Human Resources Management System, Human Resources Management Method and Program

Abstract

A human resources management system, a human resources management method, and a program are provided that are capable of at least one of standardizing and streamlining the work of creating reports on the human capital of an organization. [Solution] One or more processors of the human resources management system are capable of executing the following steps: in the registration step, registering data related to the organization's human capital as registration data; in the display control step, controlling multiple types of indicators calculated from the registration data so that they can be displayed on a registrant terminal operated by the registrant; in the selection step, selecting candidates for a set of target indicators to be reported from the multiple types of indicators that can be displayed, so that the candidates include at least predetermined specified indicators; in the presentation step, presenting the selected candidates to the creator; and in the report generation step, generating a report at the creator's request using a set of target indicators determined based on the presented candidates and calculated from the registration data.

Description

[Technical Field]

[0001] The present disclosure relates to a human resources management system, a human resources management method, and a program. [Background technology]

[0002] Systems for creating reports on human capital are known. For example, Patent Document 1 describes a computer that, when a type of indicator is selected, displays on a terminal an input field for sub-data corresponding to the selected type of indicator, and creates a report based on the input sub-data. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Application Laid-Open No. 2025-000157 Summary of the Invention [Problem to be solved by the invention]

[0004] However, in the above-mentioned Patent Document 1, the decision on which index to use to create a report and the extraction of data depend on the experience and skills of the individual creator, which leads to problems such as variations in the content and quality of the work.In addition, inputting data to calculate the indexes is a burdensome task.

[0005] In view of the above-mentioned problems, an object of the present disclosure is to provide a human resources management system, a human resources management method, and a program that can at least one of standardize and streamline report creation work related to an organization's human capital. [Means for solving the problem]

[0006] A human resources management system according to one aspect of the present disclosure includes one or more processors and a memory. The one or more processors are capable of executing the following steps: in a registration step, registering data related to an organization's human capital as registration data; in a display control step, controlling a plurality of types of indicators calculated from the registration data so that they can be displayed on a registrant terminal operated by a registrant; in a selection step, selecting candidates for a set of target indicators to be reported from the plurality of displayable types of indicators so that the candidate set includes at least a predetermined designated indicator; in a presentation step, presenting the selected candidates to a report creator; and in a report generation step, generating a report in response to a report generation request from the report creator using the set of target indicators calculated from the registration data, the set of target indicators being determined based on the presented candidates.

[0007] A human resources management method according to one aspect of the present disclosure is a method in which a human resources management system executes each of the above steps.

[0008] A program according to one aspect of the present disclosure is a program for causing a computer including one or more processors and a memory to execute each of the steps described above. [Effects of the Invention]

[0009] The present disclosure makes it possible to provide a human resources management system, a human resources management method, and a program that are capable of standardizing and / or streamlining the work of creating reports on an organization's human capital. [Brief explanation of the drawings]

[0010] [Figure 1] 1 is a block diagram showing the overall configuration of a human resources management system according to a first embodiment. [Figure 2] 1 is a block diagram showing a hardware configuration of a human resources management device according to a first embodiment. [Figure 3] FIG. 2 is a block diagram showing the hardware configuration of a registrant terminal and a creator terminal according to the first embodiment. [Figure 4]3 is a block diagram showing the functional configuration of a control unit of the human resources management device according to the first embodiment. FIG. [Figure 5] FIG. 2 is a sequence diagram showing the flow of a data management method according to the first embodiment. [Figure 6] FIG. 4 is a diagram illustrating an example of a data structure of a registration data table. [Figure 7] FIG. 10 is a diagram illustrating an example of the data structure of a displayable indicator table. [Figure 8] FIG. 10 is a diagram illustrating an example of a screen. [Figure 9] FIG. 2 is a sequence diagram showing the flow of a report generation method according to the first embodiment. [Figure 10] FIG. 10 is a diagram illustrating an example of a confirmation and correction screen for a set of target indicators. [Figure 11] FIG. 10 is a diagram illustrating an example of the data structure of a target index list. [Figure 12] FIG. 10 is a diagram for explaining the output order of target indices. [Figure 13] FIG. 10 is a diagram illustrating an example of a report. [Figure 14] FIG. 10 is a diagram illustrating an example of a screen. [Figure 15] FIG. 10 is a block diagram showing the functional configuration of a control unit of a human resources management device according to a second embodiment. [Figure 16] FIG. 10 is a diagram illustrating an example of a screen. DETAILED DESCRIPTION OF THE INVENTION

[0011] Hereinafter, embodiments of the present disclosure will be described in detail with reference to the drawings. In each drawing, the same or corresponding elements are designated by the same reference numerals, and for clarity of explanation, duplicate explanations will be omitted as necessary.

[0012] <Embodiment 1> First, a first embodiment of the present disclosure will be described. 1. Hardware Configuration This section describes the hardware configuration of the human resource management system 1 according to the present embodiment. Fig. 1 is a block diagram showing the overall configuration of the human resource management system 1 according to the first embodiment.

[0013] 1.1 Human Resource Management System1 The human resource management system 1 is a computer system that manages various types of information related to human capital for the purpose of understanding the state of an organization from the perspective of human capital. For example, the human resource management system 1 is a talent management system. The organization may be a company, a government agency, a voluntary association, or other organization. The human resource management system 1 comprises a human resource management device 2, a registrant terminal 3, and a creator terminal 4. The human resource management device 2, the registrant terminal 3, and the creator terminal 4 are connected to each other so as to be able to communicate with each other via a network NW such as the Internet or a LAN (Local Area Network).

[0014] 1.2 Personnel Management Device 2 The human resource management device 2 is a computer such as a server that accumulates and manages data related to the human capital of an organization (hereinafter referred to as HC data). For example, the human resource management device 2 is managed by a user (hereinafter referred to as a registrant) who is in a position to manage members of the organization. The human resource management device 2 stores HC data acquired from a registrant terminal 3 operated by the registrant in a registered data table T1 (not shown) of a storage unit 22 (described later). The human resource management device 2 then calculates multiple types of evaluation indexes (hereinafter simply referred to as indexes) based on the HC data and controls the calculated indexes so that they can be displayed on the registrant terminal 3. A registrant who views this can understand the human capital of the organization through the calculated indexes.

[0015] The human resource management device 2 also generates a report on human capital (hereinafter referred to as a report) in response to a request from a creator terminal 4 operated by a user (hereinafter referred to as a creator) who is in a position to create the report.

[0016] [Report] The report provides information that will help understand the current state of human resources in an organization, identify issues, and plan improvement measures, and can be used for the following purposes, for example: -Human capital strategy planning by management -Review of human resource development measures by department managers - Examination of measures to improve employee engagement by the labor department Disclosure of human capital information for investors and stakeholders (visualization of human capital) - Reporting of non-financial information based on laws, regulations and guidelines The report includes several calculated metrics.

[0017] 2 is a block diagram showing the hardware configuration of the human resource management device 2 according to embodiment 1. The human resource management device 2 includes a control unit 21, a storage unit 22, and a communication unit 23, and these components are electrically connected within the human resource management device 2 via a communication bus 26.

[0018] The control unit 21 processes and controls the overall operations related to the human resources management device 2. The control unit 21 is a processor such as a central processing unit (CPU). The control unit 21 realizes various functions related to the human resources management 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 control unit 21, which is an example of hardware, and can be executed as each functional unit included in the control unit 21. The functional configuration will be described in more detail in the next section. Note that the control unit 21 is not limited to being single, and multiple control units 21 may be provided for each function. A combination of these may also be used.

[0019] The memory unit 22 is a storage device including a non-transitory computer-readable medium or a tangible storage medium, and stores various information as defined above. This can be implemented, for example, as a storage device such as a solid state drive (SSD) that stores various programs related to the human resource management device 2 executed by the control unit 21, or as a memory such as a random access memory (RAM) that stores temporarily required information (arguments, arrays, etc.) related to the program calculations. The memory unit 22 stores various programs, variables, etc. related to the human resource management device 2 executed by the control unit 21.

[0020] The communication unit 23 is a communication interface for connecting to the network NW.

[0021] 1.3 Registered User Terminal 3 The registrant terminal 3 is a computer terminal operated by a registrant who registers HC data in the storage unit 22 of the human resources management device 2. For example, the registrant may be a human resources or general affairs officer in an organization, or a person in a position to manage members of the organization. However, the registrant is not limited to these, and may also be the member himself / herself. The registrant terminal 3 is a smartphone, tablet terminal, personal computer, or other communication terminal capable of input and output. The registrant terminal 3 transmits HC data received by the registrant's operation to the human resources management device 2 via the network NW. The registrant terminal 3 also receives indicators calculated in the human resources management device 2 from the human resources management device 2 and displays them on the display unit 35 (described later). This allows the registrant to visually grasp the organization's human capital. The registrant's understanding of human capital is performed for various purposes, such as strengthening recruitment, creating development or training plans, optimizing assignments or transfers, creating succession plans, improving motivation or engagement, preventing employee turnover, and visualizing human resources. This understanding of human capital by the registrant may be conducted for the purpose of carrying out daily human resources, general affairs or labor affairs operations, regardless of the purpose of reporting in the report.

[0022] 3A is a block diagram showing the hardware configuration of a registrant terminal 3 according to the first embodiment. The registrant terminal 3 includes a control unit 31, a storage unit 32, a communication unit 33, an input unit 34, and a display unit 35, and these components are electrically connected within the registrant terminal 3 via a communication bus 36. The control unit 31 is a processor such as a CPU. Note that the hardware configurations of the control unit 31, storage unit 32, and communication unit 33 are substantially the same as those of the control unit 21, storage unit 22, and communication unit 23 in the aforementioned human resource management device 2, and therefore will not be described here.

[0023] The input unit 34 may be included in the housing of the registrant terminal 3, or may be externally attached. For example, the input unit 34 may be integrated with the display unit 35 and implemented as a touch panel. Of course, switch buttons, a mouse, a QWERTY keyboard, or the like may be used instead of a touch panel. That is, the input unit 34 accepts operational inputs made by the registrant. The inputs are transferred as command signals to the control unit 31 via the communication bus 36, and the control unit 31 can execute predetermined control or calculations as necessary.

[0024] Display unit 35 may be, for example, included in the housing of registrant terminal 3, or may be externally attached. Display unit 35 displays a graphical user interface (GUI) screen that can be operated by the registrant. This is preferably implemented by using display devices such as a CRT display, liquid crystal display, organic EL display, and plasma display, each selected depending on the type of registrant terminal 3.

[0025] 1.4 Creator Terminal 4 The creator terminal 4 is a computer terminal operated by a creator who has the authority to create a report. For example, the creator may be a human resources officer, general affairs officer, corporate planning officer, information systems officer, or ESG department officer of an organization, or a person in a position to manage the members of the organization. The creator is a different person from the registrant, but they may be the same person. Furthermore, the creator's department may be a different department from the registrant's department, or may be the same department. The creator terminal 4 is a smartphone, tablet terminal, personal computer, or other communication terminal capable of input and output. The creator operates the creator to send a report creation request to the human resources management device 2 and receive the report from the human resources management device 2.

[0026] 3(B) is a block diagram showing the hardware configuration of the creator terminal 4 according to the first embodiment. The creator terminal 4 includes a control unit 41, a storage unit 42, a communication unit 43, an input unit 44, and a display unit 45, and these components are electrically connected via a communication bus 46 inside the creator terminal 4. Note that the hardware configurations of the control unit 41, the storage unit 42, the communication unit 43, the input unit 44, and the display unit 45 are substantially the same as the control unit 31, the storage unit 32, the communication unit 33, the input unit 34, and the display unit 35 in the registrant terminal 3 described above, and therefore a description thereof will be omitted.

[0027] 2. Functional configuration This section describes the functional configuration of the first embodiment, in particular the functional configuration of the human resource management device 2. The human resource management method described below is executed by the human resource management device 2.

[0028] 4 is a block diagram showing the functional configuration of the control unit 21 of the human resource management device 2 according to embodiment 1. The control unit 21 executes a program to realize the functions of a registration unit 211, a display control unit 212, a selection unit 213, a presentation unit 214, a report generation unit 215, an output control unit 216, and an analysis unit 217.

[0029] As a registration step, the registration unit 211 registers the HC data of the organization acquired from the registrant terminal 3 in the storage unit 22 as registration data.

[0030] As a display control step, the display control unit 212 controls multiple types of indices calculated from the registration data so that they can be displayed on the registrant terminal 3 operated by the registrant. Furthermore, if there is another user who can view the indices, the display control unit 212 controls so that the indices can be displayed on the user terminal of that user (e.g., the creator terminal 4). Note that "the display control unit 212 controls so that the indices can be displayed on the registrant terminal 3" or "the display control unit 212 causes the indices to be displayed on the registrant terminal 3" includes the display control unit 212 transmitting data related to the display screen of the indices to the registrant terminal 3 and displaying it on the display unit 35 of the registrant terminal 3, as well as the display control unit 212 transmitting various data necessary for generating the display screen of the indices to the registrant terminal 3 and generating the display screen on the display unit 35.

[0031] The selection unit 213 executes a selection step in response to receiving a report generation request from the creator. As a selection step, the selection unit 213 selects candidate sets of target indicators to be reported from multiple types of indicators that can be displayed on the registrant terminal 3 or on the user terminal of another user. Note that "displayable state" refers to the absence of defects in the HC data used to calculate the indicators, or the presence or absence of defects, and the ability to display the indicators. Hereinafter, candidate sets of target indicators may be simply referred to as "candidate sets." Candidate sets are indicators that are empirically recognized as suitable for organizational management reporting. Candidate sets include at least predetermined designated indicators. The designated indicators may be indicators that are empirically recognized as suitable for organizational management reporting, in particular.

[0032] In the presentation step, the presentation unit 214 presents the selected set candidates to the creator. For example, the presentation unit 214 transmits a list of the selected set candidates to the creator terminal 4 and displays it on the creator terminal 4. Then, the presentation unit 214 accepts an operation from the creator and determines a set of target indicators based on the operation.

[0033] Here, the target index may be determined in any of the following ways. (1) In response to the presentation unit 214 receiving a correction operation from the creator, the corrected set candidate is determined as the set of target indicators. (2) In response to the presentation unit 214 receiving an approval operation from the creator, the presented set candidate is determined as the set of target indicators. By allowing preparers to modify the adoption status of target indicators, it is possible to leave room for them to customize the report by incorporating the indicators they wish to report. On the other hand, because preparers are not required to select all target indicators, it is possible to reduce variation in report quality and standardize the report creation process. Furthermore, it is possible to reduce the workload of preparers when creating reports compared to when preparers select all target indicators.

[0034] In response to a report generation request from the creator, the report generation unit 215 generates a report using the set of target indices determined by the presentation unit 214 and calculated from the registered data.

[0035] As an output control step, the output control unit 216 outputs the generated report or analysis information (described later). The output may be a file in a predetermined data format sent to the creator terminal 4, a file that can be downloaded by the creator terminal 4, or content that can be displayed on the display unit 45 of the creator terminal 4.

[0036] In the analysis step, the analysis unit 217 generates analytical information obtained by analyzing the report. The analytical information is information that enables a person who views the analytical information (the creator, reader, or other user) to understand the actions that the organization should take. For example, the analytical information is text that explains the actions that the organization should take. Alternatively, the analytical information is text that converts the actions that the organization should take into simple expressions or summarizes them in short sentences. For example, the analysis unit 217 inputs input information including the generated report into a generative AI (artificial intelligence) such as a language model, and obtains analytical information that is output in response to this.

[0037] 3. Operation of the personnel management device 2 In Section 3, with reference to the drawings, a description will be given of the flow of a human resource management method executed by the human resource management device 2. The human resource management method includes a data management method and a report generation method.

[0038] 3.1 Overview of data management methods First, an overview of the data management method by the human resources management system 1 will be described. FIG. 5 is a sequence diagram showing the flow of the data management method according to the first embodiment. First, in response to receiving a predetermined operation from a registrant, the registrant terminal 3 transmits a registration request for HC data to the human resource management device 2 (S100). The registration request includes the HC data of the organization.

[0039] The registration unit 211 of the human resource management device 2 that has received the registration request registers the HC data of the organization as registration data in the storage unit 22 (S101). For example, if the received HC data is HC data related to a specific member, the registration unit 211 associates the received HC data with the ID of the member and registers it as the registration data of the member. Also, for example, if the received HC data is HC data related to a specific department, the registration unit 211 associates the received HC data with the ID of the department and registers it as the registration data of the department. For example, the registration unit 211 may register the HC data of the organization in a registration data table T1, which will be described later.

[0040] Next, the registrant terminal 3 transmits a display request for a specific index to the human resource management device 2 (S102). The display request includes information for identifying the index, such as an index ID. Upon receiving the display request, the display control unit 212 of the human resource management device 2 checks whether the specified index can be displayed (S103). For example, the display control unit 212 may check whether the specified index can be displayed using a displayable index table T2, which will be described later.

[0041] If the specified index can be displayed, the display control unit 212 identifies the type of registered data for calculating the specified index, reads the identified registered data from the registered data table T1, and calculates the specified index (S104). At this time, the display control unit 212 may store the calculated index value in the storage unit 22 in association with the index ID. This eliminates the need to calculate the index again in the report generation step described below. Note that if the registrant specifies multiple types of indexes, the display control unit 212 may be able to calculate each of the specified indexes. The display control unit 212 then transmits the calculated index to the registrant terminal 3 (S105) and displays it on the display unit 35 of the registrant terminal 3 (S106).

[0042] 3.2 Details of data management method Next, a method for registering HC data using the human resource management system 1 will be described in detail. [HC Data] The HC data is data relating to the human capital of an organization. The HC data is registered and accumulated as registered data in the storage unit 22 of the human resource management device 2 by a registrant. For example, HC data is data about members of an organization, who may be employees, officers, retirees, or other members of the organization. In this case, the HC data may include, for example, the following items: Basic attribute data of members (member ID, member name, department ID, department name, transfer history, date of joining, years of employment, employment status, work location, family composition, internal transfer recruitment record) Job, position, and skill-related data (position, job category, managerial position, skill map or possessed skill information, qualifications, licenses) Attendance and work data (number of days worked, working hours, overtime hours, number of paid holidays taken, number of days absent, lateness, early departure, telework implementation rate) Education and training attendance data (training attendance history (number of attendances / time / training name), participation records in self-development activities, e-learning usage logs, learning effect indicators) · Performance and evaluation data (performance evaluation results, aptitude test results, promotion and advancement history, remuneration and bonus amounts, percentage of performance-linked remuneration) Internal characteristics data (engagement survey response data, survey results on satisfaction with superiors and the work environment, turnover intention score, mental health check results, health check results, code of conduct understanding survey) Diversity-related data (gender, age, nationality, childcare / family care leave status, employment status of people with disabilities)

[0043] The HC data may also include data related to divisions (departments, sections, or projects) within an organization. The data related to divisions within an organization may be registered as registered data in the storage unit 22 of the human resources management device 2 by a registrant, or may be automatically generated within the human resources management device 2 by aggregating data related to members of the organization. In this case, the HC data may include, for example, the following data: Department basic information (department name, department ID, hierarchical structure with higher-level departments, department establishment date / reorganization history, department manager information, department type) Personnel information by department (number of employees, breakdown of employment category, number of men and women, age distribution, distribution of years of service, number of managers, number of employees who left the company, number of employees hired, number of qualified employees) Work performance (average overtime hours, paid leave acquisition rate, attendance rate, telework implementation rate, number of employees on leave, reasons for leave) Education and training-related information (training attendance rate and attendance time by department, implementation status of skilling and upskilling, utilization status of self-study support system, evaluation of education and training results) · Labor costs · Performance indicators (Labor costs by department, labor cost ratio, sales by department, profit by department, productivity by department, evaluation distribution) Engagement and satisfaction (department-specific engagement scores, survey results such as manager satisfaction and team satisfaction, and whether or not there is any intention to leave the company based on the survey) Culture and climate-related information (number of employees using the employee suggestion system by department, number of awards and recommendations within the department, diversity index, number of mental health-related consultations)

[0044] [Registered data table T1] The HC data may be registered in a registered data table T1 in the human resource management device 2. 6 is a diagram showing an example of the data structure of registered data table T1. Registered data table T1 is a table stored in storage unit 22. Registered data table T1 includes individual tables T10-1 to T10-3 for each member. Each individual table T10 has a record for each item, and each record includes an item name T11 and a corresponding value / data T12.

[0045] For example, the registered data table T1 shown in this figure includes an individual table T10-1 that stores HC data related to the employee "Tenpo Taro." As an example, the individual table T10-1 stores set values, actual values, or set data and actual data for Tokken Taro for each item, such as employee name, age, gender, department, position, internal transfer history, aptitude test results, performance evaluation, compensation, and number of days of childcare leave taken. In this way, the registration unit 211 registers values / data included in the HC data for each employee and each item. Furthermore, the registered data table T1 may include an individual table that stores HC data for each department in addition to the individual tables T10-1 to T10-3 for each employee.

[0046] In this example, the individual table T10 is aggregated into a single table for each member, but this is not limited to this, and the member name, item name, and value / data set may be stored in separate tables for each category of item.

[0047] [Displayable indicator table T2] The displayable indicator table T2 is a table that holds information about indicators that can be displayed by the display control unit 212. The displayable indicator table T2 is stored in the storage unit 22 of the human resource management device 2.

[0048] 7 is a diagram showing an example of the data structure of the displayable index table T2. The displayable index table T2 has a record for each index that can be displayed by the display control unit 212. As an example, each record holds an index ID T21, an index name T22 assigned to that index, a calculation rule T23, a value / data T24 that is the calculation result, a category T25 of that index, and a designation flag T26.

[0049] The indicator name T22 is the name of the indicator. Examples of indicator names T22 include personnel composition by age, job type ratio of new hires, number of senior managers leaving the company, number of internal transfers via internal recruitment, engagement score, gender pay gap, high performer rate by organization, number of strategic personnel, or average overtime hours.

[0050] The calculation rule T23 is information that identifies the explanatory variables used when calculating the index, and information that indicates the calculation method, definition, or aggregation range. This explanatory variable is at least one item among the items registered in the registered data table T1.

[0051] As an example, the calculation rule T23 for the number of internal job posting transfers is as follows: First, for each department, the number of applicants and assigned employees through internal job postings over the course of a year is tallied, and the assignment rate for each department is calculated based on the applicants and assigned employees. The value / data T24 corresponding to the number of internal job posting transfers calculated according to the above rule includes the results of the aggregation of applicants for each department, the aggregation of the number of assigned employees, and the value of the assignment rate.

[0052] As an example, the calculation rule T23 for the high performer rate by organization is as follows: First, obtain the performance evaluation of each member for each department over the course of one year, and calculate the number of high performers in the entire organization who have a performance evaluation of a certain rank or higher. Then, for each department, calculate the percentage of high performers among all members of the department. The value / data T24 corresponding to the high performer rate by organization calculated according to the above rule includes the percentage of high performers for each department.

[0053] Category T25 is the classification category of the indicator. For example, category T25 includes workforce composition, career development, compensation, engagement, reporting, and working style.

[0054] The designation flag T26 is information indicating whether the indicator is the designated indicator described above. The designation flag T26 may be set for each report type T31, which will be described later. In this figure, the designation flag T26 is set for the number of internal job postings and the high performer rate by organization.

[0055] [Display of calculated indices (S105-S106)] The display control unit 212 transmits the calculated index to the registrant terminal 3 (S105) and displays it on the display unit 35 of the registrant terminal 3 (S106). Here, the index may be displayed in a graph format to improve visibility, or in a table format to facilitate numerical comparison or analysis. If necessary, the index may be displayed directly as numerical data, or may be configured to be output in a data format readable by an external system for linkage with that system. In S105, the display control unit 212 transmits to the registrant terminal 3 not only the calculated index value, but also information necessary for the index to be displayed in the desired format.

[0056] FIG. 8 is a diagram showing an example of a screen 60 displayed on the registrant terminal 3 in S106. As an example, the screen 60 includes graph data 61 of indicators, table data 62 of indicators, and edit buttons 63, 64, and 65. The indicator displayed in this figure is the number of senior managers who have resigned. The graph data 61 is data obtained by aggregating the number of senior managers who have resigned (vertical axis) by fiscal year (horizontal axis) and graphing it as a bar graph. The table data 62 is data that shows the number of senior managers who have resigned by fiscal year and by age group in a matrix format.

[0057] The title, the type of explanatory variable used on the horizontal axis, the type of indicator used on the vertical axis, or the aggregation range in the graph data 61 or table data 62 can be modified using edit buttons 63, 64, and 65. In particular, by allowing the registrant to modify the comparison target, such as the type of explanatory variable or the aggregation range, it is possible to create a flexible graph that suits the characteristics and situation of the organization. When the registrant modifies the above settings, the display control unit 212 may re-calculate the indicators based on the modified settings. That is, the display control unit 212 may re-execute the steps shown in S103 to S106.

[0058] Although the display control unit 212 is described as displaying the above information to the registrant, it may also display the above information on a user terminal operated by another authorized user other than the registrant in response to a display request from that user.

[0059] 3.3 Overview of Report Generation Methods Next, an overview of a report generation method by the human resources management system 1 will be described. 9 is a sequence diagram showing the flow of the report generation method according to embodiment 1. The order of the steps can be changed as appropriate unless there are special circumstances such as using the output of the previous step.

[0060] First, the selection unit 213 of the human resource management device 2 selects candidate sets of target indicators to be included in the report from among multiple types of indicators that can be displayed using the data management method described above (S109). The selection unit 213 selects candidate sets so that they include at least predetermined designated indicators. The designated indicators include indicators related to the mobility of human resources within an organization or the evaluation of human resources. For example, the designated indicators include at least one of an indicator indicating the activity of internal transfers through internal job postings within each organization and an indicator indicating the distribution of high performers within each organization. Using the movement of human capital or the quality of human capital as designated indicators in this way makes it possible to visualize signs of changes or issues in the organizational state, leading to proactive action.

[0061] When the creator terminal 4 receives a confirmation operation for the set of target indices from the creator, it transmits a confirmation request for the set candidate of the target indices to the human resource management device 2 (S110). The presentation unit 214 of the human resource management device 2, which has received the confirmation request, transmits a confirmation / correction screen for the set candidate to the creator terminal 4 (S111) and causes the creator terminal 4 to display the confirmation / correction screen (S112). The confirmation / correction screen is a screen for confirming the set candidate of the target indices and is a screen that can accept corrections to the set candidate from the creator. When the creator terminal 4 receives a correction to the set candidate from the creator through this screen, the creator terminal 4 transmits a correction request for the set candidate to the human resource management device 2 (S113). The presentation unit 214 then corrects the set candidate of the target indices based on the correction request and determines the corrected set candidate as the set of the target indices (S114).

[0062] Next, in response to receiving a predetermined operation by the creator, the creator terminal 4 transmits a report generation request to the human resource management device 2 (S115). Upon receiving the report generation request, the selection unit 213 of the human resource management device 2 determines the type of report (S116).

[0063] Next, the report generation unit 215 calculates the target index included in the set determined in S114 and corresponding to the type of report (S118). For example, the report generation unit 215 identifies the type of registered data for calculating the target index, reads the identified registered data from the registered data table T1, and calculates the target index. Note that if the calculated value or calculated data of the target index is already stored in the storage unit 22, the report generation unit 215 may omit the calculation process. Next, the report generation unit 215 determines the output order of the target index (S119). Next, the report generation unit 215 generates a report using the calculated target index and output order (S120). At this time, the report generation unit 215 may store the generated report in the storage unit 22. In this case, the report generation unit 215 may generate a table that associates the storage location of the report with a report ID that identifies the report, and store the table in the storage unit 22. In addition to the report ID, the table may further include an ID that identifies the creation date and the creator. Next, the output control unit 216 outputs the report generated by the report generation unit 215 to the creator terminal 4 in the specified data format (S121).

[0064] Furthermore, the analysis unit 217 analyzes the generated report to obtain analysis information, and generates analysis information from the analysis information (S122). At this time, the analysis unit 217 may store the generated analysis information in the storage unit 22 in association with the report ID. Then, the output control unit 216 outputs the analysis information to the creator terminal 4 in the specified data format (S123).

[0065] In the first embodiment, steps S116, S119, and steps S122 to S123 are not essential.

[0066] [effect] Until now, report creation has depended on the experience and skills of the creator, and the selection of indicators to be analyzed or reported from the many indicators, or the data extraction process, was subjective and inefficient. This has led to problems such as missing perspectives necessary for reporting and a tendency for the quality of reports to vary. Furthermore, the indicators used by each person in charge, department, or organization have not been standardized, making it difficult to make cross-departmental comparisons, perform time-series analysis, or measure the effectiveness of policies.

[0067] However, the human resource management device 2 according to the first embodiment can display various indicators related to human capital in order to grasp the state of an organization from the perspective of human capital for the purpose of performing various daily tasks. The human resource management device 2 then selects a candidate set of target indicators from among the multiple indicators that can already be displayed, so that the candidate set includes predetermined designated indicators required for the report, and presents the selected set to the preparer. By standardizing at least some of the target indicators for report creation in this way, reports of a certain quality can be created regardless of the preparer's experience or skills. Furthermore, since the target indicators included in the report can be standardized to a certain extent regardless of the preparer, cross-departmental comparisons, time-series analysis, and measurement of policy effectiveness can be facilitated. In other words, the human resource management device 2 can standardize the work of creating reports related to an organization's human capital.

[0068] In the first embodiment, the creator can modify the set of target indicators, and this allows room for the creator to customize the report by incorporating indicators that the creator wants to report. On the other hand, since the creator is not required to select all of the target indicators, it is possible to reduce variation in report quality and standardize the report creation process. Furthermore, it is possible to reduce the workload of the creator in creating a report compared to when the creator selects all of the target indicators.

[0069] Furthermore, the human resources management device 2 can reuse the HC data or index calculation results that were originally managed to understand the state of an organization from the perspective of human capital for the purpose of performing various daily tasks, for report generation. This reduces the burden of inputting HC data for report creation. In other words, the human resources management device 2 can improve the efficiency of report creation work related to an organization's human capital.

[0070] 3.4 Details of how to generate reports Next, a method for generating a report by the human resources management system 1 will be described in detail.

[0071] [Selection of candidate sets of target indicators (S109)] In S109, the selection unit 213 selects, from the indices registered in the displayable indices table T2, indices that are empirically recognized as suitable for reporting as candidate sets of target indices. At this time, the candidate sets include at least indices that have a designated flag in the displayable indices table T2, i.e., designated indices.

[0072] In the first embodiment, the report generation unit 215 can generate different reports for each division of the organization's management period. In this case, the selection unit 213 may select different sets of indicators as candidate sets depending on the division of the organization's management period. This makes it possible to provide information to support strategic decision-making appropriate to the timing through reports. The division of the organization's management period refers to a structured time unit that divides the temporal continuity of organizational activities according to business management purposes. The divisions are set as reference points for periodically evaluating the degree of achievement of organizational goals and may have a hierarchical structure. Specifically, a nested relationship may be formed from shorter-term divisions (e.g., daily, weekly), to medium-term divisions (e.g., monthly, quarterly, semi-annual), to long-term divisions (e.g., annual, multi-year).

[0073] The report generation unit 215 may also generate different reports depending on the department or position of the reader, i.e., the report recipient. In this case, the selection unit 213 may select different sets of indicators as candidate sets depending on the category of the report recipient. This makes it possible to provide information through the report that supports decision-making according to the reader's interests or authority.

[0074] The selection unit 213 may also dynamically change the candidate set of target indicators depending on the registration status of the HC data in the registration data table T1. For example, if the selected candidate set contains a target indicator that is determined to be an error when calculated using the HC data registered in the registration data table T1, the selection unit 213 may change the target indicator to another indicator. Specifically, the selection unit 213 may select an indicator from the displayable indicator table T2 that is in the same or similar category as the target indicator determined to be an error, and replace the selected indicator with the target indicator determined to be an error. Examples of cases where an error is determined include when there is a small amount of registered HC data or when an invalid value is registered. By dynamically changing the set of target indicators T32 depending on the registration status of the HC data in this way, reports can be generated smoothly even if there are errors in the HC data registration, thereby facilitating a smooth business flow.

[0075] [Modifying the set of target indicators (S111~S114)] Then, in S111, the presentation unit 214 generates a confirmation and correction screen and causes the creator terminal 4 to display the confirmation and correction screen. (Confirmation and correction screen 66) 10 is a diagram showing an example of a confirmation / edit screen 66 for a set of target indicators. The confirmation / edit screen 66 includes a set candidate list, which is a list of set candidates for selected target indicators, and an edit area for accepting edits to the set candidates from the creator. Specifically, the confirmation / edit screen 66 includes a set candidate list listing the names of indicators included in the set candidate (indicator names 67), and an edit area for accepting edits to the adoption status indicating whether or not each indicator is adopted as a target indicator.

[0076] Here, the presentation unit 214 can accept modifications to the set candidates from the preparer for each division of the organization's management period or each division of the report recipient. In this figure, as an example of a modification area, an individual modification area 68 may be placed to the right of each indicator name 67, where the adoption status of that indicator can be modified for each of the above-mentioned divisions. This aspect leaves room for the preparer to customize the set of target indicators depending on the type of report. Also, as an example of a modification area, a collective modification area 69 may be placed to the left of each indicator name 67, where the adoption status of that indicator can be modified collectively for all divisions. This aspect reduces the burden of modification work on the preparer.

[0077] Note that the initial confirmation / edit screen 66 may be set to adopt all indicators included in the set of candidate sets as target indicators. When the presentation unit 214 receives a correction from the creator via the individual correction area 68, it removes that indicator from the set of target indicators for creating a report corresponding to the requested category. When the presentation unit 214 receives a correction from the creator via the batch correction area 69, it removes that indicator from the set of target indicators for creating a report corresponding to all categories. By adopting this configuration, the amount of correction of target indicators by the creator and the correction workload can be kept to a necessary minimum. In this way, the presenting unit 214 determines the set of target indices based on the corrections received from the creator.

[0078] In this figure, the set candidate list listing the indicator names 67 is arranged by indicator category. This allows the creator to check the adoption status of indicators for each category, thereby facilitating the correction work. In the example of this figure, the presentation unit 214 generates a confirmation and correction screen including correction areas for all categories so that they fit on a single screen. However, the presentation unit 214 may generate separate confirmation and correction screens for each category and accept corrections from the creator via each screen.

[0079] (Target indicator list T3) The presentation unit 214 may store the set of target indices determined in S114 in the storage unit 22 as a target indices list T3. 11 is a diagram showing an example of the data structure of the target indicator list T3. The target indicator list T3 is a table that associates report types T31, target indicators T32, and categories T33 of the target indicators with each other.

[0080] The report type T31 is the type of report. As illustrated in the figure, the report type T31 may be determined according to the division of the management period of the organization, such as "monthly," "quarterly," "semi-annual," and "annual." Alternatively, the report type T31 may be determined according to the division of the report recipient, such as "management," "general manager," "member of the development department," or "colleague in the human resources department."

[0081] The target indicators T32 are indicators included in the report corresponding to type T31, among the indicators included in the displayable indicator table T2. The target indicators T32 include at least indicators for which the designation flag T26 is set, i.e., designated indicators. If the designation flag T26 is set for each type T31, the target indicators T32 include at least designated indicators for which the designation flag T26 corresponding to type T31 is set. In this figure, the designated indicators are "number of internal job postings" and "high performer rate by organization."

[0082] In S118, the report generation unit 215 may refer to the target indicator list T3 using the report type T31 determined in S116 as a key, and read out a set of target indicators T32 corresponding to the type T31.

[0083] [Determine Report Type (S116)] In the first embodiment, the report generation unit 215 can generate different reports for each division of the organization's management period. In this case, in S116, the report generation unit 215 may change the type and number of reports to be output depending on the period that has elapsed since a preset reference month until the present. The reference month may be, for example, the closing month or the start month of the fiscal year. The reference month may be preset in the human resources management device 2 by the registrant terminal 3. For example, when a report generation request is made two months after the reference month, the selection unit 213 may determine to generate a "monthly" report (one type). Furthermore, when a report generation request is made six months after the reference month, the selection unit 213 may determine to generate three types of "monthly," "quarterly," and "semi-annual" reports. Furthermore, when a report generation request is made one year after the reference month, the selection unit 213 may determine to generate four types of "monthly," "quarterly," "semi-annual," and "annual" reports. The "monthly," "quarterly," "semi-annual," and "annual" reports each have different granularity in the aggregation of metrics.

[0084] In this way, by preparing report categories according to the management period and switching the granularity of the report depending on the period that has passed, it is possible to create a report structure that fits the decision-making required at that time, enabling uniform management reporting.

[0085] [Determine output order (S119)] In S119, the report generation unit 215 determines the output order of the target indices based on the calculated categories of the target indices.

[0086] FIG. 12 is a diagram for explaining the output order of target indicators. The final report is composed of multiple chapters. Each chapter contains one or more calculated target indicators. Chapters are defined according to the categories of target indicators (e.g., personnel structure, engagement, career development, etc.).

[0087] Specifically, the report generator 215 groups the target indicators by category to form chapters and arranges the chapters in a predetermined order. The arrangement of the chapters in the report may be predetermined or may be determined each time based on predetermined rules. For example, the report may have chapters arranged in the following order: a chapter on personnel structure (Chapter 1), a chapter on career development (Chapter 2), a chapter on engagement (Chapter 3), a chapter on compensation (Chapter 4), and a chapter for reporting (Chapter 5).

[0088] The report generation unit 215 may then determine the output order of each target indicator by determining the order of the target indicators in each chapter. The order of the target indicators in each chapter may be determined in advance, may be determined each time based on predetermined rules, or may be random. By automating or standardizing the output order of the target indicators in a report in this way, it is possible to create reports of a consistent quality regardless of the experience or skill of the creator.

[0089] Generate Report (S120) In S120, the report generation unit 215 generates a report by including the set of target indicators in the report in the order determined in S119. At this time, the report generation unit 215 may generate the report by applying the calculated target indicator value to a graph template for each target indicator included in the set of target indicators. Here, the graph template is a graph template to be inserted into a predetermined report template, and is predetermined to correspond to the target indicator.

[0090] 13 is a diagram showing an example of a generated report 70. The report 70 includes a plurality of report elements 71-1 to 71-3. The report elements 71 are configured for each target index or each chapter.

[0091] For example, report element 71-1 has the title "Risk of senior managers leaving," and below that are checkpoints to draw the reader's attention. Checkpoints include examples of analytical perspectives such as "Is the number of senior managers leaving increasing?" and "Which companies have a high number of senior managers leaving?" Two bar graphs are placed at the bottom of report element 71-1. The graph on the left has the number of resignations (number of people) on the vertical axis and the year on the horizontal axis, showing the trend in the number of senior managers who have resigned each year. This makes it possible to visualize trends from the past. Meanwhile, the graph on the right shows the number of resignations (number of people) on the vertical axis and the organization name (for example, our company, Company A, Company B) on the horizontal axis, in a format that allows for comparison of the number of resignations of senior managers in multiple organizations being compared. This highly readable and easy-to-understand report allows readers to immediately grasp their own company's situation from both the perspective of changes over time and comparisons with other companies.

[0092] In this way, the human resources management device 2 can provide highly readable and easy-to-understand reports, regardless of the experience or skill of the creator, by using predetermined report templates and graph templates.

[0093] [Report analysis ~ Analysis information output (S122~S123)] In S122, the analysis unit 217 generates analytical information obtained by analyzing the generated report. Specifically, the analysis unit 217 obtains analytical information of the report that is output in response to inputting input information, including the generated report, into the artificial intelligence model. Then, in S123, the output control unit 216 outputs the analytical information to the creator terminal 4 in a specified data format. This makes it possible to easily convey the state of the organization and the creator's intentions to the reader, regardless of the reader's analytical ability or reading skills.

[0094] (Artificial Intelligence Model) An artificial intelligence model is a model that takes input information as input and outputs analytical information. For example, an artificial intelligence model is a generative AI (artificial intelligence) such as a large-scale language model (LLM) or a visual language model (VLM) that can simultaneously process image data and text data. When the artificial intelligence model is a visual language model, it generates output in natural language by performing natural language processing based on the image data and text data contained in the input information.

[0095] The artificial intelligence model is ChatGPT (Internet search<URL: https: / / openai.com / blog / chatgpt> ) or a dedicated model tuned for analysis processing by the human resource management device 2. In the latter case, the artificial intelligence model may be trained to take input information as input and output analytical information using a training data set including learning prompts including learning reports and analytical information that is the correct answer. Training may be performed in the control unit 21 of the human resource management device 2 or by an external device (not shown).

[0096] (Input information) The input information to the AI ​​model is configured to include at least a portion of a report, for example, image data of the report and a prompt indicating instructions to the AI ​​model. The instructions indicate instructions for analyzing the report. The instructions may include conditions for the data size (e.g., number of characters) of the analytical information, conditions for the absolute or relative importance of each target indicator or each chapter, conditions for characteristics desired for the analytical information (e.g., conciseness or ease of understanding), or a combination of these. In particular, by including conditions for a small number of characters or conciseness in the instructions, the state of the organization and the intentions of the creator can be more easily conveyed to the reader. Note that instead of including the above information in the instructions, the parameters of the artificial intelligence model may be adjusted through learning to satisfy the above conditions.

[0097] (Analysis information) The analytical information output from the AI ​​model is text data, and may include, for example, at least one of a summary text summarizing the contents of the report and an action list that allows the reader to understand the actions that the organization should take based on the contents of the report.

[0098] 14 is a diagram showing an example of a screen 80 including the output analysis information. The output control unit 216 generates the screen 80 so that at least a part of the report and the action list fit into the specified display area. Specifically, the output control unit 216 generates the screen 80 so that these fit on one screen.

[0099] In this figure, screen 80 includes report elements 81 and an action list 83. The report elements 81 included in screen 80 are any of the report elements included in report 70. Screen 80 also has an operation area 82 that allows the creator or other users to view the contents of the next report element 81. Note that while screen 80 is configured to display one report element, a list of report elements included in the report may be displayed instead.

[0100] Action List 83 is an example of analytical information and is an action list based on the overall content of Report 70. In this figure, Action List 83 lists the following points: "Make career paths clearer and increase opportunities for internal transfers" and "Review internal systems regarding work-life balance."

[0101] The action list 83 may be an action list or summary text based on the contents of each individual report element 81. In this case, when the creator or another user performs a page transition operation via the operation area 82, the analysis unit 217 may generate a new screen including the next report element 81 and the action list 83 corresponding to that report element 81, and display it on the creator terminal 4 or another user terminal.

[0102] The screen 80 may further include a comment 84. The comment 84 is an area for retaining information from the creator to other users. The comment 84 may further include an area for accepting input and editing from the creator or other users, allowing the creator or other users to add to or modify the retained content.

[0103] 8, the title, the type of explanatory variable used on the horizontal axis, the type of indicator used on the vertical axis, or the aggregation range of screen 80 may be editable using an edit button (not shown). In particular, by allowing the registrant to edit the comparison target, such as the type of explanatory variable or the aggregation range, it is possible to create flexible graphs that suit the characteristics and circumstances of the organization. When the above-mentioned edits are made, the report generation unit 215 may update the report based on the edits, and the analysis unit 217 may execute the analysis steps again and update the action list 83.

[0104] <Embodiment 2> Next, a second embodiment of the present disclosure will be described. The second embodiment differs from the first embodiment in that the human resource management device 2 has a warning function in addition to the functions of the human resource management device 2 according to the first embodiment.

[0105] 15 is a block diagram showing the functional configuration of the control unit 21a of the human resource management device 2 according to embodiment 2. The control unit 21a executes a program to realize the functions of a registration unit 211, a display control unit 212, a selection unit 213, a presentation unit 214, a report generation unit 215, an output control unit 216, and an analysis unit 217, as well as the function of a warning unit 218.

[0106] In the warning step, if there is a target indicator among the target indicators included in the set of target indicators that is determined to be an error when calculated from the registered HC data, the warning unit 218 issues a warning to the creator who requested the report to be generated, along with the reason for the error. Alternatively, in the above case, the warning unit 218 may issue a warning to the registrant along with the reason for the error. If an error is determined, the process is as described above, and therefore a description thereof will be omitted.

[0107] 16 is a diagram showing an example of the screen 90. The screen 90 is a screen that displays a warning when an item for which HC data is insufficient is detected based on the registration status of HC data in the registration data table T1. As shown in this figure, the detected items are presented in a list format on a screen 90 as missing data items 91. For example, the HC data for "aptitude test results" and "number of days of childcare leave taken" are listed as missing items. Also, registration guidance information 92 that encourages the user to register items is presented on the screen 90. The registration guidance information 92 includes a link that leads to a registration screen for HC data, as well as a link that leads to a page that explains how to register data.

[0108] With this configuration, if there are any incompleteness in the HC data registration, it is possible to promptly notify the preparer and encourage them to complete or correct the data.It is also possible to configure the system so that the adoption of target indicators and the content of report output are automatically adjusted depending on the data missing status.

[0109] In addition to or instead of screen 90, the warning unit 218 may display a warning about target indicators determined to be errors on a screen displaying the displayable indicator table T2 shown in Fig. 7. The presentation unit 214 may then display an input screen on the creator terminal 4 for accepting corrections to target indicators determined to be errors, and accept the corrections from the creator. With this configuration, reports can be generated smoothly even if there are errors in the registration of HC data, thereby facilitating a smooth business flow.

[0110] In the first and second embodiments, the human resource management device 2 is described as a single device, but some or all of the components of the human resource management device 2 may be realized by multiple information processing devices, circuits, etc. In this case, the multiple information processing devices, circuits, etc. may be centrally or decentralized. For example, the information processing devices, circuits, etc. may be realized as a client-server system, cloud computing system, or other system connected via a communication network. Furthermore, the functions of the human resource management device 2 may be provided in a SaaS (Software as a Service) format.

[0111] Although the present disclosure has been described above with reference to the embodiments, the present disclosure is not limited to the above. Various modifications that can be understood by those skilled in the art can be made to the configuration and details of the present disclosure within the scope of the invention.

[0112] For example, the selection unit 213 of the human resources management device 2 selects candidate sets of target indicators that are empirically recognized as suitable for reporting. However, the selection unit 213 may automatically determine candidate sets of target indicators from the displayable indicator table T2. In this case, the selection unit 213 may select candidate sets of target indicators by selecting indicators belonging to each category, such as compensation, personnel structure, or career development, from the displayable indicator table T2. In this case, the selection unit 213 selects candidate sets of target indicators so that they include the specified indicators.

[0113] For example, the control units 21, 21a of the human resources management device 2 generate reports in response to a report generation request from a creator. However, in addition to or instead of this, the control units 21, 21a of the human resources management device 2 may generate reports when a predetermined timing arrives. For example, the control units 21, 21a of the human resources management device 2 may be configured to generate reports periodically, for example, at the end of the month, the beginning of the month, or the last day of the accounting month.

[0114] Furthermore, the output control unit 216 of the human resources management device 2 generates the screen 80 so that the analytical information generated by the analysis unit 217, together with at least a portion of the report, fits within the specified display area. However, instead of or in addition to this, the output control unit 216 may generate a new report that combines the report generated by the report generation unit 215 with the analytical information, and output the report to the creator terminal 4. This makes it possible to easily convey the state of the organization and the creator's intentions to the reader, regardless of the reader's analytical ability or reading skills.

[0115] Furthermore, for example, it has been stated that the various data or tables required to execute the data management method and the report generation method, and the data output by the above methods, are stored in the memory unit 22 of the human resources management device 2, but instead, they may be stored in an external storage device accessible by the human resources management device 2.

[0116] Some or all of the above-described embodiments can be described as, but are not limited to, the following supplementary notes. (Appendix 1) A human resources management system comprising one or more processors and a memory, The one or more processors are capable of performing the following steps: In the registration step, data on the human capital of the organization is registered as registration data; In the display control step, the plurality of types of indexes calculated from the registered data are controlled so as to be displayable on a registrant terminal operated by the registrant; In the selection step, candidates for a set of target indicators to be reported are selected from the plurality of types of indicators that can be displayed so as to include at least a predetermined designated indicator; In a presentation step, the selected candidate is presented to a creator; In the report generation step, a report is generated using the set of target indicators determined based on the presented candidates in response to a report generation request from the creator, the set of target indicators being calculated from the registered data. Human resource management system. (Appendix 2) The specified indicators include indicators related to the mobility of human resources within the organization or the evaluation of human resources. The human resource management system described in Appendix 1. (Appendix 3) In the selection step, the one or more processors select different sets of indicators according to a division of a management period of the organization as the set of target indicators. A human resources management system as set forth in Appendix 1 or 2. (Appendix 4) The one or more processors: In the presenting step, a correction of the candidate set of target indicators is received from the creator for each division of the management period of the organization; determining the set of target indicators based on modifications received from the creator; 4. A human resources management system according to any one of appendices 1 to 3. (Appendix 5) In the report generating step, the one or more processors determining an order of the target indicators based on the calculated categories of the target indicators; generating the report by including the set of target indicators in the report according to the determined order; 5. A human resources management system according to any one of appendices 1 to 4. (Appendix 6) In the report generating step, the one or more processors generating the report by applying the calculated target indicator value to a graph template for each target indicator in the set of target indicators; The graph template is a template of a graph to be inserted into a predetermined report template, and is predetermined corresponding to the target index. 6. A human resources management system according to any one of appendices 1 to 5. (Appendix 7) In the report generating step, the one or more processors A different report can be generated for each division of the management period of the organization; Change the type of report to be output depending on the period that has elapsed since the preset base month. 7. A human resources management system according to any one of appendices 1 to 6. (Appendix 8) the one or more processors may further perform a warning step; In the warning step, if there is a target index among the set of target indexes that is determined to be an error when calculated from the registered data, a warning is issued to the registrant or the creator who requested the generation of the report, along with the reason for the error. 8. A human resources management system according to any one of appendices 1 to 7. (Appendix 9) The one or more processors may further perform an analyzing step; In the analyzing step, Acquire analysis information of the report that is output in response to inputting input information including the generated report into an artificial intelligence model; outputting the analysis information; The analysis information is information that enables a person who views the analysis information to understand the actions that the organization should take. 9. A human resources management system according to any one of appendices 1 to 8. (Appendix 10) The human resources management system performs each step described in any one of appendices 1 to 9; Human resource management methods. (Appendix 11) A program for causing a computer having one or more processors and a memory to execute each of the steps described in any one of appendices 1 to 9. [Explanation of symbols]

[0117] 1. Human Resources Management System 2. Human Resources Management Device 3. Registered terminal 4 Creator's terminal 60, 80, 90 screen 21, 21a Control unit 22 Memory section 23 Communications Department 26 Communication Bus 31 Control Unit 32 Storage section 33 Communications Department 34 Input section 35 Display section 36 Communication Bus 41 Control Unit 42 Storage section 43 Communications Department 44 Input section 45 Display section 46 Communication Bus 61 Graph Data 62 Table Data 63 Edit button 64 Edit button 65 Edit button 66 Confirmation and correction screen 67 Indicator name 68 Individual correction area 69 Bulk Edit Area 70 Reports 71 Report Elements 81 Report Elements 82 Operation area 83 Action List 84 Comments 91 Data shortage items 92 Registration Guidance Information 211 Registration Department 212 Display control unit 213 Selection Department 214 Presentation section 215 Report Generation Unit 216 Output control section 217 Analysis Department 218 Warning section T1 Registration Data Table T11 Item name T12 Values / Data T2 Displayable Indicator Table T21 indicator ID T22 indicator name T23 Calculation Rules T24 Values / Data T25 Category T26 Designation Flag T3 Target Indicator List T31 Report Types T32 Target Indicators T33 Category

Claims

1. A human resources management system comprising one or more processors and a memory, The one or more processors are capable of performing the following steps: In the registration step, data on the human capital of the organization is registered as registration data; In the display control step, the plurality of types of indexes calculated from the registered data are controlled so as to be displayable on a registrant terminal operated by the registrant; In the selection step, a candidate set of target indicators to be reported is selected from the plurality of types of indicators that can be displayed; In the report generation step, in response to a report generation request from a preparer, a report is generated using the set of target indicators determined based on the presented candidates and calculated from the registered data, without receiving input of data on human capital that is the basis for calculating the target indicators from the preparer after the report generation request. Human resource management system.

2. A human resources management system comprising one or more processors and a memory, The one or more processors are capable of performing the following steps: In the registration step, data on the human capital of the organization is registered as registration data; In the display control step, the plurality of types of indexes calculated from the registered data are controlled so as to be displayable on a registrant terminal operated by the registrant; In the selection step, a candidate set of target indicators to be reported is selected from the plurality of types of indicators that can be displayed; In a presentation step, the selected candidates are presented to a creator, and modifications of the candidates are received from the creator for each division of the management period of the organization, and the set of target indicators is determined based on the modifications received from the creator; In the report generation step, a report is generated using the set of target indicators determined based on the presented candidates in response to a report generation request from the creator, the set of target indicators being calculated from the registered data. Human resource management system.

3. A human resources management system comprising one or more processors and a memory, The one or more processors are capable of performing the following steps: In the registration step, data on the human capital of the organization is registered as registration data; In the display control step, the plurality of types of indexes calculated from the registered data are controlled so as to be displayable on a registrant terminal operated by the registrant; In the selection step, a candidate set of target indicators to be reported is selected from the plurality of types of indicators that can be displayed; In a presentation step, the selected candidate is presented to a creator; In the report generation step, in response to a report generation request from the creator, the order of the target indicators is determined based on the presented candidates, and the order of the target indicators is determined based on the category of each target indicator included in the set of target indicators calculated from the registered data, and the set of target indicators is included in the report according to the determined order, thereby generating the report using the set of target indicators. Human resource management system.

4. A human resources management system comprising one or more processors and a memory, The one or more processors are capable of performing the following steps: In the registration step, data on the human capital of the organization is registered as registration data; In the display control step, the plurality of types of indexes calculated from the registered data are controlled so as to be displayable on a registrant terminal operated by the registrant; In the selection step, a candidate set of target indicators to be reported is selected from the plurality of types of indicators that can be displayed; In a presentation step, the selected candidate is presented to a creator; In the report generation step, in response to a report generation request from the creator, a report is generated by applying the calculated value of the target indicator to a graph template for each target indicator included in the set of target indicators calculated from the registered data, the set being determined based on the presented candidates; The graph template is a template of a graph to be inserted into a predetermined report template, and is predetermined corresponding to the target index. Human resource management system.

5. A human resources management system comprising one or more processors and a memory, The one or more processors are capable of performing the following steps: In the registration step, data on the human capital of the organization is registered as registration data; In the display control step, the plurality of types of indexes calculated from the registered data are controlled so as to be displayable on a registrant terminal operated by the registrant; In the selection step, a candidate set of target indicators to be reported is selected from the plurality of types of indicators that can be displayed; In a presentation step, the selected candidate is presented to a creator; In the report generation step, in response to a report generation request from the creator, a different report can be generated for each division of the management period of the organization using the set of target indicators determined based on the presented candidates and calculated from the registered data, Change the type of report depending on the period that has elapsed from the preset base month to the present Human resource management system.

6. A human resources management system comprising one or more processors and a memory, The one or more processors are capable of performing the following steps: In the registration step, data on the human capital of the organization is registered as registration data; In the display control step, the plurality of types of indexes calculated from the registered data are controlled so as to be displayable on a registrant terminal operated by the registrant; In the selection step, a candidate set of target indicators to be reported is selected from the plurality of types of indicators that can be displayed; In a presentation step, the selected candidate is presented to a creator; In the report generation step, in response to a report generation request from the creator, a report is generated using the set of target indicators determined based on the presented candidates and calculated from the registered data; In the warning step, if there is a target index among the set of target indexes that is determined to be an error when calculated from the registered data, a warning is issued to the registrant or the creator along with the reason for the error. Human resource management system.

7. A human resources management system comprising one or more processors and a memory, The one or more processors are capable of performing the following steps: In the registration step, data on the human capital of the organization is registered as registration data; In the display control step, the plurality of types of indexes calculated from the registered data are controlled so as to be displayable on a registrant terminal operated by the registrant; In the selection step, a candidate set of target indicators to be reported is selected from the plurality of types of indicators that can be displayed; In a presentation step, the selected candidate is presented to a creator; In the report generation step, in response to a report generation request from the creator, a report is generated using the set of target indicators determined based on the presented candidates and calculated from the registered data; In the analysis step, Acquire analysis information of the report that is output in response to inputting input information including the generated report into an artificial intelligence model; outputting the analysis information; The analysis information is information that enables a person who views the analysis information to understand the actions that the organization should take. Human resource management system.

8. In the selection step, the one or more processors: selecting the candidates so that they include at least a predetermined designated index; The specified indicators include indicators related to the mobility of human resources within the organization or the evaluation of human resources. The human resource management system according to any one of claims 1 to 7.

9. In the selection step, the one or more processors select, as the set of target indicators, a set of indicators that differs depending on a classification of the management period of the organization. The human resource management system according to any one of claims 1 to 7.

10. A human resources management system executes each step of any one of claims 1 to 7. Human resource management methods.

11. A program for causing a computer having one or more processors and a memory to execute each of the steps according to any one of claims 1 to 7.

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