the motivation determination process, the Job Construction Proposal Department 29 extracts, for each job, the motivation factors that are likely to stimulate the job. Based on the job achievement information 32, the Job Construction Proposal Department 29 extracts the job that the most people in the organization have mainly performed as the organizational job. Based on the results of the diagnosis process, the Job Construction Proposal Department 29 extracts the motivation type that stimulates the most people in the organization as the organizational motivation type. When the motivation factors that are likely to stimulate the organizational job are different from the motivation factors within the organizational motivation type and the number of jobs that can be executed in a day is two or more, the Job Construction Proposal Department 29 proposes to the user to combine the job that is likely to stimulate the organizational motivation type with the organizational job. Also, when the motivation factors that are likely to stimulate the organizational job are different from the motivation factors within the organizational motivation type and the number of jobs that can be executed in a day is one, the Job Construction Proposal Department 29 proposes to the user to change the organizational job to a job that is likely to stimulate the motivation factors within the organizational motivation type. Thereby, the jobs that the administrator wants to have performed can be brought closer to the jobs that the people want to perform. Thereby, the motivation factors of people can be efficiently stimulated, and the results in job-type operations can be improved.

[0185] 4. Others Note that various modifications can be applied to the above-described embodiments.

[0186] For example, in the above-described embodiment, the motivation type diagnosis unit 26 has been described as diagnosing the motivation type based only on the work content information 30, the challenge content information 31, and the job achievement information 32, but it is not limited thereto. For example, when information on single motivation weight values and multiple motivation weight values calculated in the past is stored for each person, the motivation type diagnosis unit 26 may add the information on the weight values to the weight values calculated from the work content information 30, the challenge content information 31, and the job achievement information 32 to diagnose the motivation type.

[0187] For example, in the above-described embodiment, the case where various programs for the human resource development support operation are executed by the human resource development support device 1 has been described, but it is not limited thereto. For example, various programs for the human resource development support operation may be executed by computing resources on the cloud.

[0188] Note that the present invention is not limited to the above-described embodiment, and various modifications can be made without departing from the gist thereof at the implementation stage. Also, the respective embodiments may be implemented in appropriate combinations, and in that case, the combined effects can be obtained. Further, the above-described embodiments include various inventions, and various inventions can be extracted by combinations selected from a plurality of disclosed constituent elements. For example, even if some constituent elements are deleted from all the constituent elements shown in the embodiment, if the problem can be solved and the effects can be obtained, the configuration from which these constituent elements are deleted can be extracted as an invention.

Explanation of Reference Numerals

[0189] 1... Human resource development support device 10... Control circuit 11... Memory 12... Communication module 13... User interface 14... Drive 15... Storage medium 20... Sorting unit 21... Motivation factor determination unit 22... Average achievement calculation unit 23... Achievement determination unit 24... Single motivation weight value calculation unit 25... Plural motivation weight value calculation units 26... Motivation type diagnosis unit 27... Business improvement proposal unit 28... Personnel transfer proposal unit 29... Job construction proposal unit 30... Business content information 31... Challenge content information 32... Job achievement information 33... Business improvement information

Claims

1. Based on first information indicating the work content for each job, associate a first feature quantity corresponding to at least one first motivation factor with each job, Based on second information indicating the challenge content for each combination of job, human, and date / time, associate a second feature quantity corresponding to at least one second motivation factor with each combination of job, human, and date / time A sorting unit configured as such; Based on the first feature quantity and the second feature quantity, determine for each combination of job, human, and date / time whether each of the first motivation factor and the second motivation factor is being stimulated A first determination unit configured as such; A proposal unit that proposes improvement suggestions related to the job to the human based on the determination result by the first determination unit; Based on third information indicating the results for each combination of job, human, and date / time, a second determination unit configured to determine for each combination of job, human, and date / time whether the result exceeds a threshold value; A diagnosis unit configured to diagnose at least one third motivation factor that a human is likely to be stimulated with for each human based on the determination result by the first determination unit and the determination result by the second determination unit; Comprising; The proposal unit, Extract a first human and a second human diagnosed as having the same third motivation factor, Propose presenting the work ingenuity of the human who has achieved high results among the first human and the second human to the other human Including a first proposal unit configured as such, A human resource development support device.

2. Based on first information indicating the work content for each job, associate a first feature quantity corresponding to at least one first motivation factor with each job, Based on second information indicating the challenge content for each combination of job, human, and date / time, associate a second feature quantity corresponding to at least one second motivation factor with each combination of job, human, and date / time A sorting unit configured as such; Based on the first feature quantity and the second feature quantity, determine for each combination of job, human, and date / time whether each of the first motivation factor and the second motivation factor is being stimulated A first determination unit configured as such; A proposal unit that proposes improvement suggestions related to the job to the human based on the determination result by the first determination unit; A second determination unit configured to determine, for each combination of the job, the human, and the date and time, whether the result exceeds a threshold value based on third information indicating the result for each combination of the job, the human, and the date and time; A diagnosis unit configured to diagnose, for each human, at least one third motivation factor by which the human is likely to be stimulated based on the determination result by the first determination unit and the determination result by the second determination unit; Comprising; The proposal unit Extracts, for each job, at least one fourth motivation factor by which the job is likely to stimulate based on the determination result by the first determination unit; Extracts, for each human, the job that the human has mainly performed based on the third information; When the third motivation factor of the third human does not match the fourth motivation factor of the job that the third human has mainly performed, proposes to the third human a transfer to a job that is likely to stimulate the third motivation factor of the third human Including a second proposal unit configured as such; A human resource development support device.

3. Based on first information indicating the work content for each job, associates a first feature amount corresponding to at least one first motivation factor for each job; Based on second information indicating the challenge content for each combination of the job, the human, and the date and time, associates a second feature amount corresponding to at least one second motivation factor for each combination of the job, the human, and the date and time An organizing unit configured as such; Based on the first feature amount and the second feature amount, determines, for each combination of the job, the human, and the date and time, whether each of the first motivation factor and the second motivation factor is being stimulated A first determination unit configured as such; A proposal unit that proposes improvements related to the job to the human based on the determination result by the first determination unit; A second determination unit configured to determine, for each combination of the job, the human, and the date and time, whether the result exceeds a threshold value based on third information indicating the result for each combination of the job, the human, and the date and time; A diagnosis unit configured to diagnose, for each human, at least one third motivation factor by which the human is likely to be stimulated based on the determination result by the first determination unit and the determination result by the second determination unit; Comprising; The proposal unit Extracts, for each job, at least one fourth motivation factor by which the job is likely to stimulate based on the determination result by the first determination unit; Based on the third information, extract the job that the most people have mainly been doing, Based on the diagnosis result of the diagnosis unit, extract at least one fifth motivation factor that stimulates the most people, When the fourth motivation factor of the extracted job does not match the fifth motivation factor, propose to combine the extracted job with a job that is easy to stimulate the fifth motivation factor including a third proposal unit configured as described above, a human resource development support device.

4. Based on the first information indicating the work content for each job, associate a first feature amount corresponding to at least one first motivation factor with each job, Based on the second information indicating the challenge content for each combination of job, human, and date and time, associate a second feature amount corresponding to at least one second motivation factor with each combination of job, human, and date and time a sorting unit configured as described above, Based on the first feature amount and the second feature amount, determine for each combination of job, human, and date and time whether each of the first motivation factor and the second motivation factor is being stimulated a first determination unit configured as described above, a proposal unit that proposes improvements regarding the job to the human based on the result of the determination by the first determination unit, a second determination unit configured to determine for each combination of job, human, and date and time whether the result exceeds a threshold based on the third information indicating the result for each combination of job, human, and date and time, a diagnosis unit configured to diagnose at least one third motivation factor that is easy to stimulate the human for each human based on the result of the determination by the first determination unit and the result of the determination by the second determination unit, comprising, The proposal unit, Based on the result of the determination by the first determination unit, extract at least one fourth motivation factor that is easy to stimulate the job for each job, Based on the third information, extract the job that the most people have mainly been doing, Based on the diagnosis result of the diagnosis unit, extract at least one fifth motivation factor that stimulates the most people, When the fourth motivation factor of the extracted job does not match the fifth motivation factor, propose to change the extracted job to a job that is easy to stimulate the fifth motivation factor including a fourth proposal unit configured as described above, a human resource development support device.

5. A program for causing a computer to function as each unit included in the human resource development support device according to any one of claims 1 to 4.

Images