Information management system, information management method and program

Abstract

To provide an information management system capable of efficiently creating a personnel management document.SOLUTION: There is provided an information management system. The information management system includes a processor. The processor is configured to execute the following steps: a receiving step of receiving registration information for two or more categories relating to managed persons working for an organization, registered in a database in the organization; and a personnel management document creation step of creating a personnel management document including document components derived from the registration information, where the document components include sentences created on the basis of the registration information.SELECTED DRAWING: Figure 1

Description

[Technical Field]

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

[0002] As disclosed in Patent Document 1, a technique is known that supports the creation of text by automatically creating templates. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Japanese Patent Application Laid-Open No. 2009-230705 Summary of the Invention [Problem to be solved by the invention]

[0004] Human resource management documents for managing information on human resources within an organization require, in addition to basic information such as the names of the people to be managed, text tailored to each person to cover multiple categories such as goals, evaluations, achievements, and work history within the organization. Therefore, even if document templates are automatically created using the above-mentioned technology, it is not possible to create text tailored to each person to be managed, and the manager or person to be managed must put in a certain amount of effort to enter the items.

[0005] In view of the above circumstances, the present invention provides an information management system and the like that can efficiently create personnel management documents. [Means for solving the problem]

[0006] According to one aspect of the present invention, there is provided an information management system. The information management system includes a processor. The processor is configured to execute the following steps: In the reception step, registration information of two or more categories relating to persons to be managed who work in an organization and are registered in a database within the organization is received; In the human resources management document creation step, a human resources management document is created that includes document components derived from the registration information; The document components include sentences created based on the registration information.

[0007] According to this aspect, it is possible to automatically generate a human resources management document that includes document components (items) of different categories based on the registered information in an organization's database, thereby enabling efficient creation of human resources management documents. [Brief explanation of the drawings]

[0008] [Figure 1] 1 is a configuration diagram illustrating an information management system 1. FIG. [Figure 2] 2 is a block diagram showing the hardware configuration of the server device 10. FIG. [Figure 3] 2 is a block diagram showing the hardware configuration of a manager terminal 20 and a managed person terminal 30. FIG. [Figure 4] 1 is a block diagram showing functions realized by a server device 10 (controller 11), an administrator terminal 20 (controller 21), and a managed person terminal 30 (controller 31). [Figure 5] FIG. 2 is a block diagram showing an example of the configuration of a personnel database D10. [Figure 6] FIG. 10 is a diagram showing an example of a personnel management document PD. [Figure 7] FIG. 7 is a diagram showing a part of the human resources management document PD different from that shown in FIG. 6. [Figure 8] FIG. 8 is a diagram showing a part of the personnel management document PD different from that shown in FIGS. 6 and 7. [Figure 9] FIG. 9 is a diagram showing a part of the human resources management document PD different from that shown in FIGS. [Figure 10] FIG. 10 is a diagram showing an example of a generation accuracy display screen CS. [Figure 11] FIG. 10 is a diagram showing an example of an edit screen ED. [Figure 12] 1 is an activity diagram showing the flow of information processing (processing for creating a human resources management document) executed by the information management 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 this 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] In this embodiment, the term "unit" may also include, for example, a combination of hardware resources implemented by a circuit in the broad sense and software information processing that can be specifically realized by these hardware resources. In addition, various types of information are handled in this embodiment, and this information may be represented by, for example, physical values ​​of signal values ​​representing voltages and currents, 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 may be performed on a circuit in the broad sense.

[0012] In addition, a circuit in the broad sense is a circuit realized by at least appropriately combining a circuit, circuitry, a processor, a memory, etc. 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.

[0013] 1. Hardware Configuration This section explains the hardware configuration.

[0014] <Information Management System 1> 1 is a configuration diagram showing an information management system 1. The information management system 1 includes a communication line 2, a server device 10, a plurality of administrator terminals 20, and a plurality of managed person terminals 30. The server device 10, the administrator terminal 20, and the managed person terminals 30 are configured to be able to communicate with each other via the communication line 2. The connection between the server device 10, the administrator terminal 20, and the managed person terminals 30 and the communication line 2 may be wired or wireless.

[0015] The information management system 1 constitutes part of a personnel system used by personnel (multiple managed persons) subject to personnel management within an organization and multiple managers within the organization who are related to the managed persons. "Managers" include people on the reporting line of the managed persons (e.g., superiors, line managers, etc.), personnel managers, etc. Note that a "managed person" in the information management system 1 can also be the "manager" of another managed person.

[0016] The information management system 1 mainly creates and displays human resource management documents for the people it manages. In one embodiment, the information management system 1 is comprised of one or more devices or components. These components are described below.

[0017] <Server device 10> 2 is a block diagram showing the hardware configuration of server device 10. Server device 10 includes a control unit 11, a storage unit 12, a communication unit 13, and a communication bus 14. Control unit 11, storage unit 12, and communication unit 13 are electrically connected within server device 10 via communication bus 14.

[0018] <Control unit 11> The control unit 11 processes and controls the overall operations related to the server device 10. The control unit 11 is, for example, a central processing unit (CPU). The control unit 11 realizes various functions related to the server device 10 by reading out predetermined programs stored in the storage unit 12. In other words, information processing by software stored in the storage unit 12 is specifically realized by the control unit 11, which is an example of hardware, and can be executed as each functional unit included in the control unit 11. These will be described in more detail in the next section. Note that the control unit 11 is not limited to being single, and multiple control units 11 may be provided for each function. A combination of these may also be used.

[0019] <Storage section 12> The memory unit 12 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 server device 10 executed by the control unit 11, 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 memory unit 12 stores various programs, variables, etc. related to the server device 10 executed by the control unit 11.

[0020] <Communications Department 13> The communication unit 13 is preferably a wired communication means such as USB, IEEE1394, Thunderbolt (registered trademark), or wired LAN network communication, but may also include wireless LAN network communication, mobile communication such as 3G / LTE / 5G, or BLUETOOTH (registered trademark) communication as needed. That is, it is more preferable to implement it as a collection of multiple communication means. That is, the server device 10 may communicate various information from the outside via the communication unit 13 and the network.

[0021] The server device 10 may be an on-premise server or a cloud server. The cloud server device 10 may provide the above-described functions and processes in the form of, for example, SaaS (Software as a Service) or cloud computing.

[0022] <Administrator terminal 20> 3 is a block diagram showing the hardware configuration of the administrator terminal 20 and the managed user terminal 30. As shown in FIG. 3A, the administrator terminal 20 includes a control unit 21, a storage unit 22, a communication unit 23, an input unit 24, an output unit 25, and a communication bus 26. The control unit 21, the storage unit 22, the communication unit 23, the input unit 24, and the output unit 25 are electrically connected via the communication bus 26 inside the administrator terminal 20. The description of the control unit 21, the storage unit 22, and the communication unit 23 is the same as the description of each unit in the server device 10, and therefore will be omitted.

[0023] <Input section 24> The input unit 24 accepts operation inputs made by the user. The operation inputs are transferred as command signals to the control unit 21 via the communication bus 26. The control unit 21 can execute predetermined control or calculations based on the transferred command signals as necessary. The input unit 24 may be included in the housing of the administrator terminal 20 or may be externally attached. For example, the input unit 24 may be implemented as a touch panel integrated with the output unit 25. When the input unit 24 is implemented as a touch panel, the user can input tap operations, swipe operations, etc. to the input unit 24. Instead of a touch panel, a switch button, a mouse, a trackpad, a QWERTY keyboard, etc. can be used as the input unit 24.

[0024] <Output section 25> The output unit 25 displays a screen of a graphical user interface (GUI) that can be operated by a user. The output unit 25 may be included in the housing of the administrator terminal 20 or may be attached externally. Specifically, the output unit 25 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 administrator terminal 20.

[0025] <Management target terminal 30> 3B, the managed user terminal 30 includes a control unit 31, a storage unit 32, a communication unit 33, an input unit 34, an output unit 35, and a communication bus 36. The control unit 31, the storage unit 32, the communication unit 33, the input unit 34, and the output unit 35 are electrically connected via the communication bus 36 inside the managed user terminal 30. The description of the control unit 31, the storage unit 32, the communication unit 33, the input unit 34, and the output unit 35 is omitted because they are the same as the description of each unit in the administrator terminal 20.

[0026] 2. Functional configuration This section describes the functional configuration of this embodiment. Information processing by software stored in the storage unit 12 is specifically realized by the control unit 11, which is an example of hardware, and can be executed as each functional unit included in the control unit 11 (a processor provided in the information management system 1).

[0027] FIG. 4 is a block diagram showing functions realized by the server device 10 (controller 11), the administrator terminal 20 (controller 21), and the managed person terminal 30 (controller 31).

[0028] As shown in FIG. 4A, the server device 10 (control unit 11) includes an information acquisition unit 111, a reception unit 112, a human resources management document creation unit 113, a condition setting unit 114, a display control unit 115, an editing unit 116, and an artificial intelligence unit 117. As shown in FIG. 4B, the manager terminal 20 (control unit 21) includes a display unit 211 and an operation reception unit 212. As shown in FIG. 4C, the managed person terminal 30 (control unit 31) includes a display unit 311 and an operation reception unit 312.

[0029] <Information acquisition section 111> The information acquisition unit 111 is configured to acquire, from an internal database of an organization, the registration information of each of a plurality of persons to be managed, which is necessary for creating human resource management documents. The persons to be managed are, for example, employees of the organization (full-time employees, temporary employees, and fixed-term employees). The internal database of an organization is accessible only to those involved with the organization, and data is not made public or provided to anyone outside the organization. Organizations include for-profit corporations (e.g., companies, etc.), non-profit corporations (e.g., cooperatives, incorporated foundations, etc.), public corporations (e.g., local governments, etc.), etc.

[0030] The databases within the organization include a personnel database. FIG. 5 is a block diagram showing an example of the configuration of the personnel database D10. The personnel database D10 includes, for example, a basic information database D101, a goal evaluation database D102, a position database D103, a skill database D104, a recruitment database D105, a condition survey database D106, an organization diagnosis survey database D107, an original survey database D108, an interview database D109, and an attendance database D110. Each of these databases stores and accumulates data (registration information) of individual persons to be managed. The recruitment database D105 stores recruitment data for new graduates and mid-career recruits. The position database D103 and the skill database D104 may be part of the basic information database D101 or the goal evaluation database D102.

[0031] The registered information about the managed persons stored in the personnel database D10 is personnel information and is classified into multiple categories. Examples of "categories" include the name, gender, age, employee code, contact information, affiliation, employment status, work location, job duties, organizational goals set by the managed persons, managerial evaluations of those goals, information about the managed persons before they joined the organization (information at the time of hiring), the managed persons' condition, engagement (e.g., eNPS), aptitude or personality, interview history (interviewees, comments, etc.), and attendance information (overtime hours, number of annual holidays taken, etc.) of the managed persons. The information at the time of hiring includes the position offered at the time of hiring, annual salary, hiring interviewer, hiring evaluation, aptitude test results, reference check information, etc. Information other than the information at the time of hiring is information about the managed persons after they join the organization (post-hiring information).

[0032] Categories of registered information are distinguished by multiple attributes. Examples of attributes that distinguish categories include the registration date of the information reflected in the registered information and the description format of the information. In the example of the registration date, basic information such as name, gender, and age is information at the time of employment or transfer to an organization. Furthermore, goals and evaluations are information about the time when each was implemented, and the registration dates of goals and evaluations differ. Furthermore, information at the time of employment is information before employment to an organization. Therefore, these pieces of information are classified into different categories. On the other hand, in the example of the description format of information, a distinction is made between information described using keywords or numbers (e.g., name, affiliation, job title, etc.) and information described in sentences (e.g., work content, goals, evaluation, condition, etc.). Therefore, the former information and the latter information are classified into different categories. Another example of an attribute that distinguishes categories is whether the information is unique. Examples of unique information include name. Examples of non-unique information include gender, affiliation, job title, etc. Furthermore, the categories of registered information are not limited to the above-mentioned attribute distinctions and may be arbitrarily set by the user.

[0033] The personnel database D10 includes both sub-databases containing information of one category (for example, the basic information database D101) and sub-databases containing information of multiple categories (for example, the goal evaluation database D102).

[0034] <Reception Department 112> The reception unit 112 is configured to receive an input of an instruction to create a human resources management document from an input person within an organization. The "input person within an organization" includes the manager and the managed person. In other words, the reception unit 112 receives an input of an instruction to create a human resources management document from the terminal of either the manager or the managed person (the manager terminal 20 or the managed person terminal 30).

[0035] If the inputter is an administrator, the reception unit 112 receives input of the managed persons for whom a human resources management document is to be created from the administrator terminal 20. The administrator can select multiple managed persons as the targets for which a human resources management document is to be created. In other words, the reception unit 112 receives input of an instruction to create multiple human resources management documents at once from the administrator.

[0036] If the inputter is a person to be managed, the reception unit 112 receives the creation of a human resources management document related to the inputter himself / herself from the person to be managed terminal 30. In other words, the reception unit 112 does not receive the selection of a target for the creation of a human resources management document from the person to be managed. In this way, the reception unit 112 allows the selection of a target for the creation of a human resources management document depending on the inputter.

[0037] Human resource management documents are resumes for internal use within an organization (for example, documents that aggregate registered information) based on the registration information of managed personnel registered in a personnel database. Human resource management documents are made available for viewing within the organization. Human resource management documents are generally not made public outside the organization. By creating a human resource management document for each managed personnel, managers can easily search for personnel within the organization using keywords, conditions (parameters), etc. Human resource management documents are referenced, for example, in strategic personnel transfers, internal job postings, utilization of inactive personnel, and career inventory support.

[0038] The reception unit 112 receives two or more categories of registration information related to the people to be managed who work in the organization, which is registered in a database within the organization. For example, the reception unit 112 receives, along with an instruction to create a human resources management document, registration information (items) to be used in creating the human resources management document or settings of a database containing the registration information from the manager terminal 20 or the managed person terminal 30, and acquires the set registration information or the registration information contained in the set database. The reception unit 112 may also automatically acquire registration information (essential registration information) that has been set in advance by a user (e.g., a system administrator, etc.). The settings of the automatically acquired registration information are stored in, for example, the storage unit 22.

[0039] <Human Resources Management Document Creation Department 113> The human resources management document creation unit 113 is configured to create a human resources management document that includes document components derived from the registration information received by the reception unit 112. The human resources management document creation unit 113 creates a human resources management document for one managed person based on the registration information of that managed person.

[0040] When the reception unit 112 receives an instruction to collectively create multiple human resource management documents from the administrator terminal 20, the human resource management document creation unit 113 creates a human resource management document for each of the multiple managed persons. This allows the administrator to have the information management system 1 create human resource management documents for the multiple managed persons with a simple operation.

[0041] A human resources management document is composed of multiple document components. The document components include first document components, which are keywords included in the registration information, and second document components, which include sentences created based on the registration information. As shown in Figure 5, the human resources management document creation unit 113 obtains the first registration information RI1 or the second registration information RI2 received by the reception unit 112 from multiple databases included in the personnel database D10.

[0042] The human resources management document creation unit 113 extracts keywords contained in first registered information RI1 from the registered information as first document components DC1, and creates a sentence created based on second registered information RI2, which is different from the first registered information RI1, from the registered information as second document components DC2. That is, the human resources management document creation unit 113 selects a procedure for converting registered information into document components depending on the form or category of the registered information. This makes it possible to convert multiple pieces of registered information from different categories into appropriate forms as elements of a human resources management document and integrate them into a single human resources management document.

[0043] The first registration information RI1 is registration information that is converted into a first document component DC1 or a second document component DC2 by the human resource management document creation unit 113 from among the registration information registered in the database. The first registration information RI1 is information described using keywords or numerical values. Examples of the first registration information RI1 include basic information acquired from the basic information database D101, position information acquired from the position database D103, skill information acquired from the skill database D104, condition acquired from the condition survey database D106, eNPS acquired from the organization diagnosis survey database D107, and aptitude or personality acquired from the original survey database D108. The human resource management document creation unit 113 may generate multiple first document components DC1 from the first registration information RI1 of one category, or may generate one first document component DC1 from the first registration information RI1 of multiple categories.

[0044] The second registration information RI2 is registration information that is registered in the database and converted into the first document component DC1 or the second document component DC2 by the human resources management document creation unit 113. The second registration information RI2 is information written in text. Examples of the second registration information RI2 include goals or evaluations obtained from the goal evaluation database D102, hiring information obtained from the recruitment database D105, 1-on-1 history obtained from the interview database D109, and attendance information obtained from the attendance database D110.

[0045] As shown in Figure 5, the human resources management document creation unit 113 may generate multiple second document components DC2 from second registration information RI2 of one category, or may generate first document components DC1 and second document components DC2 from second registration information RI2 of one category.

[0046] Extraction of the first document constituent DC1 from the first registered information RI1 is performed by referring to first reference information including the correlation between the first registered information RI1 and the first document constituent DC1. As the first reference information, for example, an extraction item list is used. The extraction item list lists candidates (samples) for each item, such as department, job, etc., and the human resources management document creation unit 113 extracts keywords corresponding to each item from the registered information and sets them as the first document constituent DC1. Therefore, the first document constituent DC1 may include multiple keywords.

[0047] Alternatively, a keyword extraction model may be used as the first reference information. The keyword extraction model is a learning model trained (by machine learning or fine tuning) to use the first registered information RI1 as input and the first document component DC1 as output. For example, the keyword extraction model is a learning model trained using the first registered information RI1 and the corresponding first document component DC1 as training data. The human resources management document creation unit 113 inputs the first registered information RI1 to the keyword extraction model of the artificial intelligence unit 117 and causes the keyword extraction model to output the first document component DC1. The keyword extraction model may also be a generative AI including a large-scale language model. In this case, the human resources management document creation unit 113 inputs to the keyword extraction model an instruction to extract keywords from the first registered information RI1 and a prompt containing the first registered information RI1, and causes the keyword extraction model to output the first document component DC1. In addition, the human resources management document creation unit 113 may input a prompt into the keyword extraction model that, in addition to the keyword extraction instruction and the first registered information RI1, inserts, for example, one or more samples of the first registered information RI1 and one or more corresponding samples of the first document components DC1.

[0048] The second document component DC2 includes a sentence newly created using keywords included in the registered information. The second document component DC2 is a summary of the sentence included in the second registered information RI2, a sentence reconstructed using keywords included in the second registered information RI2, or a sentence newly constructed using keywords included in the first registered information RI1.

[0049] The second document component DC2, which is a summary of the sentence included in the second registered information RI2, is created by referencing second reference information including the correlation between the second registered information RI2 and the second document component DC2. For example, the second reference information may be a summarization model, which is a learning model trained to use the second registered information RI2 as input and output the second document component DC2. For example, the summarization model is a learning model trained using the second registered information RI2 and the corresponding second document component DC2 as training data. The human resources management document creation unit 113 inputs the second registered information RI2 into the summarization model of the artificial intelligence unit 117 and causes the summarization model to output the second document component DC2. The summarization model may also be a generative AI including a large-scale language model. In this case, the human resources management document creation unit 113 inputs a prompt containing an instruction to summarize the sentence included in the second registered information RI2 and the second registered information RI2 into the summarization model, and causes the summarization model to output the second document component DC2. In addition, the human resources management document creation unit 113 may input a prompt into the summary creation model that, in addition to the summary creation instruction and the second registration information RI2, inserts, for example, one or more samples of the second registration information RI2 and one or more corresponding samples of the second document components DC2.

[0050] As described above, the human resource management document creation unit 113 may create a new sentence as the second document component DC2 by combining multiple keywords included in the first registered information RI1 or multiple keywords included in the sentence of the second registered information RI2. The creation of a new sentence based on the first registered information RI1 or the second registered information RI2 is performed by referring to third reference information including a correlation between the new sentence and the first registered information RI1 or the second registered information RI2. As the third reference information, for example, a writing model is used, which is a learning model trained to input the first registered information RI1 or the second registered information RI2 and output the second document component DC2. For example, the writing model is a learning model trained using the first registered information RI1 or the second registered information RI2 and the corresponding second document component DC2 as training data. The human resource management document creation unit 113 inputs the first registered information RI1 or the second registered information RI2 into the writing model of the artificial intelligence unit 117 and causes the writing model to output the second document component DC2. The writing model may also be a generative AI including a large-scale language model. In this case, the human resources management document creation unit 113 inputs to the writing model an instruction to create a new sentence based on the first registered information RI1 or the second registered information RI2 and a prompt into which the first registered information RI1 or the second registered information RI2 is inserted, and causes the writing model to output a second document component DC2. The human resources management document creation unit 113 may also input to the writing model a prompt into which, in addition to the writing instruction and the first registered information RI1 or the second registered information RI2, for example, one or more samples of the first registered information RI1 or the second registered information RI2 and one or more corresponding samples of the second document component DC2 are inserted.

[0051] The human resource management document creation unit 113 determines whether the acquired registration information is the first registration information RI1 or the second registration information RI2, and generates the first document component DC1 or the second document component DC2 using the first reference information, the second reference information, or the third reference information. The human resource management document creation unit 113 may use a learning model (i.e., a model that integrates a keyword extraction model and a summary creation model) configured to receive registration information, determine whether the input registration information is the first registration information RI1 or the second registration information RI2, and then output either the first document component DC1 or the second document component DC2.

[0052] The human resource management document creation unit 113 may generate document components for each category from the registered information of multiple categories, or may generate one document component from the registered information of multiple categories. Furthermore, the human resource management document creation unit 113 may generate multiple document components from the registered information of one category. For example, in FIG. 5, a first document component DC1 of "possessed skills / job type" and a second document component DC2 of "company history" are generated from the registered information of "goals / evaluation." Furthermore, a first document component DC1 of "educational background / job type / qualifications at time of employment" and a second document component DC2 of "offer content / evaluation" are generated from the registered information of "information at time of employment."

[0053] FIG. 6 is a diagram showing an example of a human resources management document PD. FIG. 7 is a diagram showing a different part of the human resources management document PD from FIG. 6. FIG. 8 is a diagram showing a different part of the human resources management document PD from FIGS. 6 and 7. FIG. 9 is a diagram showing a different part of the human resources management document PD from FIGS. 6-8. As shown in FIG. 6-9, the human resources management document PD includes a header HD and multiple document components (first document component DC1 and second document component DC2). The header HD contains the name, photograph, affiliation, etc. of the person to be managed.

[0054] The human resource management document creation unit 113 may group document components based on registration information recorded in the same database in the human resource management document PD. In the example of FIG. 6-9, multiple document components are grouped by the following categories: "basic information" (elements based on the basic information database D101), "hiring history" (elements based on the recruitment database D105), "hiring evaluation" (elements also based on the recruitment database D105), "experience / skills" (elements based on the goal evaluation database D102, the position database D103, and the skill database D104), "internal evaluation history" (elements also based on the goal evaluation database D102), and "internal history" (elements based on multiple databases). The second document component DC2 included in the "internal evaluation history" in FIG. 8 includes the name and photograph of the evaluator, as well as the evaluation content (e.g., comments). The "internal evaluation history" also includes the first document component DC1, which includes the evaluation value (e.g., "S") and the evaluator.

[0055] The document components may include a job summary of the person to be managed within the organization. The "job summary" describes the person's work history within the organization, and corresponds to the "internal experience" item in the example of Figure 9. The job summary describes, for example, the department, role or job type, job content, results or achievements, etc. for a specified period (yearly in the example of Figure 9). This allows the manager to easily consider the suitability of the person to be managed for a new position based on the job summary. The job summary ("internal experience") may also include time-series data showing changes over time in the person's attributes, such as personality, characteristics, and condition.

[0056] The registered information that the human resources management document creation unit 113 converts into document components preferably includes organizational goals of the managed person. Goals within an organization are likely to be created by the managed person in the operation of the organization, and are likely to include information about the job content within the organization. Therefore, including organizational goals in the registered information makes it possible to create a more reliable and accurate record of the managed person's work history within the organization. This also enables personnel searches based on goals, and allows other information about the managed person to be confirmed in the human resources management document along with the goals. The human resources management document creation unit 113 generates a second document component DC2 that summarizes the goals from the goals included in the registered information, and places the second document component DC2 in the human resources management document.

[0057] The registered information converted into document components by the human resource management document creation unit 113 may further include organizational evaluations of the managed person in addition to goals. The human resource management document creation unit 113 creates a job summary based on the registered information including goals and evaluations. Evaluations within an organization are likely to exist as objective information about the managed person in organizational management and are likely to include information about the job content (especially achievements, track record, etc.) within the organization. This allows for a more reliable and accurate creation of the managed person's work history within the organization. Furthermore, the manager can confirm goals, their evaluations, and the degree of goal achievement. The human resource management document creation unit 113 generates a second document component DC2 by integrating and summarizing the goals and evaluations included in the registered information, and places the second document component DC2 in the human resource management document. For example, the second document component DC2 included in the "Summary" in the "Internal Career" section of Figure 9 is generated based on the goals and achievements stored in the goal evaluation database D102. In particular, the "Summary" section includes a second document component DC2 including the degree of goal achievement calculated based on the evaluation-related text. The achievement level may include the main achievement (achievement rate of the major goal) and sub-achievements (achievement rate of the sub-goals into which the major goal is subdivided). The "summary" may also be information that combines both internal and external experience. Furthermore, the "summary" may be generated based on a variety of internal information, such as position information, project information, etc., in addition to goals or evaluations.

[0058] The personnel management document creation unit 113 creates job summaries for a predetermined period so that they fit within a specified display area. This reduces the need to scroll the screen displayed on the administrator terminal 20, allowing the administrator to more easily understand the employee's work history. The "predetermined period" can be set by the creator (editor) of the personnel management document; in the example shown in FIG. 9, it is three years ago. By setting the predetermined period to a relatively recent period from the present, the reflection of low-priority, older information in the personnel management document is suppressed. The personnel management document creation unit 113 may also change the size of the display area (number of characters displayed), the font or size of the characters, etc., for each year. For example, the personnel management document creation unit 113 may increase the display area, increase the amount of information, or display the information in more prominent characters for newer information in the job summary.

[0059] The "designated display area" is, for example, an area that can be displayed in one page on the screen of the manager terminal 20 or the managed person terminal 30. The human resources management document creation unit 113 adjusts the number of items, font size, amount of information, etc. so that the job summary fits within the designated display area. The reception unit 112 may also receive the size (number of pages) of the display area for the job summary from the manager terminal 20 or the managed person terminal 30, and the human resources management document creation unit 113 may create the job summary so that it fits within the received display area.

[0060] In the example of FIG. 9, the job summary ("Internal Experience") includes "Summary," "Extracted Skills," and Work Experience JH, but the job summary may also consist of only Work Experience JH. Note that "Summary" is an item in which current achievements and the like are described, and "Extracted Skills" is an item in which skills extracted from the work history are displayed as tags TG. Also, in the Work Experience JH, for example, department by year, position (role, title), job type, etc. are displayed as tags TG.

[0061] The registration information that the human resources management document creation unit 113 converts into document components includes information about the managed person before he joined the organization and information about the managed person after he joined the organization, and the document components preferably include information about the managed person before he joined the organization. This makes it possible to refer to information about the managed person before he was hired by the organization in a single human resources management document. The human resources management document creation unit 113 generates a second document component DC2 that summarizes the information about the managed person before he joined the organization, which is included in the registration information, and places it in the human resources management document.

[0062] For example, the second document component DC2 included in "Work History" in "Hiring History" in FIG. 7 is generated based on information before the managed person joined the organization (information at the time of hiring stored in the hiring database D105). The second document component DC2 included in "Work History" may be generated based on information at the time of hiring (such as a resume) of the managed person. The first document component DC1 (evaluation value, evaluator, etc.) and the second document component DC2 (comments, etc.) included in "Hiring Evaluation" in "Hiring Evaluation" in FIG. 7 are also generated based on information before the managed person joined the organization. Both the "Hiring History" and the "Hiring Evaluation" include the first document component DC1, which is a keyword extracted from information before the managed person joined the organization. The second document component DC2 included in "Hiring Evaluation" includes an evaluation at the time of the interview ("S"), the name and face photo of the interviewer, and the evaluation content.

[0063] 7, the human resources management document creation unit 113 generates a first document component DC1 and a second document component DC2 from the “recruitment information.” Specifically, the human resources management document creation unit 113 generates the first document component DC1 by extracting keywords from registered information such as educational background included in the “recruitment information,” and generates the second document component DC2 by summarizing the text of registered information such as interview evaluation included in the “recruitment information.”

[0064] The registration information that the human resources management document creation unit 113 converts into document components includes attribute information of the managed persons, and the human resources management document creation unit 113 preferably creates a human resources management document that includes tags related to the attribute information as document components. This makes it easier to visually understand the attributes of the managed persons. "Attribute information of the managed persons" is, for example, information indicating the managed persons' position, career, experience, skills, qualifications, etc. Tags are objects made from keywords that represent the managed persons' attribute information. Tags may also be tags that combine multiple categories or tags that have a hierarchical structure. An example of a tag that combines multiple categories is "Sales: 10 years." An example of a tag that has a hierarchical structure is "Management: Organizational design."

[0065] The human resource management document creation unit 113 tags, for example, keywords contained in the registered information or first document components DC1 that represent pre-specified attribute information. Specifically, the human resource management document creation unit 113 prepares a tag list in which a plurality of tags are described in advance, extracts tag words corresponding to the registered information or document components from the tag list, and tags the registered information or document components. Here, the tag list is a list in which one or more tag words are described.

[0066] In the example of Fig. 8, the tag TG is included in the "Experienced Job Type" and "Possessed Skills" items in the "Experience / Skills" section. The tag TG is placed in the personnel management document PD for each type of position, job type, skill / qualification, etc. Also, as shown in Fig. 9, the tag TG may be included in the job summary.

[0067] The tag TG should be the same as the tag assigned to job seeker information registered in the job seeker database. A "job seeker database" is a database that stores registered information about job seekers, including their resumes, curriculum vitae, and other profile information. This allows administrators to search for internal talent based on tags in a similar way to searching for job seekers using tags. A "resume" is a document that primarily contains a job seeker's profile, current situation, educational background, work history, desired working conditions, etc., while a "curriculum vitae," also known as a resume, is a document in which a job seeker conveys to an employer their work history, experience, skills, qualifications, etc.

[0068] The job seeker database is a database that is open to users of the recruitment service, distinct from the organization's internal employee database, and is typically located outside the organization. When tags TG included in the human resources management document are shared with tags assigned to job seeker information, the human resources management document creation unit 113 references a tag list used in the job seeker database to tag the registered information or document components. The human resources management document creation unit 113 may also generate tags TG by reference to a job type dictionary, skill dictionary, in-house terminology dictionary, etc. used in the job seeker database.

[0069] The job seeker database may also be a database of job candidates registered in an organization's internal database (for example, a talent pool).

[0070] The human resources management document creation unit 113 may calculate the accuracy of the human resources management document creation based on the amount of information in the registered information. The accuracy of the creation may be presented before the human resources management document is created, or may be displayed on the viewing terminal (the administrator terminal 20 or the managed person terminal 30) together with the created human resources management document. This allows the information management of human resources within an organization to be performed while checking the reliability of the human resources management document.

[0071] For example, the human resources management document creation unit 113 increases the generation accuracy the more items of registration information it acquires. For example, if registration information for all items of the set registration information items (specified by the person entering information) can be acquired from the database, the generation accuracy is 100%. On the other hand, if registration information for some items cannot be acquired because there is information that is not registered for the set registration information items, the generation accuracy is less than 100%. The more items that cannot be acquired, the lower the generation accuracy. Note that the human resources management document creation unit 113 leaves blank any items in the human resources management document that are based on registration information that it could not acquire. Furthermore, the human resources management document creation unit 113 may increase the generation accuracy the more information (amount of text) in the registration information it acquires.

[0072] 10 is a diagram showing an example of a generation accuracy display screen CS. When the human resources management document creation unit 113 presents the generation accuracy before creating a human resources management document, the human resources management document creation unit 113 displays a generation accuracy display screen CS including the generation accuracy on the manager terminal 20 or the managed person terminal 30. The manager or managed person selects whether or not to create a human resources management document with the presented generation accuracy.

[0073] When the display control unit 115 displays the generation accuracy together with the human resources management document, for example, the generation accuracy GA is displayed above the header HD of the human resources management document PD, as shown in Fig. 6. The generation accuracy may also be stored as internal data of the human resources management document together with the document components and the like included in the human resources management document.

[0074] The human resource management document creation unit 113 may calculate the generation accuracy for each item of the human resource management document or for each document component, and present or display the calculation results.

[0075] The human resources management document creation unit 113 may store a human resources management document created by instructions from the managed person himself and a human resources management document for the same managed person created by instructions from the administrator side by side in the storage unit 12. Furthermore, the human resources management document creation unit 113 may overwrite the previously created human resources management document created by instructions from the managed person himself or the administrator with the later created document.

[0076] The structure, items, layout, etc. of the personnel management document PD shown in Figure 6-9 are just an example, and the structural design of the information, order, etc. written in the personnel management document PD can be set arbitrarily.

[0077] <Condition setting section 114> The condition setting unit 114 is configured to set viewing conditions or editing conditions for the human resources management document depending on the person who inputs the creation instruction. This allows the management level of the human resources management document to be flexibly adjusted depending on the person who inputs the instruction. For example, the viewing conditions are such that if the person who inputs the instruction is a manager (e.g., a human resources department) (i.e., input is made from the manager terminal 20), only the department to which the manager belongs (the human resources department) and human resources-related decision makers (e.g., management) can view the document, and others (including the managed person himself, who is the subject of the human resources management document) cannot view the document. Furthermore, the viewing conditions in this case are such that if the person who inputs the instruction is the managed person himself (i.e., input is made from the managed person terminal 30), only the managed person himself, the manager, and the decision maker can view the document, and others cannot view the document.

[0078] The editable condition is, for example, a condition that if the inputter is a manager (e.g., a person in the human resources department), editing is prohibited for everyone. In addition, in this case, if the inputter is a person to be managed, only the person to be managed can edit the data, and editing is prohibited for anyone else.

[0079] The condition setting unit 114 may also set viewing conditions or editing conditions for each item in the human resources management document. For example, if the person entering the information is a manager, only specific items such as "basic information" and "experience / skills" may be editable, and all other items may be uneditable. Furthermore, the condition setting unit 114 may also set viewing conditions or editing conditions for each document component.

[0080] <Display control unit 115> The display control unit 115 is configured to display the human resources management document created by the human resources management document creation unit 113 on the manager terminal 20 or the managed person terminal 30. The display control unit 115 also displays the human resources management document on the viewing terminal depending on whether the viewer satisfies the viewing conditions for the human resources management document. In other words, the display control unit 115 displays the human resources management document only on viewing terminals that satisfy the viewing conditions set by the condition setting unit 114. This ensures the confidentiality of the human resources management document.

[0081] <Editorial Department 116> The editing unit 116 is configured to accept edits to the human resources management document created by the human resources management document creation unit 113. Editing of the human resources management document may be performed by directly accepting input to the item to be edited, or by accepting specification of the item and re-creation of the document components for the specified item (i.e., re-acquisition of registered information).

[0082] The editing unit 116 accepts edits to the human resources management document depending on whether the editor satisfies the editable conditions for the human resources management document. In other words, the editing unit 116 accepts edits to the human resources management document only from viewing terminals that satisfy the editable conditions set by the condition setting unit 114. This makes it possible to maintain the reliability of the human resources management document.

[0083] After the human resources management document creation unit 113 creates a human resources management document, the editing unit 116 displays a screen that accepts edits to the human resources management document. The editing unit 116 may also accept edits (inputs) step by step for each item in the human resources management document. FIG. 11 illustrates an example of an editing screen ED. A step ST indicating the progress of editing is displayed at the top of the editing screen ED. In the example of FIG. 11, step ST indicates that editing of two items, "Basic Information" and "External Experience," has been completed, that a third item, "Internal Experience," is currently being edited, and that two items ("Career Summary" and "Other") remain after "Internal Experience." The editing screen ED also includes an edit button EB for each item created by the human resources management document creation unit 113 or for each edit unit that further subdivides the item. Pressing the edit button EB allows editing of the corresponding entry. Editing of the entry is performed, for example, by inputting a sentence or word from the administrator terminal 20 or the managed user terminal 30, selecting a tag from tag candidates, or the like. For example, the editing unit 116 may display a list of tags extracted from the registered information as tag candidates, allowing the user to edit the tag to be placed in the human resources management document by selecting any tag from the displayed list of tag candidates.

[0084] When editing of one item is completed by, for example, clicking a done button, the editing unit 116 displays the editing screen ED for the next item in the order displayed in step ST. In this way, the editing unit 116 switches the editing screen ED displayed on the manager terminal 20 or the managed person terminal 30 for each item of the human resources management document, and accepts editing for each item. This makes it possible to accept editing while staying close to the mental model (what the managed person wants to do or what they can understand), for example.

[0085] Furthermore, the editing unit 116 may accept editing of each item on a screen displaying the entire human resources management document, without switching the editing screen ED for each item.

[0086] Furthermore, the editing unit 116 may change the editing steps depending on the editor. For example, if the editor is a manager, editing may be completed with, for example, one click, without going through editing for each item (multiple steps). Furthermore, if the person instructing the creation of a human resources management document is a manager, the editing steps may be skipped altogether. When a manager (e.g., human resources) creates a human resources management document, there is no need to be in line with the mental model of the person being managed. Therefore, by simplifying the editing steps, a manager can create a human resources management document more easily, without having to go through multiple steps.

[0087] <Artificial Intelligence Department 117> The artificial intelligence unit 117 is configured to receive input from each functional unit and return the instructed output. The artificial intelligence used by the server device 10 in each functional unit may be a common one, or may be prepared individually for each functional unit.

[0088] The artificial intelligence unit 117 is an AI (Artificial Intelligence) that includes language models such as Transformers including GPT (Generative Pretrained Transformer, including GPT-1, GPT-2, and GPT-3), BERT (Bidirectional Encoder Representations from Transformers), and BART (Bidirectional and Auto-regressive Transformer), and Recurrent Neural Networks (RNNs), and includes generative AI.

[0089] The language model is an example of a learning model based on a machine learning algorithm. Specific examples of machine learning algorithms include nearest neighbor methods, naive Bayes methods, decision trees, support vector machines, and deep learning using neural networks. The artificial intelligence unit 117 can apply the above algorithms as appropriate.

[0090] The artificial intelligence unit 117 has a trained model constructed by a learning method such as supervised learning, unsupervised learning, or self-supervised learning. In supervised learning, machine learning is performed using training data (training data). The training data is composed of pairs of input data for learning and output data (correct answer data). Furthermore, the language model may not only be one trained for a specific task, but also a general-purpose model that can be used for a wide range of tasks.

[0091] The artificial intelligence unit 117 includes, as its artificial intelligence, a general-purpose natural language processing learning model such as a large language model (LLM) that has learned a huge amount of data. Such a general-purpose learning model includes a language model that can handle various tasks without fine tuning using one-shot learning, few-shot learning, etc. Furthermore, the general-purpose learning model can also handle various tasks using zero-shot learning. The artificial intelligence used in each functional unit of the control unit 11 may be a separate learning model, or may be a common general-purpose learning model.

[0092] The learning model included in the artificial intelligence unit 117 is capable of additional learning. For example, the artificial intelligence unit 117 learns whether the created human resource management document has been modified by the person instructing the creation, etc. In other words, the artificial intelligence unit 117 performs additional learning and fine-tuning using a training data set in which the human resource management document is labeled with actual modification results as feedback for the human resource management document created by the learning model. This optimizes the human resource management document output from the learning model.

[0093] <Display section> The display unit 211 of the administrator terminal 20 and the display unit 311 of the managed person terminal 30 each display a screen indicated by the screen data transmitted from the server device 10.

[0094] <Operation reception section> The operation acceptance unit 212 of the administrator terminal 20 accepts operations by a user (administrator) who uses the administrator terminal 20. The operation acceptance unit 312 of the managed person terminal 30 accepts operations by a user (managed person) who uses the managed person terminal 30.

[0095] 3. Information Processing Method This section describes an information processing method of the server device 10. This information processing method is executed by a computer, with each unit of the server device 10 acting as each step.

[0096] Specifically, this information processing method includes a receiving step and a personnel management document creation step. In the receiving step, registration information of two or more categories related to personnel to be managed who work in the organization and are registered in a database within the organization is received. In the personnel management document creation step, a personnel management document is created that includes document components derived from the registration information.

[0097] 12 is an activity diagram showing the flow of information processing (processing for creating a human resources management document) executed by the information management system 1. Below, the information processing will be explained along with each activity in this activity diagram.

[0098] The process of creating a human resources management document begins when the administrator selects the managed person for whom the human resources management document will be created from the administrator terminal 20, or the managed person selects the managed person from the managed person terminal 30 (activity A101). When the managed person creates a human resources management document, the selection of the managed person (activity A101) may be omitted, or the managed person may be the only person selected for whom the human resources management document will be created. When the managed person creates a human resources management document, multiple managed people can be selected. The administrator or managed person selects the items to be included in the human resources management document from the administrator terminal 20 or the managed person terminal 30 (activity A102).

[0099] The server device 10 acquires registration information required to configure the items sent from the administrator terminal 20 or the managed person terminal 30 (reception step, activity A103). Next, the server device 10 generates document components from the registration information (activity A104). Furthermore, the server device 10 creates a human resources management document using the document components (human resources management document creation step, activity A105).

[0100] After creating the personnel management document, the server device 10 controls the display of the personnel management document on the administrator terminal 20 or the managed person terminal 30 (activity A106). As a result, the personnel management document is displayed on the administrator terminal 20 or the managed person terminal 30 (activity A107). The administrator or the managed person edits the displayed personnel management document as needed on the administrator terminal 20 or the managed person terminal 30 (activity A108). The server device 10 accepts edits to the personnel management document from the administrator terminal 20 or the managed person terminal 30 (activity A109).

[0101] 4. Effect The operation of this embodiment can be summarized as follows: That is, based on the registered information in the database within the organization, it is possible to automatically generate human resource management documents that include document components (items) of different categories. Therefore, human resource management documents can be created efficiently.

[0102] Although the embodiment of the present invention has been described above, the present invention is not limited to this and can be modified as appropriate within the scope of the technical idea of ​​the invention.

[0103] 5.Other In the above embodiment, the server device 10 performs various storage and control operations, but multiple external devices may be used instead of the server device 10. That is, various information and programs may be distributed and stored in multiple external devices using block chain technology or the like.

[0104] The aspect of this embodiment is not limited to the information management system 1, and may be an information processing method or a program. The information management method includes steps executed by the information management system 1. The program causes a computer to execute the steps of the information management system 1.

[0105] It may be provided in the following manner.

[0106] (1) An information management system comprising a processor, the processor being configured to be able to execute the following steps: in a reception step, registration information of two or more categories relating to persons to be managed who work in an organization and are registered in a database within the organization is received; in a human resources management document creation step, a human resources management document is created that includes document components derived from the registration information, wherein the document components include text created based on the registration information.

[0107] (2) In the information management system described in (1) above, the document components include sentences newly created using keywords included in the registered information.

[0108] (3) In the information management system described in (1) or (2) above, in the reception step, an input of an instruction to create the human resources management document is received from an input person within the organization, and the human resources management document is made available for viewing within the organization.

[0109] (4) In the information management system described in any one of (1) to (3) above, in the reception step, an instruction to create multiple human resource management documents at once is received from an administrator, and in the human resource management document creation step, the human resource management document is created for each of the multiple managed persons.

[0110] (5) In the information management system described in any one of (1) to (4) above, the document components include a job summary of the person to be managed in the organization.

[0111] (6) In the information management system described in (5) above, the registered information includes the goals of the person to be managed in the organization.

[0112] (7) In the information management system described in (6) above, the registered information further includes an evaluation of the person to be managed within the organization, and in the human resources management document creation step, the job summary is created based on the registered information including the goals and the evaluation.

[0113] (8) In the information management system described in any one of (5) to (7) above, in the human resources management document creation step, the job summary for a specified period is created so that it fits within a specified display area.

[0114] (9) In the information management system described in any one of (1) to (8) above, in the human resources management document creation step, keywords contained in first registered information among the registered information are extracted as the document components, and a sentence created based on second registered information among the registered information that is different from the first registered information is created as the document component.

[0115] (10) In the information management system described in any one of (1) to (9) above, the registration information includes information about the managed person before he joined the organization and information about the managed person after he joined the organization, and the document components include information about the managed person before he joined the organization.

[0116] (11) In the information management system described in any one of (1) to (10) above, the processor is configured to further execute the following steps: in the display control step, the human resources management document is displayed on a viewing terminal depending on whether the viewer satisfies the viewing conditions for the human resources management document; and in the editing step, the information management system accepts editing of the human resources management document depending on whether the editor satisfies the editing conditions for the human resources management document.

[0117] (12) In the information management system described in (11) above, in the reception step, an instruction to create the human resources management document is received from either the terminal of the administrator or the person to be managed, and in the condition setting step, the viewing conditions or the editing conditions for the human resources management document are set depending on the person who inputs the creation instruction.

[0118] (13) In the information management system described in any one of (1) to (12) above, in the human resources management document creation step, the accuracy of generation of the human resources management document is calculated based on the amount of information in the registered information, and the accuracy of generation is presented before the human resources management document is created or is displayed on a viewing terminal together with the created human resources management document.

[0119] (14) In the information management system described in any one of (1) to (13) above, the registration information includes attribute information of the managed persons, and in the human resources management document creation step, the human resources management document is created including tags related to the attribute information as the document components.

[0120] (15) In the information management system described in (14) above, the tag is the same as the tag assigned to the job seeker information registered in the job seeker database.

[0121] (16) An information management method comprising steps executed by the information management system according to any one of (1) to (15) above.

[0122] (17) A program that causes a computer to execute each step of the information management system described in any one of (1) to (15) above. Of course, this is not the case.

[0123] Finally, while various embodiments of the present disclosure have been described, they are presented as examples 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 claims. [Explanation of symbols]

[0124] 1: Information Management System 2: Communication line 10: Server device 11: Control section 12: Storage section 13: Communications Department 14: Communication bus 20: Administrator terminal 21: Control unit 22: Storage section 23: Communications Department 24: Input section 25: Output section 26: Communication bus 30: Managed device 31: Control unit 32: Storage section 33: Communications Department 34: Input section 35: Output section 36: Communication bus 111: Information acquisition department 112: Reception 113: Human Resources Management Document Creation Department 114: Condition setting section 115: Display control unit 116: Editorial Department 117: Artificial Intelligence Department 211: Display section 212: Operation reception unit 311: Display section 312: Operation reception section

Claims

1. 1. An information management system, comprising: a processor; The processor is configured to perform the following steps: In the receiving step, two or more categories of registration information regarding the managed person are acquired, which are registered in a database within the organization, and include at least one of the name of the managed person working in the organization, the goal of the organization, and information before the managed person joined the organization; In the human resources management document creation step, a human resources management document is created in which document components derived from the registered information are arranged by item, and the document components include the summary output by the generation AI when the generation AI is input with the registered information and a prompt including instructions to output a summary of the sentence included in the registered information, or the new sentence output by the generation AI when the generation AI is input with the registered information and a prompt including instructions to output a new sentence combining multiple keywords included in the registered information, an information management system.

2. 2. The information management system according to claim 1, The registration information further includes an evaluation of the managed person, In the human resources management document creation step, the summary is created based on the registration information including the evaluation.

3. 2. The information management system according to claim 1, In the human resources management document creation step, a job summary for a predetermined period is created as the summary so as to fit within a specified display area.

4. 2. The information management system according to claim 1, In the human resources management document creation step, keywords contained in first registered information among the registered information are extracted as the document components, and a sentence created based on second registered information among the registered information that is different from the first registered information is created as the document component.

5. 2. The information management system according to claim 1, The registration information includes attribute information of the managed person, In the human resource management document creation step, the human resource management document is created, which includes tags relating to the attribute information as the document components.

6. 6. The information management system according to claim 5, In this information management system, the tag is the same as the tag assigned to job seeker information registered in the job seeker database.

7. 2. The information management system according to claim 1, An information management system in which the document components include a work summary including work history as the summary, and attribute information of the person to be managed.

8. 1. An information management method, comprising: An information management method, wherein an information processing device executes each step of the information management system according to any one of claims 1 to 7.

9. A program, A program that causes a computer to execute the steps of the information management system according to any one of claims 1 to 7.

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