Qualification evaluation support system, qualification evaluation support method, and qualification evaluation support device

Abstract

To provide a qualification evaluation support system capable of efficiently evaluating a qualification.SOLUTION: A qualification evaluation support system for quantifying evaluation of a qualification is configured to: calculate a deviation related to a value of at least one parameter, the parameter (information on "hourly wage value", "importance", and "difficulty of acquisition", information on necessity of submission of reports to acquire the qualification, etc.) being defined for multiple kinds of digital badges associated with the qualification; and calculate "value coefficient" or "skill value" of each of the digital badges using the deviation.SELECTED DRAWING: Figure 4

Description

Technical Field

[0001] The present invention relates to a qualification evaluation support system, a qualification evaluation support method, and a qualification evaluation support device.

Background Art

[0002] In the following Patent Document 1 (Claim 3, Paragraph 0018, etc.), an invention of a collateral badge display system is disclosed in which digital certificate files related to users are displayed in a list on the display unit of the user terminal in a badge format. Further, in Paragraph 0067 of Patent Document 1, it is disclosed that the total point value PT for all badges is displayed to objectively evaluate the ability and effort of the user.

Prior Art Documents

Patent Documents

[0003]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0004] By the way, the invention disclosed in Patent Document 1 displays the total point value PT for all badges. However, in recent years, there are various qualifications, and a qualification evaluation support system or the like that can more effectively evaluate these qualifications is desired.

[0005] The present invention has been made in view of the above points, and an object thereof is to provide a qualification evaluation support system, a qualification evaluation support method, and a qualification evaluation support device capable of effectively performing qualification evaluation.

Means for Solving the Problems

[0006] (1) The characteristics of the qualification evaluation support method system according to the present invention are Regarding the digital badges associated with the qualifications held by the person being evaluated, several parameters have been defined. The deviation score related to the value of the aforementioned parameter is calculated, A qualification evaluation support system that quantifies the evaluation of each digital badge using the aforementioned standard score, For each digital badge, the standard deviations of the parameters are summed to calculate the total evaluation value. For each person being evaluated, the average of the total evaluation values ​​of the digital badges they possess is calculated, and a skill evaluation can be performed based on the magnitude of the calculated value. (2) The features of the learning support method according to the present invention are: People, The process involves defining multiple parameters for a digital badge associated with the qualifications held by the person being evaluated, Computers A step of calculating a standard score related to the value of the parameter, The aforementioned computer, A qualification evaluation support method comprising the step of quantifying the evaluation of each digital badge using the aforementioned standard score, The aforementioned computer, A step of calculating a total evaluation value by summing the deviation scores of the parameters for each digital badge, The aforementioned computer, The process includes a step of calculating the average of the total evaluation values ​​of the digital badges held by each of the persons being evaluated, calculation We've made it possible to evaluate skills based on the magnitude of the resulting values. (3) The features of the learning support device according to the present invention are: Regarding the digital badges associated with the qualifications held by the person being evaluated, several parameters have been defined. The deviation score related to the value of the aforementioned parameter is calculated, A qualification evaluation support device that quantifies the evaluation of each digital badge using the aforementioned standard score, For each digital badge, the standard deviations of the parameters are summed to calculate the total evaluation value. For each person being evaluated, the average of the total evaluation values ​​of the digital badges they possess is calculated, and a skill evaluation can be performed based on the magnitude of the calculated value. [Effects of the Invention]

[0007] According to the present invention, it is possible to provide a qualification evaluation support system, a qualification evaluation support method, and a qualification evaluation support device that can effectively evaluate qualifications. [Brief explanation of the drawing]

[0008] [Figure 1] This is a schematic diagram showing the configuration of a qualification assessment support system related to one embodiment of the present invention. [Figure 2] This is a block diagram that schematically shows the hardware configuration of enterprise terminal equipment. [Figure 3] This is a diagram showing the parameters and the parameter values ​​for each badge. [Figure 4] (a) is a chart showing the standard deviation and mean value calculated using the parameter values ​​in Figure 3, and (b) is a chart showing the standard score, value coefficient, and skill value. [Modes for carrying out the invention]

[0009] <Basic Configuration of the Qualification Evaluation Support System> In recent years, students and working adults have been acquiring various qualifications for purposes such as improving academic performance, preparing for employment, skill development, reskilling, and hobbies. There are many different types of qualifications available.

[0010] Types of qualifications include, for example, national qualifications, public qualifications, private qualifications, skills tests, and international qualifications. Among these, private qualifications include in-house qualifications established by companies, etc. Furthermore, types of qualifications include, for example, medical / welfare / nursing care qualifications, civil servant qualifications, legal qualifications, real estate qualifications, tax qualifications, labor qualifications, language qualifications, service qualifications, IT qualifications, information technology qualifications, architecture / civil engineering qualifications, and environmental / technical / industrial qualifications.

[0011] And these types are classified, for example, into doctors, dentists, pharmacists, nurses, general national public servants, senior local public servants, junior local public servants, English Language Proficiency Test Levels 1 - 5, IT Passport, basic information processing technicians, applied information processing technicians, network specialists, etc.

[0012] For example, in enterprises, etc., these qualifications may be evaluated and used for the personnel management of existing employees and the recruitment of external talents (job applicants, candidates for employment, etc.). Enterprises, etc., may transfer employees or pay allowances to employees according to the types and classifications of the qualifications (acquired qualifications, held qualifications) that employees have. Also, enterprises, etc., may determine recruitment according to the held qualifications of job applicants.

[0013] In the evaluation of qualifications, it is possible to quantify the types of qualifications. For example, 100 points are assigned to the IT Passport qualification, 500 points are assigned to the basic information processing technician qualification. Furthermore, 1000 points are assigned to the applied information processing technician qualification, and 2500 points are assigned to the network specialist qualification.

[0014] Such qualification evaluation can be carried out according to factors such as the difficulty level of the qualification and the importance (necessity) of the qualification from the perspective of the enterprise. For example, for qualifications that are essential for the enterprise's business, the evaluation can be set relatively high, and for qualifications that are not essential, the evaluation can be set relatively low. Also, when an enterprise is planning to launch a new business, it is possible to set the evaluation of qualifications useful for the new business higher than other qualifications.

[0015] Furthermore, when an employee holds multiple qualifications, the enterprise can accumulate the total value of the evaluation values and evaluate the employee based on the total value. By calculating the total value of multiple qualifications, it becomes possible to quantify the qualification acquisition status of the employee.

[0016] This applies not only to employees but also to external personnel. Furthermore, it applies not only to companies but also to local governments, public institutions, private institutions, medical institutions, and educational institutions, etc. In the following, these institutions, including companies, may be referred to as "evaluation bodies" or "evaluators" as needed. Also, those who are evaluated by "evaluation bodies" or "evaluators" may be referred to as "evaluated individuals."

[0017] As mentioned above, by quantifying the types of qualifications held and the status of qualification acquisition, for example, companies can objectively evaluate the self-improvement efforts of their employees. Furthermore, companies can reflect the results of the qualification evaluation in their personnel evaluations. In addition, it is expected that employees will be motivated to acquire qualifications and engage in self-improvement by having their own efforts objectively evaluated. Based on this idea, the inventors considered a qualification evaluation support system like the embodiment described below, with the intention of making qualification evaluation even more effective.

[0018] Figure 1 schematically shows the hardware configuration of a qualification evaluation support system 10 according to one embodiment. The qualification evaluation support system 10 in the example of Figure 1 includes a server 12, a communication network 14, a corporate terminal device 16, a corporate input device 18, a corporate display device 20, and an employee terminal device 22, etc.

[0019] The server 12, the corporate terminal device 16, and the employee terminal device 22 are connected via a communication network 14. The server 12 is capable of providing human resources support services to the corporate terminal device 16 and the employee terminal device 22. Furthermore, the human resources support services include providing corporate functions to the corporate terminal device 16 and providing employee functions to the employee terminal device 22.

[0020] Server 12 can be a computer device with a typical hardware configuration. Server 12 may consist of server devices distributed across multiple locations. Server 12 may also consist of a computer device integrated with an enterprise terminal device 16.

[0021] For both the corporate terminal device 16 and the employee terminal device 22, general personal computers (hereinafter referred to as "PCs"), notebook PCs, smartphones, or tablet devices can be used. In the example in Figure 1, a desktop PC is shown as the corporate terminal device 16, and a smartphone is shown as the employee terminal device 22.

[0022] The corporate terminal device 16 and the employee terminal device 22 do not necessarily have to be a single computer device each. For example, it is possible to use the HR support service on multiple corporate terminal devices 16 within a company. Furthermore, it is also possible to use the HR support service on smartphones or tablet devices carried by HR personnel within a company.

[0023] Furthermore, employees can use HR support services on their mobile smartphones and on PCs installed at home or in the workplace.

[0024] The enterprise input device 18 is, for example, an input means such as a keyboard, mouse, or touch panel. The enterprise input device 18 may be integrated with the enterprise terminal device 16. The enterprise input device 18 may encompass multiple input means such as a keyboard, mouse, or touch panel.

[0025] The enterprise display device 20 is composed of display means such as a general display device. The enterprise display device 20 may be integrated with the enterprise terminal device 16. Furthermore, the enterprise display device 20 may also have an integrated touch panel.

[0026] Although not shown in the diagram, if the employee terminal device 22 is a PC or the like, it is possible to use the employee input device and employee display device in the same way as the corporate input device 18 and corporate display device 20.

[0027] Examples of communication networks 14 include the Internet, LAN, WAN, public telephone lines, base stations, mobile communication networks, and those interconnected via gateways, etc. (including so-called clouds).

[0028] Figure 2 schematically shows the hardware configuration of a major terminal device. Figure 2 shows a corporate terminal device 16. However, a similar hardware configuration, such as a PC, can also be used for the server 12 and employee terminal devices 22.

[0029] The following describes the hardware configuration of the enterprise terminal device 16, while the hardware configuration of the server 12 and employee terminal devices 22 will not be described.

[0030] The enterprise terminal device 16 shown in Figure 2 includes a control unit 31, a storage unit 32, a communication unit 33, etc., internally. The storage unit 32 and the communication unit 33 may be externally mounted. The enterprise terminal device 16 also includes peripheral devices such as an operation unit (in this case, an enterprise input device 18) and a display unit (in this case, an enterprise display device 20). The server 12 may also include an operation unit (enterprise input device 18) and a display unit (enterprise display device 20).

[0031] The control unit 31, although not shown in the diagram, is composed of a CPU (Central Processing Unit), ROM (Read Only Memory), RAM (Random Access Memory), etc. The CPU of the control unit 31 loads various computer programs stored in the ROM and memory unit 32 onto the RAM and executes them. The control unit 31 may be any processing circuit or arithmetic circuit equipped with multiple CPUs, a multi-core CPU, a GPU (Graphics Processing Unit), a microcontroller, volatile or non-volatile memory, etc.

[0032] The memory unit 32 is a non-volatile memory unit that includes semiconductor memory such as ROM or RAM, an HDD (Hard Disk Drive), or an SSD (Solid State Drive) for storing various types of information. The memory unit 32 stores operating system programs, driver programs, application programs, and data used for processing in the processor (in this case, the control unit 31).

[0033] The program stored in the storage unit 32 may be provided on a non-temporary recording medium (not shown) on which the program is recorded in a readable format. Examples of recording media include portable memory such as CD-ROM, USB (Universal Serial Bus) memory, SD (Secure Digital) card, microSD card, and CompactFlash (registered trademark). In this case, the control unit 31 reads the program from the recording medium using a reading device (not shown) and installs the read program into the storage unit 32.

[0034] The program stored in the memory unit 32 may be provided via communication through the communication unit 33. In this case, the control unit 31 obtains the program through the communication unit 33 and installs the obtained program into the memory unit 32.

[0035] The communication unit 33 is equipped with an interface circuit for communicating with other terminal devices through the communication network 14. The communication unit 33 performs wired or wireless data communication in accordance with a predetermined communication protocol. When the communication unit 33 receives information to be sent to another terminal device from the control unit 31, it transmits the input information to the other terminal device. The communication unit 33 outputs information received from other terminal devices through the communication network 14 to the control unit 31.

[0036] The corporate terminal device 16 and the employee terminal device 22 communicate with the server 12 individually. The server 12 performs authentication for the corporate terminal device 16 and the employee terminal device 22. When a company's HR personnel or other employees (hereinafter referred to as "general employees") enter the prescribed account information (such as ID and password) on the corporate terminal device 16 or the employee terminal device 22, and authentication for login is approved, they are permitted to use the HR support service.

[0037] The login authentication process for HR personnel and general employees may be performed by the server 12 based on information transmitted from the corporate terminal device 16 and the employee terminal device 22. Alternatively, the login authentication process may be performed by the corporate terminal device 16 and the employee terminal device 22 based on information transmitted from the server 12. Furthermore, it is also possible to perform login authentication for HR personnel on the server 12 and login authentication for general employees on the corporate terminal device 16.

[0038] Human resources support services are provided through the human resources support website. The human resources support website includes a site for human resources personnel and a site for general employees. Furthermore, both the site for human resources personnel and the site for general employees consist of multiple web pages (hereinafter sometimes referred to as "pages") provided for human resources personnel and general employees, respectively.

[0039] On the corporate terminal device 16, by connecting to the URL (Uniform Resource Locator) corresponding to each site's page, the HR personnel site page is displayed, and the displayed page can be used. The HR personnel site is equipped with a function for evaluating qualifications (qualification evaluation function). The qualification evaluation function will be described later.

[0040] On the employee terminal device 22, by connecting to the URL corresponding to each page, the general employee site page (My Page) is displayed, and the displayed page can be used.

[0041] The server 12, the corporate terminal device 16, and the employee terminal device 22, etc., constitute the qualification evaluation support system 10 in this embodiment. The steps for qualification evaluation support performed using the qualification evaluation support system 10 constitute the qualification evaluation support method in this embodiment.

[0042] Furthermore, the qualification evaluation support system 10 of this embodiment constitutes a qualification evaluation support device. However, it is not limited to this, and it is also possible to consider some or any one of the server 12, corporate terminal device 16, and employee terminal device 22 as the qualification evaluation support device in this embodiment. In addition, the programs that cause each of the server 12, corporate terminal device 16, and employee terminal device 22 to execute processing for qualification evaluation support are all qualification evaluation support programs according to this embodiment.

[0043] In addition, HR support services intended for general employees may be provided to HR personnel within a company. In such cases, HR personnel are included in the category of general employees. Furthermore, HR personnel may log in as general employees. In this case, the terminal device used by the HR personnel will be employee terminal device 22.

[0044] <Qualification Evaluation Function> Next, the qualification evaluation function mentioned above will be explained. In the qualification evaluation function according to this embodiment, qualifications are assessed through the assignment of digital badges (hereinafter referred to as "badges") and the quantification of the evaluation of digital badges (qualification evaluation).

[0045] <<Badge awarded>> Badge awarding can be done based on applications from general employees who have obtained qualifications or on information provided by testing organizations. Badge awarding can be done by either server 12 or corporate terminal device 16. Server 12 (or corporate terminal device 16) that has awarded a badge can send information to corporate terminal device 16 (or server 12) indicating that the badge has been awarded.

[0046] When a regular employee applies for a badge, they log in to the HR support service via the employee terminal device 22. The employee then enters the acquired qualifications on the HR support site. For entering acquired qualifications, one or more of the following common input methods can be used: for example, dropdown menus, drum roll input, and text input.

[0047] When badges are awarded based on information provided by the testing organization, server 12 can receive information from the testing organization such as the employee's name, date of birth, affiliated company, qualification name, examination number, and passing number. It is also possible to compare the information provided by the testing organization with the information entered by the employee during the application process, and award the badge if a match is determined.

[0048] Badge management can be carried out in a centralized manner using server 12, etc., or in a distributed manner using, for example, blockchain.

[0049] When a centralized management system is adopted, for example, it is possible to issue a certificate (digital certificate) that stores linked information about qualified general employees (personal information), information about the company to which the general employee belongs (company information), badge information (badge information), and information related to combinations of these, using server 12 or other computer equipment. In this case, it is possible to encrypt various types of information and combinations of information. The authenticity of information such as the type of badge and the combination of badges and general employees can be guaranteed by the certificate.

[0050] Furthermore, when a decentralized management system is adopted, information such as that of general employees who have obtained qualifications (personal information), information about the company to which the general employee belongs (company information), information about badges (badge information), and information related to combinations thereof are encrypted, and encrypted information is created. The encrypted data is recorded on the blockchain network and held by multiple nodes that make up the blockchain network.

[0051] By managing information related to badges in this way, badges can be strictly controlled. This prevents badges from being acquired fraudulently or transferred to others illegally. It is also possible to manage badges by combining centralized and decentralized management.

[0052] <<Badge Rating>> The diagrams in Figures 3 and 4 show the database related to badge evaluation (badge evaluation) and the processing using the database. The database may be stored in the storage unit of server 12 (not shown), or it may be stored in storage means other than server 12 (including combinations of multiple storage means).

[0053] As shown in Figure 3, the database defines "badge name," "hourly wage equivalent," "importance," "difficulty of acquisition," etc. These definitions may be pre-configured on the HR site, or they may be entered later by HR personnel. If the parameters are entered later, for example, HR personnel can do so via the corporate input device 18.

[0054] Among the various parameters, "Badge Name" refers to the name of the badge related to the qualification. In the example in Figure 3, "Badge Name" is shown as "IT Passport," "Fundamental Information Technology Engineer," "Applied Information Technology Engineer," and "Network Specialist." The type of qualification may be pre-set on the HR site, similar to the parameter definitions, or it may be entered later by HR personnel.

[0055] In the example in Figure 3, the "badge name" is shown as a badge related to a qualification such as "IT Passport," but it is not limited to this; for example, it could be another qualification in the IT-related field or a qualification in another field.

[0056] "Hourly wage equivalent," "importance," and "difficulty of acquisition" are parameters related to the badge. As described later, the values ​​entered for each parameter become the parameter values. In addition to these, various other parameters related to the badge can be set. It is also possible to include the "badge name" as a parameter.

[0057] The "hourly wage equivalent" is determined by converting the monetary value of each badge (each qualification) into an hourly wage (salary per hour). In the example in Figure 3, the "hourly wage equivalent" for "IT Passport," "Basic Information Technology Engineer," "Applied Information Technology Engineer," and "Network Specialist" are "100," "500," "1000," and "2500," respectively, with the value increasing accordingly.

[0058] Such "hourly wage equivalents" can be determined, for example, by a company's human resources department. In determining the "hourly wage equivalent" for each qualification, it is possible to calculate it by converting the value that a single regular employee could bring to the company over a predetermined period (e.g., 10 years) into monetary terms and dividing it by the number of hours in that period.

[0059] For example, a human resources manager might determine that the value an employee can bring to a company by holding an "IT Passport" certification for 10 years is 1,680,000 yen. They might also determine the total working hours over 10 years to be, for example, 16,800 hours (= 8 hours x 210 days x 10 years). Then, they divide the monetary value (1,680,000 yen) by the total working hours (16,800 hours) to obtain a value of 100, which they define as the "hourly wage equivalent" for the "IT Passport." This "hourly wage equivalent" can also be considered, for example, the expected hourly wage for an employee or a company.

[0060] The "importance level" is defined as a value representing the importance of each badge (each qualification) on a 5-point scale from "1" to "5". The higher the number indicating the level, the more important it is. In the example in Figure 3, the "importance levels" of "IT Passport," "Fundamental Information Technology Engineer," "Applied Information Technology Engineer," and "Network Specialist" are "2," "3," "4," and "5," respectively, indicating increasing importance.

[0061] The "difficulty of acquisition" is defined as a value representing the difficulty of obtaining each badge (each qualification) on a five-point scale from "1" to "5". The higher the number, the more important the qualification. In the example in Figure 3, the "difficulty of acquisition" for "IT Passport," "Fundamental Information Technology Engineer," "Applied Information Technology Engineer," and "Network Specialist" are "1," "2," "4," and "5," respectively, with increasing difficulty levels. When formulating and evaluating the "difficulty of acquisition" parameter, factors such as the amount of study time required to obtain the qualification can also be included as considerations.

[0062] As shown in Figure 4(a), the "standard deviation" and "mean" are calculated for these parameters using the values ​​of multiple badges. Furthermore, the "standard score" shown in Figure 4(b) is calculated using the "standard deviation" and "mean".

[0063] For example, taking "hourly wage equivalent" as an example, when calculating the "standard deviation," "100," "500," "1000," and "2500" become the individual data values, and the number of data points is "4." The "mean" is the simple average, which in this case is "1025" (=(100+500+1000+2500) / 4). Then, the "standard deviation" of the "hourly wage equivalent" is "909.326674," following the general method for calculating standard deviation.

[0064] Using a similar calculation method, the "importance" has a "mean" of "3.5" and a "standard deviation" of "1.118033989". Similarly, the "difficulty of acquisition" has a "mean" of "3" and a "standard deviation" of "1.58113883".

[0065] Using these "means" and "standard deviations," the "standard score" is calculated as shown in Figure 4(b). The standard score is calculated using the formula: ((individual data value - mean) ÷ (standard deviation) × 10) + 50.

[0066] In the example in Figure 4(b), the "standard scores" for "hourly wage equivalent," "importance," and "difficulty of obtaining" related to the "IT Passport" are "39.82763811," "36.58359214," and "37.35088936."

[0067] The "hourly wage equivalent," "importance," and "difficulty of obtaining" "standard scores" for the "Basic Information Processing Engineer" qualification are "44.22649731," "45.52786405," and "43.67544468," respectively.

[0068] The "hourly wage equivalent," "importance," and "difficulty of obtaining" standard scores for the "Applied Information Processing Engineer" qualification are "49.7250713," "54.47213595," and "56.32455532."

[0069] The "hourly wage equivalent," "importance," and "difficulty of obtaining" standard scores for "Network Specialist" are "66.22079328," "63.41640786," ​​and "62.64911064," respectively.

[0070] These standard scores are used to calculate the "value coefficient" for each badge. The "value coefficient" is the sum of the standard scores for multiple parameters (in this case, "hourly wage equivalent," "importance," and "difficulty of acquisition").

[0071] In the example in Figure 4(b), the "value coefficient" for "IT Passport" is "113.7621196" (=39.82763811 + 36.58359214 + 37.35088936). The "value coefficient" for "Basic Information Processing Engineer" is "133.429806" (=44.22649731 + 45.52786405 + 43.67544468).

[0072] The "value coefficient" for "Applied Information Processing Engineer" is "160.5217626" (=49.7250713 + 54.47213595 + 56.32455532). The "value coefficient" for "Network Specialist" is "192.2863118" (=66.22079328 + 63.41640786 + 62.64911064).

[0073] The "value coefficient" is used to calculate the "skill value" for each individual. In the example in Figure 4(b), the badges held by employees A to C are marked with a "○". Employee A holds only the "IT Passport" badge. Therefore, employee A's "skill value" is the same as the "value coefficient" for "IT Passport," which is "113.7621196".

[0074] Employee B holds both the "IT Passport" and "Fundamental Information Technology Engineer" badges. Therefore, Employee B's "skill value" is the sum of the "value coefficients" for the "IT Passport" and "Fundamental Information Technology Engineer" badges, which is "247.1919256" (=113.7621196 + 133.429806).

[0075] Employee C holds both the "IT Passport" and "Network Specialist" badges. Therefore, Employee C's "skill value" is the sum of the "value coefficients" for the "IT Passport" and "Network Specialist" badges, which is "306.0484314" (=113.7621196 + 192.2863118).

[0076] Human resources personnel can compare the "skill value" of employees A through C and assign the highest evaluation to employee C, who has the highest "skill value." The calculation of "standard deviation," "mean," "z-score," "value coefficient," and "skill value" can be performed, for example, by embedding a spreadsheet application program on the HR personnel's website. Furthermore, these calculations can be performed on either the server 12 or the corporate terminal device 16.

[0077] Furthermore, after calculating the "skill value," the system may automatically list individuals with a "skill value" above a certain standard and display them on the corporate display device 20. Additionally, the system may automatically list individuals who have achieved a certain standard or higher for each of the multiple types of badges.

[0078] Furthermore, if only one parameter is used to calculate the "standard score" (for example, only the "hourly wage equivalent"), the value of the "value coefficient" will match the value of the "standard score". In such cases, the "skill value" can be calculated after calculating the "standard score," omitting the calculation of the "value coefficient."

[0079] <Advantages of the qualification evaluation support system 10 according to this embodiment> According to the qualification evaluation support system 10 of the embodiment described above, standard scores are calculated for the parameters of multiple types of badges, and the evaluation of each digital badge is quantified using these standard scores, making it possible to evaluate new and highly objective skills. Furthermore, it becomes possible to visualize the personal skills of general employees through the evaluation of badges.

[0080] This visualization of skills is based on evaluations using badges corresponding to qualifications, making it applicable to both internal and external personnel. Furthermore, it is possible to visualize skill evaluations for unspecified individuals (such as those not yet hired or those who have not yet obtained qualifications).

[0081] Furthermore, beyond individual evaluations, it becomes possible to quantify the evaluation of qualifications (badges) for teams or departments composed of multiple people, for example, and use this to formulate human resource strategies.

[0082] Based on visualized skills, corporate HR managers can formulate HR strategies (recruitment strategies), such as whether or not to hire individuals who possess a certain qualification, such as "XX," for new graduates (potential new graduate hires) or mid-career hires (potential mid-career hires). They can also formulate HR strategies (placement strategies), such as whether to hire new personnel or utilize existing personnel. Here, "XX" is a placeholder for the name of the qualification.

[0083] Furthermore, based on these visualized skills, corporate HR managers can formulate HR strategies (recruitment strategies, placement strategies), such as determining what kind of skills to include in teams or departments that drive new businesses.

[0084] In other words, the qualification evaluation support system 10 according to this embodiment can be used for so-called talent management. Talent management using the qualification evaluation support system 10 allows for centralized management of the skills possessed by general employees, enabling strategic personnel placement and talent development. Furthermore, the qualification evaluation support system 10 can also be used to promote reskilling (redevelopment and retraining of professional skills) of general employees.

[0085] Furthermore, according to the qualification evaluation support system 10 of this embodiment, a "value coefficient" is calculated for each badge, making it possible to more accurately quantify the "skill value." In addition, since parameters such as "hourly wage equivalent value" are set for each badge, it is possible to set a variety of evaluations for the badges.

[0086] The parameters include those indicating the monetary value of the badges, making it possible to support qualification evaluations that are more in line with reality. Furthermore, this can motivate general employees to obtain qualifications.

[0087] In this embodiment, "hourly wage equivalent" is used as a parameter indicating monetary value, but it is not limited to this. For example, the items and values ​​of parameters indicating monetary value can be determined using information such as the average income of multiple people who have obtained the corresponding qualification (multiple qualified individuals) or information such as industry standards. Furthermore, it is also possible to determine appropriate monetary value and other parameter values ​​using AI (artificial intelligence) that has been trained using a large amount of data. In this case, for example, it is possible to install an AI application program on the server 12 or the corporate terminal device 16, or to load data resulting from machine learning.

[0088] Furthermore, the qualification evaluation support system 10 according to this embodiment is effective regardless of whether the qualification is a well-known qualification (highly recognized qualification) such as "IT Passport" or a lesser-known qualification (lowly recognized qualification).

[0089] In other words, among the various qualifications, there are not only those officially recognized by government agencies or well-known companies, but also internal qualifications established by companies that are neither well-known nor famous as part of employee training. Internal qualifications are offered by many companies, regardless of their size or reputation.

[0090] The qualification evaluation support system 10 according to this embodiment allows company HR personnel to set parameters and input evaluation values ​​for qualification badges. Therefore, it is possible to calculate standard scores and value coefficients according to individual circumstances. Consequently, it is possible to visualize skills regardless of the recognition level of the qualification. Furthermore, even general employees can receive fair evaluations regardless of the recognition level of their qualifications.

[0091] Furthermore, in the qualification evaluation support system 10 according to this embodiment, it is possible to arbitrarily set the parameters of the badge. For this reason, for example, information such as the circumstances leading to the acquisition of the badge (badge acquisition history information) can be included as parameters as part of the information showing the behavioral history of general employees (behavioral history information).

[0092] Examples of information related to badge acquisition history include, for example, the submission of reports required for obtaining a qualification, presentations at academic conferences related to the qualification, participation in training sessions and study groups related to the qualification, and contributions to other employees' qualification acquisition. By distinguishing and setting numerical values ​​for the presence and content of this information, it becomes possible to evaluate various badges, not just based on the type of badge.

[0093] However, depending on the nature of the qualifications corresponding to the badges and the content of the parameters, it may not be appropriate to determine the "skill value" by adding up the "value coefficients." In such cases, for example, the average of multiple "value coefficients" (simple average, weighted average, etc.) may be calculated, and the skill evaluation may be performed according to the magnitude of the calculated value.

[0094] <Inventions extracted from the embodiments> From the embodiments described above, the following inventions can be extracted. (1) A qualification evaluation support system that can quantify the evaluation of qualifications (various qualifications that are not related to recognition), For each of the multiple types of digital badges associated with the aforementioned qualifications, at least one parameter (such as information on "hourly wage equivalent," "importance," "difficulty of acquisition," or whether a report is required to obtain the qualification) is defined. The deviation score related to the value of the aforementioned parameter is calculated, A qualification evaluation support system that uses the aforementioned standard scores to quantify the evaluation of each digital badge (calculating a "value coefficient," calculating "skill value," etc.). (2) The qualification evaluation support system described in (1) above, which is capable of quantifying the evaluation of the skills of an evaluated person (such as a company's general employee, prospective new graduate hire, prospective mid-career hire, etc.) by summing the standard scores of the digital badges of the evaluated person (such as calculating the "skill value"). (3) If multiple parameters are defined, The qualification evaluation support system described in (1) above, wherein the total evaluation value ("value coefficient," etc.) is calculated by summing the standard scores for each of the aforementioned parameters. (4) The qualification evaluation support system described in (3) above, which is capable of quantifying the evaluation of the skills of an evaluated person (such as a company's general employee, prospective new graduate hire, prospective mid-career hire, etc.) by summing the total evaluation values ​​of the digital badges (such as a "value coefficient" obtained by summing up multiple parameters) of the evaluated person. (5) A qualification evaluation support system as described in any one of items (1) to (4) above, wherein the parameters include a parameter that indicates the monetary value of the digital badge (such as "hourly wage equivalent"). (6) A qualification evaluation support method that makes it possible to quantify the evaluation of qualifications (various qualifications that are not related to recognition), For each of the multiple types of digital badges associated with the aforementioned qualifications, the process involves defining at least one parameter (such as information on "hourly wage equivalent," "importance," "difficulty of acquisition," and whether or not a report required for obtaining the qualification is submitted), A step of calculating a standard score related to the value of the parameter, A qualification evaluation support method comprising the steps of quantifying the evaluation of each digital badge using the aforementioned standard score (a step of calculating a "value coefficient", a step of calculating a "skill value", etc.). (7) A qualification evaluation support device that can quantify the evaluation of qualifications (various qualifications that are not related to recognition), For each of the multiple types of digital badges associated with the aforementioned qualifications, at least one parameter (such as information on "hourly wage equivalent," "importance," "difficulty of acquisition," or whether a report is required to obtain the qualification) is defined. The deviation score related to the value of the aforementioned parameter is calculated, A qualification evaluation support device that uses the aforementioned standard scores to quantify the evaluation of each digital badge (calculating a "value coefficient," calculating a "skill value," etc.).

[0095] <Other> Although the present invention has been described in this embodiment, the descriptions and drawings that constitute part of this disclosure should not be understood as limiting the invention. Thus, the present invention naturally includes various embodiments and the like that are not described herein. [Explanation of Symbols]

[0096] 10: Qualification Evaluation Support System 12: Server 14: Communication Network 16: Enterprise terminal equipment 22: Employee terminal devices

Claims

1. Regarding the digital badges associated with the qualifications held by the person being evaluated, several parameters have been defined. The deviation score related to the value of the aforementioned parameter is calculated, A qualification evaluation support system that quantifies the evaluation of each digital badge using the aforementioned standard score, For each digital badge, the standard deviations of the parameters are summed to calculate the total evaluation value. A qualification evaluation support system that calculates the average of the total evaluation values ​​of the digital badges held by each person being evaluated, and enables skill evaluation according to the magnitude of the calculated value.

2. The qualification evaluation support system according to claim 1, wherein the parameters include a parameter indicating the monetary value of the digital badge.

3. A step of defining multiple parameters for a digital badge associated with the qualifications held by the person being evaluated, The computer performs the steps of calculating a deviation score related to the value of the parameter, A qualification evaluation support method comprising the steps of the computer quantifying the evaluation of each digital badge using the standard score, The computer performs the steps of calculating a total evaluation value by summing the deviation scores of the parameters for each digital badge, The computer includes the step of calculating the average of the total evaluation values ​​of the digital badges held by each person being evaluated, A qualification evaluation support method that allows for skill assessment based on the magnitude of the calculated value.

4. Regarding the digital badges associated with the qualifications held by the person being evaluated, several parameters have been defined. The deviation score related to the value of the aforementioned parameter is calculated, A qualification evaluation support device that quantifies the evaluation of each digital badge using the aforementioned standard score, For each digital badge, the standard deviations of the parameters are summed to calculate the total evaluation value. A qualification evaluation support device that calculates the average of the total evaluation values ​​of the digital badges held by each person being evaluated, and enables skill evaluation according to the magnitude of the calculated value.

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