Information processing system, information processing method and program

Abstract

An information processing system, an information processing method, and a program are provided that further increase the accuracy of determining the characteristics of each employee in an organization. [Solution] In an information processing system 1 including an information processing device 2 and user terminals 3 to 5, the information processing device includes at least one processor, and the processor executes a program to perform the following steps: In an acquisition step, status information and characteristic information are acquired, the status information including information indicating the status of a first user belonging to an organization, and the characteristic information including information indicating personal characteristics of the first user; in a first identification step, a type of the first user is identified from a plurality of predetermined types based on the status information, characteristic information, and first reference information, and the first reference information is configured to be able to at least refer to the relationship between the status information and characteristic information and the type.

Description

[Technical Field]

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

[0002] For example, Patent Document 1 discloses an "information processing device that enables consideration of the relationship between employee motivation and department." The information processing device includes a motivation information acquisition unit that acquires information on employee motivation items, a department evaluation information acquisition unit that acquires department evaluation information on the motivation items for each department in the organization, and an engagement prediction unit that predicts an engagement score that indicates employee engagement in the department based on the motivation information and the department evaluation information. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Publication No. 2022-002009 Summary of the Invention [Problem to be solved by the invention]

[0004] However, there is still room for improvement in the capabilities of the above-mentioned known techniques. In particular, there is a need for techniques that can more accurately determine the characteristics of each employee in an organization.

[0005] In view of the above circumstances, the present invention provides an information processing system and the like that can further improve the accuracy of determining the characteristics of each employee in an organization. [Means for solving the problem]

[0006] According to one aspect of the present invention, there is provided an information processing system comprising at least one processor, the processor being configured to execute a program to perform the following steps: in an acquisition step, status information and characteristic information are acquired, the status information including information indicating the status of a first user belonging to an organization, and the characteristic information including information indicating personal characteristics of the first user; in a first identification step, the type of the first user is identified from a plurality of predetermined types based on the status information, characteristic information, and first reference information, and the first reference information is configured to be able to at least refer to the relationship between the status information and characteristic information and the type.

[0007] According to this embodiment, it is possible to further increase the accuracy of determining the characteristics of each employee in an organization. [Brief explanation of the drawings]

[0008] [Figure 1] 1 is a configuration diagram illustrating an information processing system 1. FIG. [Figure 2] FIG. 2 is a block diagram showing a hardware configuration of an information processing device 2. [Figure 3] FIG. 2 is a block diagram showing the hardware configuration of user terminals 3 to 5. [Figure 4] FIG. 2 is a functional block diagram showing functions of the information processing device 2. [Figure 5] 1 is an activity diagram showing an example of the flow of information processing executed in the information processing system 1. FIG. [Figure 6] 1 shows an example of a status survey response screen 6 displayed on the display unit 34 of the employee terminal 3. [Figure 7] FIG. 10 is a schematic diagram of a status survey table T1 and an individual characteristics survey table T2 included in the first reference information IF31. [Figure 8] FIG. 10 is a schematic diagram of an organization data table T3. [Figure 9] 1 shows an example of a proposal screen 7 displayed on the display unit 44 of the manager terminal 4. [Figure 10]1 shows an example of a proposal screen 8 displayed on the display unit 44 of the manager terminal 4. [Figure 11] 1 is an activity diagram showing an example of the flow of information processing executed in the information processing system 1. FIG. DETAILED DESCRIPTION OF THE INVENTION

[0009] DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS The present invention will be described below with reference to the accompanying drawings. Various features shown in the following embodiments can be combined with each other.

[0010] Incidentally, the program for realizing the software appearing in one embodiment may be provided as a non-transitory computer-readable medium, or may be provided so that it can be downloaded from an external server, or may be provided so that the program is started on an external computer and its functions are realized on a client terminal (so-called cloud computing).

[0011] Furthermore, various information processing according to an embodiment may realize input and output corresponding to the input. Here, the form of information referenced in such information processing (hereinafter referred to as reference information) is not limited as long as an output is obtained as a result of the input. The reference information may be, for example, rule-based information such as a database, a lookup table, or a predetermined function (including a decision formula such as a regression formula constructed using a statistical method), a trained model that has previously trained the correlation between input and output, or a generative AI such as a large-scale language model or a visual language model that can output a desired result in response to a prompt input.

[0012] In one embodiment, a "unit" may include, for example, a combination of hardware resources implemented by a circuit in the broad sense and software information processing that can be specifically realized by these hardware resources. In one embodiment, various information is handled, and this information is represented, for example, by physical values ​​of signal values ​​representing voltage and current, high and low signal values ​​as a binary bit set consisting of 0 or 1, or quantum superposition (so-called quantum bits), and communication and calculations can be performed on a circuit in the broad sense.

[0013] Furthermore, a circuit in the broad sense is a circuit realized by at least an appropriate combination of a circuit, circuitry, processor, memory, etc. The processor may be a general-purpose processor or a dedicated circuit. That is, it includes an application specific integrated circuit (ASIC), a programmable logic device (e.g., a simple programmable logic device (SPLD), a complex programmable logic device (CPLD), and a field programmable gate array (FPGA)), etc.

[0014] 1. Hardware Configuration In this section, the hardware configuration of one embodiment will be described.

[0015] 1.1 Information Processing System 1 FIG. 1 is a configuration diagram showing an information processing system 1. The information processing system 1 includes an information processing device 2 and user terminals 3 to 5. The information processing device 2 and the user terminals 3 to 5 are configured to be able to communicate with each other via a telecommunications line. In one embodiment, the information processing system 1 is made up of one or more devices or components. For example, if the information processing system 1 is made up of only the information processing device 2, the information processing system 1 can be the information processing device 2. These components will be described below.

[0016] 1.2 Information processing device 2 2 is a block diagram showing the hardware configuration of the information processing device 2. The information processing device 2 includes a communication bus 20, a communication unit 21, a storage unit 22, and a processor 23. The communication unit 21, the storage unit 22, and the processor 23 are electrically connected via the communication bus 20 inside the information processing device 2.

[0017] <Communications Department 21> The communication unit 21 is preferably a wired communication means such as USB, IEEE1394, Thunderbolt (registered trademark), wired LAN network communication, etc., but may also include wireless LAN network communication, mobile communication such as 3G / LTE / 5G, BLUETOOTH (registered trademark) communication, etc. as needed. In other words, it is more preferable to implement it as a collection of multiple communication means. In other words, the information processing device 2 may communicate various information from the outside via the communication unit 21 and the network.

[0018] <Storage section 22> The storage unit 22 stores various pieces of information defined above. This can be implemented, for example, as a storage device such as a solid state drive (SSD) that stores various programs and the like related to the information processing device 2 executed by the processor 23, or as a memory such as a random access memory (RAM) that stores temporarily required information (arguments, arrays, etc.) related to the program operations. The storage unit 22 stores various programs, variables, etc. related to the information processing device 2 executed by the processor 23.

[0019] <Processor 23> The processor 23 processes and controls the overall operations related to the information processing device 2. The processor 23 is, for example, a central processing unit (CPU) not shown. The processor 23 realizes various functions related to the information processing device 2 by reading out predetermined programs stored in the storage unit 22. In other words, information processing by software stored in the storage unit 22 is specifically realized by the processor 23, which is an example of hardware, and can be executed as each functional unit included in the processor 23. These will be described in more detail in the next section. Note that the processor 23 is not limited to being single, and multiple processors 23 may be provided for each function. A combination of these may also be used.

[0020] 1.3 User terminal A user terminal is a terminal owned by a user. User terminals include a terminal 3 operated by an employee belonging to an organization (hereinafter referred to as employee terminal 3), a terminal 4 operated by an administrator who manages the organization (hereinafter referred to as administrator terminal 4), and a terminal 5 operated by a job seeker (hereinafter referred to as job seeker terminal 5). The user terminal may be in any form, such as a smartphone, tablet terminal, computer, or any other device that can access information processing device 2 via a telecommunications line.

[0021] 3 is a block diagram showing the hardware configuration of the employee terminal 3. The following description will be given taking the employee terminal 3 as an example. The employee terminal 3 includes a communication bus 30, a communication unit 31, a memory unit 32, a processor 33, a display unit 34, and an input unit 35. The communication unit 31, the memory unit 32, the processor 33, the display unit 34, and the input unit 35 are electrically connected via the communication bus 30 inside the employee terminal 3. The description of the communication unit 31, the memory unit 32, and the processor 33 is omitted because it is the same as the description of each unit in the information processing device 2.

[0022] <Display section 34> The display unit 34 displays a screen of a graphical user interface (GUI) that can be operated by the user. The display unit 34 may be included in the housing of the employee terminal 3 or may be attached externally. Specifically, the display unit 34 may be implemented as a display device such as a CRT display, a liquid crystal display, an organic EL display, or a plasma display. It is preferable that these display devices are used appropriately depending on the type of employee terminal 3.

[0023] <Input section 35> The input unit 35 accepts operation inputs made by the user. The operation inputs are transferred as command signals to the processor 33 via the communication bus 30. The processor 33 can execute predetermined control or calculations based on the transferred command signals as necessary. The input unit 35 may be included in the housing of the employee terminal 3 or may be attached externally. For example, the input unit 35 may be implemented as a touch panel integrated with the display unit 34. When the input unit 35 is implemented as a touch panel, the user can input tap operations, swipe operations, etc. to the input unit 35. Instead of a touch panel, a switch button, a mouse, a QWERTY keyboard, etc. can be used as the input unit 35.

[0024] 2. Functional configuration In this section, the functional configuration will be described. Fig. 4 is a functional block diagram showing the functions of the information processing device 2. As described above, information processing by software stored in the storage unit 22 can be specifically realized by hardware (specifically, the processor 23), and executed as each functional unit included in the processor 23. In other words, the information processing system 1 has each functional unit in a program.

[0025] Specifically, the processor 23 includes a receiving unit 231, an acquiring unit 232, a calculating unit 233, an identifying unit 234, a determining unit 235, and a display control unit 236 as functional units.

[0026] The reception unit 231 is configured to receive various pieces of information as a reception step. Specifically, the reception unit 231 is configured to receive information via the communication unit 21 or the memory unit 22 and read the information into the working memory. Preferably, the reception unit 231 receives responses to the status survey SV1 or the personal characteristic survey SV2 via the input unit 35 of the employee terminal 3 or the like. The status survey SV1 is, for example, a survey for understanding the status of employees belonging to an organization. The status survey SV1 is conducted by employees answering questions for understanding the employee's status. The personal characteristic survey SV2 is, for example, a survey for understanding the user's personal characteristics. The personal characteristic survey SV2 is conducted by employees answering questions for understanding the individual's personality or values.

[0027] The acquisition unit 232 is configured to acquire various information as an acquisition step. Specifically, the acquisition unit 232 acquires status information IF1 based on the response to the status survey SV1 received from the employee by the reception unit 231. The status information IF1 includes information in which the employee answers questions to understand the employee's status. Furthermore, the acquisition unit 232 acquires characteristic information IF2 based on the response to the personal characteristic survey SV2 received from the employee, etc. by the reception unit 231. The characteristic information IF2 includes information in which the employee, etc. answers questions to understand the individual's personality or values.

[0028] The calculation unit 233 is configured to calculate various information as a calculation step. Preferably, the calculation unit 233 calculates a score of the employee for identifying the type of the employee, based on the status information IF1 or the characteristic information IF2 acquired by the acquisition unit 232.

[0029] The identification unit 234 is configured to identify various information as an identification step. Specifically, the identification unit 234 identifies a type corresponding to an employee based on the employee's status information IF1, characteristic information IF2, and first reference information IF31. The first reference information IF31 is configured to be able to refer to at least the relationship between the status information IF1, characteristic information IF2, and multiple types.

[0030] The determination unit 235 is configured to determine various information as a determination step. Specifically, the determination unit 235 determines first allocation information IF41 regarding the allocation of employees in an organization based on at least the type corresponding to the employee. The first allocation information IF41 may include, for example, information regarding a team that matches the type of the employee. Specifically, the first allocation information IF41 may include information that can identify a leader or team member of a team that matches the type of the employee.

[0031] As a display control step, the display control unit 236 displays various pieces of information stored in the storage unit 22 or screens containing such information in a viewable manner on a terminal such as the employee terminal 3. This allows various pieces of information to be presented to a user operating the employee terminal 3. When the phrase "display" is used, it does not matter whether the display medium is in a local environment or whether processing for displaying is performed via the network 11. The display control unit 236 controls visual information such as screens, images, icons, and messages to be displayed on the display of the terminal. The display control unit 236 may only generate rendering information for displaying the visual information on the terminal.

[0032] 3. Information Processing The information processing of the first embodiment will be described below.

[0033] 3.1 Overview of Information Processing 5 is an activity diagram showing an example of the flow of information processing executed in the information processing system 1. In this embodiment, a case will be described in which a type corresponding to an employee X who is a first user is identified, and a proposal for the placement of employee X in an organization O based on the type of employee X is presented to an administrator Y of the organization O (an example of a second user).

[0034] Here, employee X will be described as a person who belongs to organization O. Manager Y will be described as a person who is in a position to manage organization O (including a specific group or department within the organization), that is, a person who manages the work of employee X. For example, manager Y is a person who is responsible for running organization O and plays the role of a leader. Furthermore, manager Y may be, for example, a manager.

[0035] First, as a reception step, the reception unit 231 receives from the employee X an answer to a status question used in the status survey SV1 (activity A101). Specifically, the reception unit 231 receives answer information to the status question from the employee terminal 3 via the communication unit 21. The answer information is stored in the storage unit 22 or the like in association with the user ID of the employee X and the date and time of the answer.

[0036] The status survey SV1 is a survey for understanding the status of employees belonging to an organization. The status survey SV1 may be conducted by having employees answer questions regarding, for example, how busy their work is in the organization, their discretion in their work, their work environment, and their health status. Preferably, the status survey SV1 may be conducted on employees at a predetermined frequency (for example, once every three months).

[0037] Next, the acquiring unit 232 acquires status information IF1 as an acquiring step (activity A102). The status information IF1 includes information indicating the status of employee X who belongs to organization O. The status information IF1 also includes answer information to status questions received from employee X. The status questions include questions for understanding the status of employee X in organization O. More specifically, the acquiring unit 232 acquires a status score indicating the status of employee X in organization O from the answer information included in the status information IF1.

[0038] Independently from the processing related to activities A101 and A102, the reception unit 231 receives, as a reception step, answers to the personal characteristic questions used in the personal characteristic survey SV2 from the employee X (activity A103). Specifically, the reception unit 231 receives answer information to the personal characteristic questions from the employee terminal 3 via the communication unit 21. The answer information is stored in the storage unit 22 or the like in association with the user ID of the employee X and the date and time of the answer.

[0039] The personal characteristic survey SV2 is a survey for understanding the personal characteristics of the user. The personal characteristic survey SV2 may be conducted by having the employee answer questions regarding, for example, self-criticism, moodiness, sensitivity, optimism, etc. Preferably, the personal characteristic survey SV2 is conducted once before or after joining the company, and may also be conducted at a predetermined frequency (for example, once a year).

[0040] Next, the acquiring unit 232 acquires characteristic information IF2 as an acquiring step (activity A104). The characteristic information IF2 includes information indicating the personal characteristics of employee X. The characteristic information IF2 also includes answer information to characteristic questions received from employee X. The characteristic questions include questions for grasping the personal characteristics of employee X. More specifically, the acquiring unit 232 acquires a characteristic score indicating the personal characteristics of employee X from the answer information included in the characteristic information IF2.

[0041] Next, as an identification step, the identification unit 234 identifies the type of employee X from a plurality of predetermined types based on the status information IF1, the characteristic information IF2, and the first reference information IF31 (activity A105). In this embodiment, the first reference information IF31 is described as an example of a data table configured to be able to at least refer to the relationship between the status information IF1 and the characteristic information IF2 and the type.

[0042] Specifically, the identification unit 234 compares the scores (condition score and characteristic score) of employee X acquired in activities A102 and A104 with the score conditions included in the first reference information IF31, and identifies the type of employee X as the type for which the score conditions that employee X satisfies are defined. The score conditions indicate the range of scores corresponding to each type as the conditions under which employee X falls into each type. The method for identifying the type will be described in detail later.

[0043] In this embodiment, for convenience of explanation, the first reference information IF31 is stored in the storage unit 22, but this is not limiting, and the first reference information IF31 may not be included in the information processing system 1. Also, in this embodiment, the information processing device 2 performs various storage and control operations, but multiple external devices may be used instead of the information processing device 2. For example, the first reference information IF31 may be distributed and stored in multiple external devices using blockchain technology or the like. The same applies to the second reference information IF32 described below.

[0044] Next, as a determination step, the determination unit 235 determines first allocation information IF41 regarding the personnel allocation of employee X in organization O based on at least the type corresponding to employee X (activity A106). Specifically, the determination unit 235 determines the allocation of employee X (department to which employee X belongs, etc.) based on the type of employee X and the types of other employees belonging to organization O. Next, as a display step (an example of a presentation step), the display control unit 236 presents the first allocation information IF41 to manager Y, who is the manager of organization O (activity A107). According to this aspect, the manager of the organization can grasp the optimal personnel allocation according to the type of each employee, compared to when employee allocation is determined simply based on a status survey.

[0045] Independently from the processing related to activities A106 to A107, the acquisition unit 232 acquires communication history information between employee X and other people (activity A108). Preferably, the communication history information may include data related to communication between employee X and manager Y. In this embodiment, the communication history information is described as including data on text communication between employee X and manager Y via a chat tool, but this is not limited to this. For example, the communication history information may include data in which audio data of a meeting has been converted into text. Furthermore, the communication history information may include audio data or video data itself.

[0046] Next, as a second identification step, the identification unit 234 in the system identifies the communication characteristics of the employee X based on history information of communication between the employee X and manager Y, who is the manager of the organization O (activity A109). Subsequently, the determination unit 235 determines second guide information IF52 that provides guidance on how to communicate with the first user based on at least the communication characteristics and type corresponding to the first user (activity A110). The display control unit 236 presents the second display control step (an example of a second presentation step) to manager Y of the organization O (activity A111).

[0047] According to this aspect, an organization manager can understand how to appropriately communicate with an employee based on the employee's type as well as the actual communication history. Therefore, the organization manager can communicate with the employee in a way that leads to improved employee engagement, compared to when communication with the employee is conducted based solely on the manager's own judgment.

[0048] Preferably, in activity A109, the identification unit 234 may further identify the communication characteristics of manager Y. Furthermore, in activity A110, the second guide information IF52 may be determined based on the communication characteristics of employee X and the communication characteristics of manager Y. According to this aspect, it is possible to provide manager Y with communication suggestions that also take into account the type of manager Y. Furthermore, it is possible to provide manager Y with suggestions based on the compatibility between the type of employee X and the type of manager Y.

[0049] Note that the communication history information acquired by the acquisition unit 232 in the activity A108 is not limited to the communication between the employee X and the manager Y. For example, the communication history information may include communications between the employee X and other employees.

[0050] Furthermore, a first guide information IF51 showing a guideline for dealing with employee X may be presented to manager Y. That is, as a determination step, the determination unit 235 determines the first guide information IF51 showing a guideline for dealing with employee X in the organization based on at least the type corresponding to employee X. Subsequently, as a first presentation step, the display control unit (an example of a presentation unit) presents the first guide information IF51 to manager Y, who is a manager of the organization.

[0051] The information indicating a response guideline included in the first guide information IF51 may be, for example, information indicating a management guideline. The information indicating a response guideline may be, for example, a method for setting goals for employee X, a method for checking progress, or a method for evaluation. According to this aspect, a response guideline that matches each employee can be provided to manager Y. Note that the information indicating a response guideline may be determined based on the type of employee X identified in activity A205. Preferably, the information indicating a response guideline may be determined based on the type of employee X and the communication characteristics of employee X. Preferably, the information indicating a response guideline may further be determined based on the type and communication characteristics of manager Y.

[0052] To summarize the above, the information processing method according to this embodiment includes each step in the information processing system 1. The information processing system includes at least one processor. The processor includes a program to perform the following functions. The acquisition unit 232 acquires status information IF1 and characteristic information IF2. The status information IF1 includes information indicating the status of an employee X (an example of a first user) who belongs to an organization O. The characteristic information IF2 includes information indicating the personal characteristics of the employee X. As a first identification step, the identification unit 234 identifies the type of employee X from a plurality of predetermined types based on the status information IF1, characteristic information IF2, and first reference information IF31. The first reference information IF31 is configured to be able to at least refer to the relationship between the status information IF1 and characteristic information IF2 and the type.

[0053] According to this embodiment, the type of an employee can be determined based on both the employee's status in the organization and the employee's individual characteristics. Therefore, the type of each employee can be more accurately determined in organizational activities compared to when the type of each employee is determined based on only the survey results of either the employee's status or the employee's individual characteristics. Furthermore, the type of each employee can be identified based on the questionnaire responses received from each employee.

[0054] 3.2 Related technical matters

[0055] (Status survey response screen 6) Fig. 6 shows an example of a status survey response screen 6 displayed on the display unit 34 of the employee terminal 3. The status survey response screen 6 is an example of a screen displayed on the display unit 34 in activity A101 of Fig. 5. The status survey response screen 6 has areas 61 to 64 in which questions for the employee are displayed, and response areas 610, 620, 630, and 640 in which answers to the questions are received.

[0056] As shown in FIG. 6, area 61 displays a question for the employee, "Q1. Can I work at my own pace?". Answer area 610 is an area for accepting answers to the question displayed in area 61. Answer area 610 has check box 611 "That's right," check box 612 "Somewhat right," check box 613 "Somewhat different," and check box 614 "Different." Also, in FIG. 6, receiving unit 231 accepts the answer to check box 611 "That's right" from the employee. The same applies to areas 62 to 64.

[0057] 6, employee X can answer the status questions in the status survey SV1 by selecting any check box in the corresponding answer area 610, 620, 630, or 640 as an answer to each question displayed in areas 61 to 64. Next, the acquisition unit 232 acquires status information IF1 analyzed based on the answers to the status questions received from the employee.

[0058] Here, the answer information of employee X to the status questions is not limited to a specific format as long as it is information that can be used to calculate a status score indicating employee X's status in organization O. However, it is preferable that the answer information includes, for example, information indicating a numerical stage. As an example, the answer information "That's right" received in response to the question "Q1. I can work at my own pace" displayed in area 61 in FIG. 6 is preferably information indicating a score of 4. Furthermore, it is preferable that the answer "Somewhat right" is received as a score of 3, the answer "Somewhat different" is received as a score of 2, and the answer "Different" is received as a score of 1. In this embodiment, the answer information of employee X to the status questions includes information indicating a numerical stage as described above. The calculation unit 233 calculates employee X's status score based on the score corresponding to employee X's answer.

[0059] 6 has been described with reference to the example of the response screen to the status questions in the status survey SV1, but the display control unit 236 may also cause a similar response screen to be displayed on the display unit 34 of the employee terminal 3 for the personal characteristic survey SV2. More preferably, similar to the status survey SV1, the response information of the employee to the characteristic questions in the personal characteristic survey SV2 may also include a configuration that enables calculation of a characteristic score that indicates the employee's personal characteristics.

[0060] (First reference information IF31) 7 is a schematic diagram of the status survey table T1 and the personal characteristic survey table T2 included in the first reference information IF31. The first reference information IF31 includes the status survey table T1 and the personal characteristic survey table T2 corresponding to a predetermined type. In this embodiment, the "Type 01" shown in FIG. 7 will be used as an example.

[0061] The status survey table T1 is an example of a table in which a predetermined type is associated with the conditions for identifying the predetermined type for an employee. The personal characteristic survey table T2 has a similar configuration. The status survey table T1 and the personal characteristic survey table T2 may include information such as types (T11, T21), sets (T12, T22), groups (T13, T23), questions (T14, T24), and score conditions (T15, T25).

[0062] The types (T11, T21) are information that can identify a specific type from a plurality of predefined types. In the example of FIG. 7, type "01" is shown, and other types are also indicated by numbers. Note that indicating types by numbers is just one example, and types may be indicated by other methods such as symbols or words. The number of predefined types may be, for example, 20 to 100 types, preferably 40 to 80 types, and more preferably 50 to 70 types. The more types there are, the more difficult it tends to be for the information processing system 1 to grasp the characteristics of each type. Furthermore, the fewer types there are, the more difficult it tends to be for the information processing system 1 to classify each employee by their characteristics.

[0063] The set (T12, T22) is information indicating a combination of some of the state questions (specific state questions) in the state survey SV1 and some of the characteristic questions (specific characteristic questions) in the individual characteristic survey SV2. In other words, the first reference information IF31 indicates a correspondence between a set of a specific state question included in the state questions and a specific characteristic question among the characteristic questions that has a certain degree of relevance to the specific state question, and a type that has a certain degree of correlation or more. The degree of relevance includes the degree to which the contents of the questions are related to each other. Details will be described later.

[0064] The groups (T13) in the status survey table T1 are tags for classifying the questions included in the status survey SV1. For example, the groups (T13) indicate the types of organizational status that can be grasped, and questions that match the types of organizational status are classified into each group. In other words, multiple status questions include status groups whose question content is similar to each other to a certain extent. As shown in the status survey table T1, the "work discretion" group includes questions (T14) related to work discretion, such as "I can work at my own pace" and "I can decide my own work schedule."

[0065] Like group (T13), group (T23) in personal characteristic survey table T2 is a tag for categorizing questions included in personal characteristic survey SV2. Like status survey table T1, the multiple characteristic questions include characteristic groups whose question content is similar to each other at a certain level and has a certain degree of relevance to the status group. As shown in personal characteristic survey table T2, the "Working Conditions" group includes questions (T24) related to working conditions, such as "I want to work in an environment with a high degree of freedom and where high performance is expected" and "I want more opportunities for training and skill development." Here, a pair may be a pair of a specific status question included in a status group and a specific characteristic question included in a characteristic group. According to this embodiment, the survey includes a configuration in which questions are classified according to the degree of similarity in content. Therefore, it is easier to grasp the characteristics of employees than when the survey questions are not classified into groups.

[0066] In the example of FIG. 7, a group of "discretion at work" and a group of "working conditions" are combined as set B1. A group of "rewarding" is combined with a group of "working conditions" and "optimism" as set B2. In this way, a set may be a 1:1 combination of groups, or a 1:N combination (N is a natural number). A set may also be an M:N combination of groups (M is a natural number). Also, as in the "working conditions" group shown in FIG. 7, one group may be combined with multiple groups (in the case of "working conditions," "discretion at work" and "rewarding") as separate sets.

[0067] Question (T14) is a question presented to the employee in status survey SV1. Question (T14) is displayed on the display unit 34 of the employee terminal 3 in a manner that includes each of areas 61 to 64 on the status survey response screen 6 of FIG. 6. Question (T24) is a question presented to the employee in personal characteristic survey SV2. Question (T24) is also displayed on the display unit 34 of the employee terminal 3 in a similar manner.

[0068] As described above, the score conditions (T15, T25) indicate the range of scores corresponding to each type. Furthermore, the score conditions (T15, T25) are determined in accordance with specific questions. In this embodiment, it is assumed that the score conditions (T15, T25) are determined for each group of questions (status group or characteristic group). For example, the status group "Work discretion" in the status survey table T1 indicates that an employee whose average answer score is "3.7 to 3.9" is likely to fall into Type 01. Furthermore, the characteristic group "Working conditions" in the individual characteristic survey table T2 indicates that an employee whose average answer score is "3.4 to 3.6" is likely to fall into Type 01.

[0069] The configuration of the score conditions is not limited to this. For example, the score conditions (T15, T25) may be set for the average value of multiple questions included in the group. Also, the score conditions may be set for the total value of multiple questions included in the group. Furthermore, the score conditions may be set for each question individually.

[0070] The method for identifying the type of employee X based on the score conditions (T15, T25) is as follows. First, in a calculation step, the calculation unit 233 calculates a condition score based on answers to specific condition questions, and calculates a characteristic score based on answers to specific characteristic questions. Here, a type is associated with a score condition satisfied by a user of that type, and the score condition indicates the relationship between a pair and a range of the condition score or characteristic score corresponding to the pair. Next, in a first identification step, the identification unit 234 identifies, as the type of employee X, a type corresponding to the score condition satisfied by the condition score and characteristic score calculated for employee X.

[0071] According to this aspect, the employee's type can be identified by referring to the status survey response results and attribute survey response results that are related to each other among the employee's response results. Therefore, the employee's type can be identified more accurately than when the employee's type is identified based on only the results of one of the employee's status or personal characteristics surveys.

[0072] Here, the types identified for each employee will be explained using Type 01 in Figure 7 as an example. As mentioned above, among the multiple status questions and characteristic questions, the group "Discretion at Work" included in the status questions and the group "Working Conditions" included in the characteristic questions are associated as combination "B1." Furthermore, the groups "Discretion at Work" and "Working Conditions" are each associated with score conditions in a range higher than average.

[0073] "Working conditions" and "discretion in work" have a certain degree of correlation. Specifically, employees who value little overtime and the ease of taking vacations tend to desire discretion in work. From the above, it can be said that employees who are assigned Type 01 perceive their environment as one in which they are given a relatively large degree of discretion in their work, and also have the characteristic of placing importance on working conditions with a high degree of freedom.

[0074] As mentioned above, the group "Rewarding" included in the status questions and the groups "Working Conditions" and "Optimism" included in the characteristic questions are associated as a combination "B2." For example, the degree of rewarding felt in an organization and working conditions have a predetermined or higher correlation. Specifically, employees who value a work environment with a high degree of freedom and many opportunities for skill development tend to feel rewarding. Furthermore, employees who are optimistic about the difficulty of the work or the challenges they face tend to feel rewarding. In this way, one status question group may have a predetermined or higher correlation with multiple characteristic question groups, and one characteristic question group may have a predetermined or higher correlation with multiple status question groups.

[0075] For example, suppose that employee X's condition score for "discretion in work" is "3.8" and his characteristic score for "working conditions" is "3.4." In this case, the identification unit 234 identifies type "01," which corresponds to these score conditions, as the type of employee X, because the condition score "3.8" satisfies the score condition for "discretion in work" of "3.7 to 3.9" and the characteristic score "3.4" satisfies the score condition for "working conditions" of "3.4 to 3.6."

[0076] In this way, the type identified for an employee is determined based on the answers to the status questions and characteristic questions, which are considered to have particularly high content relevance, thereby making it possible to identify a type for the employee that matches the characteristics of the employee.

[0077] Here, a method for setting multiple types managed in advance will be described. For example, a type may be assigned to a pair of status questions from the status survey SV1 and characteristic questions from the personal characteristic survey SV2 that are considered to have a certain level of relevance or higher, and the corresponding score range. By forming pairs of status questions and characteristic questions in this way, the characteristics of each type can be more accurately captured. Furthermore, by providing a score range for each question or group of questions, employees whose engagement value or degree of turnover is within a predetermined range can be classified into the same type. Therefore, compared to setting types based only on either the status survey or the personal characteristic survey, multiple types that capture the characteristics of each type can be set. Furthermore, each employee can be classified into a type according to their characteristics.

[0078] The degree of association between the condition questions in the condition survey SV1 and the characteristic questions in the individual characteristic survey SV2 may be set, for example, by obtaining answers from multiple users (employees, etc.) to each question. Specifically, data in which each question is associated with an answer score may be obtained from multiple users, and the presence or absence of association may be determined based on trends revealed by analyzing the data.

[0079] In this way, by setting multiple types for classifying employees based on both the individual characteristics inherent in the employee and the engagement that is affected by the organization, it is possible to set types that show clearer characteristics than when types are set based only on the Status Survey SV1 or only on the Personal Characteristics Survey SV2. Furthermore, by classifying employees into groups based on both the Status Survey SV1 and the Personal Characteristics Survey SV2, it is possible to capture the characteristics of employees more accurately and classify them into groups that match the characteristics of the employees than when types are classified based only on the Status Survey SV1 or only on the Personal Characteristics Survey SV2.

[0080] 7 has multiple score conditions, the type 01 may be identified as the type of employee even if the employee does not satisfy all of the score conditions. For example, if the condition score and identification score calculated for employee X satisfy a score range corresponding to at least one set of multiple score ranges set for a predetermined type, the identification unit 234 may identify the type as the type of employee X. Specifically, a priority may be set for each score condition included in each type, and the more a score condition with a higher priority is satisfied, the more likely it is that the type corresponding to that score condition will be identified for the employee.

[0081] (Organization data table T3) FIG. 8 is a schematic diagram of the organization data table T3. The organization data table T3 is a table showing the correspondence between employees belonging to organization O and the employee's type or communication characteristic. The organization data table T3 is an example of a database referenced to determine the placement of employee X in the organization in activity A106 of FIG. 5. The organization data table T3 may also be referenced to determine the first guide information IF51 or the second guide information IF52 to be presented to manager Y in activity A110 of FIG. 5. As shown in FIG. 8, the organization data table T3 may include information such as employee ID (T31), status survey SV1 result (T32), personal characteristic survey SV2 result (T33), type (T34), communication data (T35), communication characteristic (T36), and advice (T37, T38).

[0082] Employee ID (T31) is information that can identify an employee who belongs to organization O. Furthermore, status survey SV1 result (T32) is information that can identify the employee's response information to status survey SV1. Similarly, personal characteristic survey SV2 result (T33) is information that can identify the employee's response information to personal characteristic survey SV2. Type (T34) is information that can identify the type specified for the employee in activity A105 of FIG. 5.

[0083] Here, an example of a method for determining the first placement information IF41 for employee X in activity A106 will be described. The determination unit 235 determines the first placement information IF41 based on the type corresponding to employee X and the types corresponding to other employees in organization O. Specifically, a combination of types that maximizes the degree of work performance is determined in advance from among a plurality of types, and the determination unit 235 may determine the first placement information IF41 to match the combination of types. The combination of types may include a configuration consisting of a combination of the same types, or a configuration consisting of a combination of different types. The combination of types may be determined by the type of an employee corresponding to a team leader and the types of members led by the leader.

[0084] (Proposal screen 7) The display mode of the first placement information IF41 will be described with reference to Fig. 9. Fig. 9 shows an example of a proposal screen 7 displayed on the display unit 44 of the administrator terminal 4. The proposal screen 7 is an example of a screen displayed on the display unit 44 in activity A107 of Fig. 5. The proposal screen 7 includes areas 70 to 73.

[0085] Areas 70 to 73 include information about organization O managed by administrator Y. Specifically, the proposal screen 7 is displayed in a manner in which information about the organization O (such as its name) is included in area 70. Furthermore, the proposal screen 7 is displayed in a manner in which information about the teams in organization O is included in areas 71 to 73, respectively.

[0086] Furthermore, the area 71 includes areas 711 to 714. For example, the area 711 includes information that can identify the teams included in the organization O. The area 712 includes information about an employee who is the team leader. Here, the team leader may be an example of the manager Y. That is, the proposal screen 7 and a proposal screen 8, which will be described later, may be presented to the team leader. The areas 713 and 714 include information about employees who are team members. Preferably, the proposal screen 7 may be displayed in a manner that includes the type of each employee in the areas 712 to 714. In this way, the display control unit 236 displays the determined first placement information IF41 in a manner that can be viewed by the manager Y.

[0087] According to this embodiment, Manager Y can understand personnel assignments that take into consideration the characteristics of each employee, compared to when personnel assignments are decided based solely on Manager Y's own judgment. Specifically, it is possible to consider personnel assignments that will improve the engagement of each employee or reduce the turnover rate of each employee. Furthermore, because Manager Y can understand the type of each employee via the proposal screen 7, it is easier for Manager Y to consider personnel assignment changes compared to when personnel assignments are decided based solely on Manager Y's own judgment.

[0088] Returning to FIG. 8, a method for presenting second guide information IF52 for optimizing communication will now be described. As shown in FIG. 8, the communication data (T35) is information that can identify communication history information of an employee. In this embodiment, the communication history information is described as being text data, but this is not limited to this. For example, the communication history information may be audio data or video data.

[0089] The communication characteristics (T36) are information that can identify the communication characteristics of an employee. The communication characteristics (T36) are identified for the employee in activity A109 of FIG. 5. Specifically, the communication characteristics are identified by analyzing text communication data, which is historical information about the employee's communication. The communication characteristics may include, for example, "actively expresses opinions to other members or encourages action," "often passive communication," "quickly proposes solutions to problems," "concisely communicates only the main points," or "emphasizes cooperation with other members."

[0090] The advice (T37) includes second guide information IF52, which is presented to the manager Y and indicates how to communicate with the employee. The second guide information IF52 is identified in activity A111 of FIG. 5. The second guide information IF52 is determined based on the employee's communication characteristics (T36) and the employee's type. For example, when targeting an employee who has communication characteristics such as "often passive communication" and whose engagement is lower than the average of all employees belonging to organization O, the second guide information IF52 may be presented to the manager Y, such as "actively create situations in communication that make it easy for the employee to speak proactively."

[0091] Similarly, the advice (T38) may include first guide information IF51 that indicates management guidelines for the employee, which is presented to the manager Y. For example, when targeting an employee who has a type such as "valuing challenges and freedom" and a communication characteristic such as "high sociability," the manager Y may be presented with guide information IF4 such as "encourage the employee to take the initiative in checking progress, and limit it to providing opportunities for regular reports."

[0092] (Proposal screen 8) The display modes of the first guide information IF51 and the second guide information IF52 will be described with reference to Fig. 10. Fig. 10 shows an example of a proposal screen 8 displayed on the display unit 44 of the administrator terminal 4. The proposal screen 8 is an example of a screen displayed in activity A111 of Fig. 5. For example, the display control unit 236 may receive an input to area 723 of Fig. 9 from the administrator Y, thereby transitioning the content displayed on the display unit 44 from proposal screen 7 of Fig. 9 to proposal screen 8 of Fig. 10. The proposal screen 8 includes areas 81 to 84.

[0093] Area 81 includes information about the type of employee X. Specifically, the proposal screen 8 is displayed in a manner in which the type of employee X and a description of the type are included in area 81. Area 82 includes information about the communication characteristics of employee X. Specifically, the proposal screen 8 is displayed in a manner in which the communication characteristics of employee X and a description of the communication characteristics are included in area 82.

[0094] Furthermore, the area 83 includes second guide information IF52 that shows advice on communication with the employee X. Specifically, the proposal screen 8 is displayed in a manner in which the area 83 includes an explanation of points that the manager Y should be aware of when communicating with the employee X.

[0095] Preferably, the second guide information IF52 may include at least one of information 83a about the content of communication and information 83b about the method of communication. The content of communication may be, for example, "explain the reason including a specific example." The method of communication may be, for example, information about the role in communication, such as "consciously create a situation where you are a good listener," or the order of speaking.

[0096] Furthermore, the area 84 includes first guide information IF51 that indicates management guidelines for the employee X. Specifically, the proposal screen 8 is displayed in a manner in which the area 84 includes an explanation of points to be considered when the manager Y manages the employee X.

[0097] According to this aspect, it is possible to present to the manager communication guidelines or management guidelines necessary to improve employee engagement.

[0098] Furthermore, the proposal screen 8 may include information indicating the characteristics of the type corresponding to employee X. Specifically, the proposal screen 8 may be displayed in a manner including information on the "retention rate in the organization," "ratio of high performers," or "types compatible with type 01" of personnel classified as type 01. According to such a manner, manager Y can conduct an interview with employee X while understanding the details of employee X's type and advice regarding communication with employee X, compared to when manager Y conducts a communication interview with a subordinate by himself.

[0099] 4. Second embodiment In this section, an information processing system 1 according to a second embodiment (hereinafter referred to as the present embodiment) will be described. However, descriptions of configurations and functions that are substantially the same as those of the information processing system 1 according to the first embodiment will be omitted.

[0100] In the first embodiment, a process for identifying the type of employee X belonging to organization O and presenting the optimal staffing arrangement for employee X in organization O has been described. This embodiment differs from the first embodiment in that the type of job seeker Z (an example of a third user) is further identified to present information (second placement information IF42) regarding the placement of job seeker Z in organization O. In this embodiment, a case will be described in which manager Y of organization O considers whether to hire job seeker Z.

[0101] Fig. 11 is an activity diagram showing an example of the flow of information processing executed in the information processing system 1. Activities A201 to A205 are similar to activities A101 to A105 in Fig. 5, and therefore description thereof will be omitted.

[0102] Independently from the processing of activities A201 to A205, the reception unit 231 receives, as a reception step, answers to the personal characteristic questions used in the personal characteristic survey SV2 from the job seeker Z (activity A206). Specifically, the reception unit 231 receives answer information to the personal characteristic questions from the job seeker terminal 5 via the communication unit 21. The answer information is stored in the storage unit 22 or the like in association with the user ID of the manager Y and the date and time of the answer.

[0103] Next, as an acquisition step, the acquisition unit 232 further acquires characteristic information IF2 of job seeker Z from job seeker Z (an example of a third user) (activity A207). The characteristic information IF2 of job seeker Z includes answer information to characteristic questions received from job seeker Z. The characteristic questions include questions for understanding the personal characteristics of job seeker Z. More specifically, the acquisition unit 232 acquires a characteristic score indicating the personal characteristics of job seeker Z from the answer information included in characteristic information IF2.

[0104] In a third identification step, the identification unit 234 identifies a third user type from among a plurality of predetermined types based on the characteristic information IF2 of the job seeker Z and the second reference information IF32 (activity A208). The second reference information IF32 is configured to be able to refer to at least the relationship between the characteristic information IF2 and the type.

[0105] Next, as a determination step, the determination unit 235 further determines second placement information IF42 regarding the personnel placement of job seeker Z in organization O (activity A209). Here, the second placement information IF42 may be information similar to the first placement information IF41 in the first embodiment. For example, the proposal screen 7 may be displayed in a manner including information about job seeker Z in area 713 or the like. Furthermore, for example, the second placement information IF42 may include information indicating the compatibility between job seeker Z and a predetermined organization O. Specifically, the compatibility may be determined based on a combination of the type of job seeker Z identified in activity A208 and each type of employee belonging to organization O. Preferably, the compatibility may include information indicating a numerical level.

[0106] Next, the display control unit 236 presents the second placement information IF42 to the manager Y or the recruiter (activity A210) as a display control step (an example of a presentation step). According to this aspect, it is possible to propose to the manager or the recruiter the optimal placement of job seekers for the current organization. More specifically, in terms of recruitment, it is possible to predict whether the job seeker is the talent needed by the organization, or whether the job seeker will be able to deliver high performance in the organization, based on the compatibility between the job seeker's own type and the type of employees of the organization.

[0107] It should be noted that even when a type is identified based only on the results of the personal characteristic survey SV2, as in this embodiment, it is possible to identify a type that matches each employee from among multiple types. When a type is identified based only on the personal characteristic survey SV2, it may be difficult to ensure the same level of identification accuracy as when a type is identified based on the status survey SV1 and the personal characteristic survey SV2. Specifically, the total number of types into which an employee can be classified based only on the personal characteristic survey SV2 may be smaller than the total number of types into which an employee can be classified based on the status survey SV1 and the personal characteristic survey SV2.

[0108] Therefore, the type identified for a user who has not yet joined an organization and has only a response to the personal characteristic survey SV2, such as job seeker Z in this embodiment, may be positioned as a type candidate. Specifically, the identification unit 234 may identify multiple types as candidates for the user. Furthermore, when identifying a type based only on the personal characteristic survey SV2, the number of pre-defined types may be fewer than when a type is identified based on the status survey SV1 and the personal characteristic survey SV2. According to this embodiment, the manager can grasp the degree of suitability of a job seeker who has only a response to the personal characteristic survey SV2 for the organization or a personnel placement plan within the organization. 5.Other The information processing system 1 according to the above embodiment may be configured as follows.

[0109] In the first and second embodiments described above, the first reference information IF31 includes the status survey table T1 and the personal characteristic survey table T2, but this is not limitative. For example, the first reference information IF31 may be a learning model.

[0110] Specifically, the processor 23 further has an artificial intelligence unit (not shown), which may have a learning model that receives as input the employee's response information to the status survey SV1 and the individual characteristic survey SV2 and outputs the type assigned to the employee. The learning model may be a model generated by performing so-called supervised machine learning, in which the employee's response information to each survey is used as input data for learning (explanatory variables), the type assigned to the employee is used as output data for learning (objective variables), and the input data and output data are used as training data in which the input data and the output data are associated as pairs.

[0111] The artificial intelligence unit is configured to receive input from each functional unit and return the instructed output. The artificial intelligence used by each functional unit of the information processing device 2 may be a common one, or may be prepared individually for each functional unit.

[0112] Furthermore, in the above embodiment, the communication characteristics are calculated from communication history information separately from the type characteristics of employee X, but this is not limited to this. For example, the type may include the communication characteristics of the user. When the type includes the communication characteristics, the display control unit 236 may, as a display control step (an example of a presentation step), display second guide information IF52 that provides guidance on how to communicate with employee X (first user) in a manner that is visible to administrator Y (second user), who is the administrator of organization O. According to this mode, when communicating with employees, the administrator can understand how to communicate according to each type.

[0113] In the above embodiment, the status questions in the status survey SV1 and the characteristic questions in the individual characteristic survey SV2 each include a group whose question content is similar to a certain level, but this is not limited to this. The status questions and characteristic questions do not have to include a group. In other words, a pair may be formed by associating one status question with one characteristic question.

[0114] In one embodiment, the reception unit 231, the acquisition unit 232, the calculation unit 233, the identification unit 234, the determination unit 235, and the display control unit 236 are described as functional units realized by the processor 23 of the information processing device 2, but at least some of these may be implemented as functional units realized by an external server not shown, or as functional units realized by the processor 33 of the employee terminal 3, etc.

[0115] The information processing device 2 may be an on-premise type or a cloud type. As the information processing device 2 in the cloud type, the above functions and processes may be provided in the form of, for example, SaaS (Software as a Service) or cloud computing.

[0116] In the above embodiment, the information processing device 2 performs various storage and control operations, but multiple external devices may be used instead of the information processing device 2. That is, various information and programs may be distributed and stored in multiple external devices using block chain technology or the like.

[0117] Furthermore, it may be provided in the following aspects.

[0118] (1) An information processing system comprising at least one processor, the processor configured to execute a program to perform the following steps: in an acquisition step, status information and characteristic information are acquired, the status information includes information indicating the status of a first user belonging to an organization, and the characteristic information includes information indicating personal characteristics of the first user; in a first identification step, the type of the first user is identified from among a plurality of predetermined types based on the status information, the characteristic information, and first reference information, wherein the first reference information is configured to be able to at least refer to the relationship between the status information and characteristic information and the type.

[0119] According to this embodiment, the type of an employee can be determined based on both the employee's status in the organization and the employee's individual characteristics. Therefore, the type of each employee in organizational activities can be determined more accurately than when the type of each employee is determined based on only the survey results of either the employee's status or the employee's individual characteristics.

[0120] (2) In the system described in (1) above, the status information includes answer information to status questions received from the first user, the status questions include questions for understanding the status of the first user in the organization, the characteristic information includes answer information to characteristic questions received from the first user, and the characteristic questions include questions for understanding the personal characteristics of the first user.

[0121] According to this aspect, it is possible to identify the type of each employee based on the responses to the questionnaire received from the employee.

[0122] (3) In the system described in (2) above, the first reference information indicates a correspondence between a specific state question included in the state question and a set of specific characteristic questions among the characteristic questions that have a certain degree of relevance to the specific state question, and the type that has a certain degree of correlation or more.

[0123] According to this embodiment, by referring to the employee's status (anxiety, job satisfaction) in the organization and the highly relevant personal characteristics (personality, values), it is possible to grasp the employee's type more accurately than when determining the employee's type simply from a status survey.

[0124] (4) In the system described in (3) above, in the calculation step, a condition score is calculated based on the answers to the specific condition questions, and a characteristic score is calculated based on the answers to the specific characteristic questions, the type is associated with a score condition that a user of that type must satisfy, and the score condition indicates the relationship between the pair and the condition score or the range of the characteristic score corresponding to the pair, and in the first identification step, the type corresponding to the score condition that is satisfied by the condition score and the characteristic score calculated for the first user is identified as the type of the first user.

[0125] According to this aspect, the employee's type can be identified by referring to the status survey response results and attribute survey response results that are related to each other among the employee's response results. Therefore, the employee's type can be identified more accurately than when the employee's type is identified based on only the results of one of the employee's status or personal characteristics surveys.

[0126] (5) In the system described in (3) above, the plurality of state questions include state groups whose question contents are similar to each other to a certain degree or more, the plurality of characteristic questions include characteristic groups whose question contents are similar to each other to a certain degree or more and have a certain degree of relevance to the state groups, and the set is a set of the specific state question included in the state group and the specific characteristic question included in the characteristic group.

[0127] According to this aspect, questions with a high degree of similarity in content are grouped together, so that a type that is more suited to the characteristics of the employee can be identified compared to normal type identification.

[0128] (6) In the system described in (1) above, further, in the determination step, first placement information regarding the personnel placement of the first user in the organization is determined based on at least the type corresponding to the first user, and in the first presentation step, the first placement information is presented to a second user who is an administrator of the organization.

[0129] According to this embodiment, the manager of the organization can grasp the optimal staffing arrangement according to the type of each employee, compared to when the staffing arrangement of employees is determined simply from a status survey.

[0130] (7) In the system described in (1) above, further, in the determination step, first guide information indicating guidelines for the first user in the organization is determined based on the type corresponding to at least the first user, and in the first presentation step, the first guide information is presented to a second user who is an administrator of the organization.

[0131] (8) In the system described in (7) above, in the acquisition step, the characteristic information is further acquired from a third user, in the third identification step, the type of the third user is identified from among a plurality of predetermined types based on the characteristic information and second reference information, the second reference information is configured to be able to refer to at least the relationship between the characteristic information and the type, and in the determination step, second placement information regarding the personnel placement of the third user in the organization is further determined.

[0132] According to this embodiment, it is possible to propose an optimal staffing of job seekers for the current organization.

[0133] (9) In the system described in (1) above, the type includes the user's communication characteristics, and in the second presentation step, second guide information that guides the second user, who is an administrator of the organization, on how to communicate with the first user is presented to the second user, and the second guide information is determined based on at least the type corresponding to the first user.

[0134] According to this aspect, the manager can understand how to communicate with employees according to their type.

[0135] (10) In the system described in (1) above, in a second identification step, the communication characteristics of the first user are identified based on communication history information between the first user and a second user who is an administrator of the organization, and in a second presentation step, second guide information that guides the second user who is an administrator of the organization on how to communicate with the first user is presented to the second user, and the second guide information is determined based on at least the communication characteristics and the type corresponding to the first user.

[0136] According to this aspect, it is possible to understand the appropriate way to communicate with an employee based on the employee's type as well as the actual communication history.

[0137] (11) In the system described in (10) above, the second guide information includes at least one of information about the content of the communication or information about the method of communication.

[0138] (12) An information processing method, comprising the steps of the information processing system according to any one of (1) to (11) above.

[0139] (13) A program that causes a computer to execute each step of the information processing system described in any one of (1) to (11) above. Of course, this is not the case.

[0140] Finally, while various embodiments of the present invention have been described, these are presented by way of example only and are not intended to limit the scope of the invention. The novel embodiments may be embodied in various other forms, and various omissions, substitutions, and modifications may be made without departing from the spirit of the invention. Such embodiments and modifications are intended to be included within the scope and spirit of the invention, as well as within the scope of the inventions and their equivalents as defined in the accompanying claims. [Explanation of symbols]

[0141] 1: Information processing system 11: Network 2: Information processing equipment 20: Communication bus 21: Communications Department 22: Storage section 23: Processor 231: Reception 232: Acquisition Department 233: Calculation section 234: Specific part 235: Decision section 236: Display control unit 3: Employee terminal 30: Communication bus 31: Communications Department 32: Storage section 33: Processor 34:Display section 35: Input section 4: Administrator terminal 41: Communications Department 42: Storage section 43: Processor 44: Display section 45: Input section 5: Job seeker terminal 51: Communications Department 52: Storage section 53: Processor 54:Display section 55: Input section 6: Status survey response screen 61 :Area 610:Answer area 611: Checkbox 612: Checkbox 613: Checkbox 614: Checkbox 62 :Area 620: Answer area 63 :Area 630:Answer area 64 :Area 640:Answer area 7: Suggestion screen 70: Area 71 :Area 72 :Area 711 :Area 712 :Area 713 :Area 714 :Area 73 :Area 8: Suggestion screen 81 :Area 82 :Area 83 :Area 84 :Area IF1: Status information IF2: Characteristics information IF3 : Reference Information IF31: Primary Reference Information IF32: Secondary reference information IF41: First placement information IF42: Second placement information IF51: First Guide Information IF52: Second Guide Information O :Organization SV1: Status Survey SV2: Personal Characteristics Survey T1: Status Survey Table T2: Personal characteristics survey table T3: Organizational Data Table X: Employee Y:Administrator Z: job seeker

Claims

1. An information processing system, at least one processor; The processor is configured to execute a program to perform the following steps: In the obtaining step, a state score and a characteristic score of the first user are obtained, where: the status score is calculated based on the first user's answers to status questions; the status question includes a question for understanding the status of the first user who belongs to an organization; the trait score is calculated based on the first user's answers to trait questions; the characteristic questions include questions for grasping personal characteristics of the first user; In the first identification step, a type of the first user is identified based on the state score, the characteristic score, and first reference information, where the state score and the characteristic score each correspond to a score condition, and the first reference information is configured to be able to refer to a correspondence relationship between a plurality of predetermined types and the score conditions; The score condition indicates a relationship between a set of a specific status question included in the status question and a specific characteristic question among the characteristic questions that has a certain degree of relevance or higher with the specific status question, and the range of the status score and the range of the characteristic score corresponding to the set.

2. 10. The system of claim 1, The plurality of state questions are classified into state groups whose question contents are similar to each other to a certain extent or more; the plurality of characteristic questions are classified into characteristic groups whose question contents are similar to each other to a certain degree or more and have a certain degree or more of relevance with the state group; The set is a set of the specific state questions included in the state group and the specific property questions included in the property group.

3. 10. The system of claim 1, Furthermore, in the determining step, first allocation information regarding personnel allocation of the first user in the organization is determined based on at least the type corresponding to the first user; In the first presentation step, the system presents the first location information to a second user who is an administrator of the organization.

4. 10. The system of claim 1, Furthermore, in the determination step, first guide information indicating a response guideline for the first user in the organization is determined based on at least the type corresponding to the first user; In the first presentation step, the system presents the first guide information to a second user who is an administrator of the organization.

5. 5. The system of claim 4, The obtaining step further includes obtaining the characteristic score from a third user; In a third identification step, the third user type is identified from a plurality of predetermined types based on the characteristic score and second reference information; the second reference information is configured to be able to refer to at least a relationship between the characteristic score and the type; The determining step further determines second allocation information regarding staffing of the third user in the organization.

6. 10. The system of claim 1, The type includes a communication characteristic of the user; In the second presentation step, second guide information for guiding how to communicate with the first user is presented to a second user who is an administrator of the organization; The second guide information is determined based on at least the type corresponding to the first user.

7. 10. The system of claim 1, In a second identification step, a communication characteristic of the first user is identified based on history information of communication between the first user and a second user who is an administrator of the organization; In the second presentation step, second guide information for guiding how to communicate with the first user is presented to a second user who is an administrator of the organization; The second guide information is determined based on at least the communication characteristics and the type corresponding to the first user.

8. 8. The system of claim 7, A system in which the second guide information includes at least one of information regarding the content of the communication or information regarding the communication method.

9. An information processing method, comprising: A method in which each step of the information processing system according to any one of claims 1 to 8 is executed by a computer.

10. A program, A program that causes a computer to execute each step of the information processing system according to any one of claims 1 to 8.

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