Setting device, setting method, and setting program

Abstract

A setting device (10) comprises: a sorting unit (14) that sorts workers into any of a plurality of groups on the basis of a peer-evaluation skill value of each worker from a plurality of evaluators, a self-evaluation skill value from each worker him / herself, a reliability index for measuring the reliability of a person in a task, and personal characteristics of each worker; a growth curve creation unit (15) that, on the basis of skill values averaged for each year of continuance of a worker of each group, acquires the degree of growth of a skill value for each group; and a skill value calculation unit (20) that sets, as a skill value for a worker who is subject to setting, a value obtained by increasing the previous skill value of the worker who is subject to setting by a value based on the growth of a group to which the worker who is subject to setting belongs.

Description

Technical Field

[0006] , , ,

[0005] , ,

[0001] The present invention relates to a setting device, a setting method, and a setting program.

Background Art

[0002] Conventionally, as a work support system, a scheduling method has been proposed for allocating a plurality of tasks to workers in consideration of the differences in the abilities of each worker.

Prior Art Documents

Patent Documents

[0003]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0004] In the conventional method, tasks are allocated to workers on the premise that all workers can handle each task. However, in actual work, not all workers can handle the tasks. Furthermore, in actual work, it is also necessary to determine "at what point the task can be processed" and "how much the task can be processed as time passes". In addition, when a person manually creates the skill values of each worker, as described above, the task of editing each time while determining the abilities of each worker places a very high burden on that person.

[0005] The present invention has been made in view of the above, and an object thereof is to provide a setting device, a setting method, and a setting program that can set the skills of each worker with higher accuracy while reducing the processing burden on the setter.

Means for Solving the Problems

[0006] To solve the above-mentioned problems and achieve the objective, the setting device according to the present invention is characterized by comprising: an allocation unit that assigns each worker to one of several groups based on the peer-evaluated skill value of each worker by multiple evaluators, the self-evaluated skill value of each worker, a reliability index which is an indicator for measuring the reliability of people in the work, and the individual characteristics of each worker; an acquisition unit that acquires the degree of growth of skill values ​​for each group based on the average skill value for each year of service of the workers in each group; and a first setting unit that sets the skill value of the worker to be set as a value increased from the previous skill value of the worker to be set by a value based on the degree of growth of the group to which the worker to be set belongs. [Effects of the Invention]

[0007] According to the present invention, the processing burden on the person setting the settings can be reduced while setting the skills of each worker with greater precision. [Brief explanation of the drawing]

[0008] [Figure 1] Figure 1 shows an example of the configuration of the setting system in the embodiment. [Figure 2] Figure 2 shows an example of the data structure of a conventional skill table. [Figure 3] Figure 3 shows an example of the data structure of the skill table in the embodiment. [Figure 4] Figure 4 shows an example of the data structure of the skill table in the embodiment. [Figure 5] Figure 5 is a flowchart showing the processing procedure for the setting process according to the embodiment. [Figure 6] Figure 6 shows an example of a computer in which a setting device is realized when a program is executed. [Modes for carrying out the invention]

[0009] Embodiments of the setting device, setting method, and setting program according to the present invention will be described in detail below with reference to the drawings. Furthermore, the present invention is not limited to the embodiments described below.

[0010] [Embodiment] First, as an embodiment, we will describe a setting device for setting the skills of each worker. The embodiment will be described. Figure 1 is a diagram showing an example of the configuration of the setting system in the embodiment.

[0011] In the setting system according to this embodiment, the setting device 10 communicates with the worker terminal 30 and with the external system 40.

[0012] The worker terminal 30 is a terminal device owned by the worker. The worker terminal 30 is an information processing device such as a notebook PC (Personal Computer) or desktop PC, or a smart device such as a tablet or smartphone.

[0013] The worker terminal 30 contains peer evaluation questionnaire data in which the worker who uses the worker terminal 30 evaluates other workers, self-evaluation questionnaire data in which the worker who uses the worker terminal 30 evaluates themselves, and continuous annual data for each worker.

[0014] Furthermore, the worker terminal 30 contains personal characteristics that indicate the characteristics of each worker, past skill data, indicators that measure the reliability of people in the work (reliability indicators), and various setting values ​​used when setting skill values.

[0015] Individual characteristics are measured using questionnaires and other methods to identify tendencies related to an individual's work performance. These tendencies include impulsiveness and deliberation. Past skill data includes past skill values ​​of workers who use the worker terminal 30. The most common indicator for measuring reliability is work speed (time). Other indicators for measuring reliability may include the average number of tasks completed per day or work quality values. Reliability, in this context, should be defined as an indicator of whether a person's work is trustworthy from the perspective of others.

[0016] The setting device 10 previously receives, from each worker terminal 30, self-evaluation questionnaire data, self-assessment questionnaire data, continuous annual data (number of continuous years) of each worker, personal characteristics, past skill data, reliability indicators, and each setting value used when setting skill values. Then, based on the various information obtained, the setting device 10 sets the skill values of each worker and transmits the set skill values of each worker to the external system 40.

[0017] The external system 40 is, for example, a human resource management system or the like. For example, based on the skill values of the workers received from the setting device 10, the external system 40 arranges a training schedule such as employee training for this worker. Also, based on the skill values of the workers received from the setting device 10, the external system 40 creates a work schedule for this worker.

[0018] [Setting device] Next, the setting device 10 will be described. Here, as a premise, it is assumed that the growth of employees is manifested in "personal characteristics" and "self-confidence (self-efficacy)". And it is assumed that for employees who have been with the company for 5 years or more, the skills of the workers can be objectively judged. Also, it is assumed that confident employees tend to believe that they are capable of their skills.

[0019] As shown in FIG. 1, the setting device 10 according to the embodiment includes a provisional skill value setting unit 11 (second setting unit), a worker information storage unit 12, a label determination unit 13, a distribution unit 14, a growth curve creation unit 15 (acquisition unit), an increase value setting unit 16, a growth information storage unit 17, a reliability determination unit 18, a decrease value setting unit 19 (third setting unit), a skill value calculation unit 20 (first setting unit), and a normalization unit 21.

[0020] The setting device 10 is realized by, for example, a computer including a ROM (Read Only Memory), a RAM (Random Access Memory), a CPU (Central Processing Unit), etc., with a predetermined program loaded therein and the CPU executing the predetermined program. Also, the setting device 10 has a communication interface for transmitting and receiving various information to and from other devices connected via a network or the like.

[0021] The provisional skill value setting unit 11 sets an initial value (provisional skill value) of the skill value of each worker based on the self-evaluation skill values by a plurality of evaluators. The provisional skill value setting unit 11 obtains, for each task, the average value of the evaluation values (self-evaluation skill values) based on the self-evaluation questionnaire data by a plurality of evaluators for the target worker, and sets the provisional skill value (the initial value of the skill value) of this worker based on the average value of each task. The self-evaluation skill value is obtained according to a predetermined rule based on the self-evaluation questionnaire data received from the worker terminal 30 or the like and the continuous service year data (number of continuous years) of each worker.

[0022] Here, assuming that for employees who have been with the company for 5 years or more, the skills of the workers can be objectively judged, based on the self-evaluation questionnaire data by employees who have been with the company for 5 years or more, the average value of the self-evaluation skill values of the target worker by employees who have been with the company for 5 years or more is calculated as the provisional skill value of this worker. The provisional skill value setting unit 11 stores the set provisional skill value in the worker information storage unit 12 in association with the identification information of the target worker.

[0023] Also, when there is past skill data such as data up to the previous day, the provisional skill value setting unit 11 stores the most recent skill value included in the past skill data in the worker information storage unit 12 as the provisional skill value. That is, at the time of setting the skill value for the second time and later, the provisional skill value setting unit 11 uses the previous skill value as the past data.

[0024] The worker information storage unit 12 stores the provisional skill value for each worker set by the provisional skill value setting unit 11. The worker information storage unit 12 stores the worker's identification information in association with the worker's provisional skill value.

[0025] The label determination unit 13 compares the worker's peer-evaluated skill value with their self-evaluated skill value to determine how much they are perceived by others, and sets the "confident" label for workers whose self-evaluated skill value deviates significantly from how others perceive them. The label determination unit 13 sets the "confident" label for a worker if the peer-evaluated skill value and their self-evaluated skill value deviate by a predetermined amount or more.

[0026] The peer-evaluated skill value is, for example, the skill value of each worker as evaluated by an employee with five or more years of experience. The self-evaluated skill value is the skill value that each worker evaluates for their own skills. The self-evaluated skill value is obtained according to predetermined rules based on self-evaluation questionnaire data received from the worker terminal 30, etc., and each worker's continuous year data.

[0027] The sorting unit 14 sorts workers into multiple groups based on their confidence label, personal characteristics, and reliability indicators. These groups may include, for example, "caution needed," "growth," and "general." Since the confidence label is determined based on the peer evaluation skill value and the self-evaluation skill value, the sorting unit 14 sorts workers into multiple groups based on the peer evaluation skill value, the self-evaluation skill value, reliability indicators, and personal characteristics.

[0028] The growth curve creation unit 15 obtains the degree of skill value growth for each group based on the average skill value for each group's workers over the years of continuous service. The growth curve creation unit 15 determines the initial skill value of each worker based on the peer-evaluated skill value, and creates a skill value growth curve for each group based on the average skill value for each group's workers over the years of continuous service. The growth curve creation unit 15 stores the skill value growth curve for each group in the growth information storage unit 17.

[0029] The increase value setting unit 16 sets the increase value of the worker's skill value based on the degree of growth of the group to which the worker belongs. The increase value setting unit 16 sets the increase value of the worker's skill value based on the slope α of the growth curve increase of the group to which the worker belongs and a predetermined setting value. The predetermined setting value is, for example, the average number of tasks that can be experienced in a year. The slope α is, for example, the slope of a predetermined range of the growth curve.

[0030] The growth information storage unit 17 stores the growth curves of skill values ​​for each group, which are created by the growth curve creation unit 15.

[0031] The reliability determination unit 18 determines whether the reliability of the worker in question has decreased compared to the past (for example, one year ago) based on the reliability index obtained from each worker terminal 30.

[0032] The reduction value setting unit 19 sets a value corresponding to the rate of decrease in the worker's reliability index as the reduction value of the worker's skill value when the reliability index of the worker being set decreases compared to the past reliability index. The reduction value setting unit 19 sets the reduction value of the worker's skill value based on the rate of decrease in the worker's reliability index and a predetermined setting value. The setting value is, for example, the maximum value of the skill value that has been set in advance.

[0033] The skill value calculation unit 20 calculates the skill value of the target worker based on the target worker's provisional skill value and the increase / decrease values ​​of the worker's skill value set by the increase / decrease value setting unit 16 and the decrease / decrease value setting unit 19. In other words, the skill value calculation unit 20 sets the target worker's skill value as a value that is increased from the target worker's previous skill value by a value based on the degree of growth of the group to which the target worker belongs. The skill value calculation unit 20 then sets the target worker's skill value as a value that is increased from the target worker's previous skill value by a value based on the degree of growth of the group to which the target worker belongs, and decreased by the decrease / decrease value set by the decrease / decrease value setting unit 19.

[0034] The normalization unit 21 normalizes the skill value calculated by the skill value calculation unit 20 if it exceeds a predetermined upper limit or falls below a predetermined lower limit, and then outputs the normalized skill value in association with the worker's identification information.

[0035] [Traditional Skill Chart] Figure 2 shows an example of the data structure of a conventional skill table. As shown in skill table Tp in Figure 2, conventionally, tasks were assigned to workers on the assumption that everyone could handle each task. Therefore, the accuracy of setting each worker's skill value was sometimes low.

[0036] [Setting provisional skill values] Therefore, the setting device 10 automatically and accurately sets and updates the skill values. Figure 3 is a diagram showing an example of the data structure of the skill table in the embodiment.

[0037] The skill table Td shown in Figure 3 includes, for example, worker identification information and items for tasks A to C. The skill table Td shows the initial skill values ​​for each task for workers A to E. The initial skill values ​​are provisional skill values. The setting device 10 determines the provisional skill values ​​for each worker based on the peer-evaluated skill values.

[0038] The setting device 10 first acquires the skill values ​​of each worker as evaluated by other employees with five or more years of experience, and the skill values ​​of each worker as evaluated by themselves. Furthermore, the setting device 10 acquires individual characteristics, past skill values, reliability indicators, continuous year-long data for each worker, and each setting value used for calculations.

[0039] The provisional skill value setting unit 11 calculates the average of the "self-assessed skill values ​​of each worker by employees with five or more years of experience" for the target worker, based on the assumption mentioned above that employees with five or more years of experience can subjectively assess a worker's skills. This average value is then used as the provisional skill value for the target worker. Subjective assessment refers to an assessment based on the evaluator's feelings about the other person when evaluating them. Objective assessment, on the other hand, is a logical assessment of another person based on data analysis, etc.

[0040] [Setting Skill Values] Next, the setting device 10 sets the increase range of the skill value according to the individual worker's characteristics and updates the worker's skill value.

[0041] First, the label determination unit 13 compares the provisional skill value of the worker to be assigned with the self-assessed skill value that the worker has evaluated themselves. As mentioned above, the provisional skill value is the average of the peer-assessed skill values ​​of each worker by employees with five or more years of experience. The label determination unit 13 determines whether the worker to be assigned has overestimated their self-assessed skill value compared to the provisional skill value, which is the peer-assessed skill value.

[0042] This section describes a situation where the worker being targeted overestimates their self-assessed skill value compared to their provisional skill value, which is an assessment of their skills by others. In this case, assuming that the worker tends to believe they are capable of performing the task, the label determination unit 13 assigns the "confident" label to the worker.

[0043] It should be noted that the term "confident" is not used in a negative sense, but rather to identify workers whose self-assessed skill levels are higher than those assessed by others. Furthermore, it is assumed that among confident individuals, there are those who tend to be impulsive and reckless (impulsive tendencies) and those who tend to act cautiously and thoughtfully (deliberative tendencies).

[0044] The sorting unit 14 then sorts the workers to be sorted into one of the following categories based on their confidence label, personal characteristics, and reliability indicators: "Person requiring attention," "General employee," or "Employee with growth potential." The sorting method is as follows. In the following, for example, if a predetermined reliability indicator (e.g., work speed) exceeds a predetermined range, the worker is considered highly reliable, and if it falls below the predetermined range, the worker is considered less reliable.

[0045] The sorting unit 14 sorts workers who have been assigned the "confident" label, possess impulsive tendencies, and have low reliability into "persons requiring attention." The sorting unit 14 sorts workers who have been assigned the "confident" label and have high reliability into "developing employees." The sorting unit 14 sorts all other workers into "general employees." In this embodiment, it is assumed that the degree of a worker's growth is reflected in their "confidence (self-efficacy)," and that workers who have been assigned the "confident" label and have high reliability are considered "developing employees."

[0046] Next, the growth curve creation unit 15 creates growth curves for skill values ​​for each group based on the average skill value for each group of workers over the years of service. The growth curve creation unit 15 divides the "persons requiring attention," "general employees," and "growing employees" into groups based on the years of service. Then, the growth curve creation unit 15 compares the growth skill values ​​for each year of service (total skill value per year / number of employees) and creates growth curves for each of the "persons requiring attention," "general employees," and "growing employees" groups.

[0047] The increase value setting unit 16 sets the increase value of the worker's skill value according to the slope α of the growth curve increase of the group to which the worker to be targeted for skill value setting belongs. The increase value setting unit 16 increases the worker's skill value by "α × 1 / (average number of tasks that can be experienced in one year)" according to the slope α of the growth curve increase of the group to which the worker belongs. The average number of tasks that can be experienced in one year is set in advance according to the past work history of the workers in each group.

[0048] Here, based on the premise that some tasks, such as driving skills, can decline with age, the setting device 10 calculates the skill value. First, the reliability determination unit 18 determines whether the reliability index of the worker being evaluated has decreased compared to, for example, the reliability index from one year ago. If it determines that the reliability index of the worker being evaluated has decreased compared to the reliability index from one year ago, it determines that this worker has experienced a decline in skill value due to a decrease in reliability.

[0049] Then, the reduction value setting unit 19 sets the reduction value of the skill value of the target worker. The reduction value setting unit 19 determines the reduction value of the skill value by the difference over time in the reliability index of the person whose reliability is to be measured.

[0050] For example, the reduction value setting unit 19 compares the reliability index of the target worker for the same task one year ago with the current reliability index, and sets the skill value to be reduced by (reliability index reduction rate) × (maximum skill value (e.g., 3)).

[0051] The skill value calculation unit 20 calculates the skill value of the worker based on the provisional skill value of the worker in question and the increase / decrease values ​​of the worker's skill value set by the increase / decrease value setting unit 16 and the decrease / decrease value setting unit 19.

[0052] The normalization unit 21 then normalizes the skill values ​​according to the following rules. First, if the skill value calculated by the skill value calculation unit 20 is negative, the normalization unit 21 converts the skill value to "0". Also, if the skill value calculated by the skill value calculation unit 20 exceeds a predetermined maximum value, the normalization unit 21 converts the skill value to the "maximum value". The normalization unit 21 then sets the converted skill value to the target worker.

[0053] [Example of skill value settings] Let's actually refer to Figure 4 to explain an example of setting skill values. Figure 4 is a diagram showing an example of the data structure of a skill table in an embodiment. The skill table Tr shown in Figure 4 has items such as worker identification information, label, reliability, and tasks A to C.

[0054] The following assumptions are made: The average number of tasks that can be experienced in a year is 10. The slope α of the growth curve increase for the caution group is 1. The slope α of the growth curve increase for the normal group is 5. The slope α of the growth curve increase for the growth group is 10. The maximum skill value is 3.

[0055] First, referring to cell C1 in Figure 4, let's explain how to set the skill value for worker A's task A. Worker A belongs to the "cautionary group." Also, worker A's provisional skill value for task A is "3," as shown in Figure 3.

[0056] In this case, the increase value setting unit 16 applies "1," which is the slope of the growth curve increase for the group requiring attention to worker A, to "α × 1 / (average number of tasks that can be experienced in one year)," and applies "10" to the average number of tasks that can be experienced in one year to set the increase value of worker A's skill value for task A. That is, the increase value setting unit 16 sets 1 × (1 / 10) = 0.1 as the increase in worker A's skill value for task A. Also, since there is no change in reliability, no decrease value for worker A's skill value is set, and it is "0."

[0057] Therefore, for worker A's task A, the skill value calculation unit 20 calculates the skill value as "3 + 0.1 - 0" by adding an increase value of "0.1" and subtracting a decrease value of "0" based on the provisional skill value of "3".

[0058] Next, referring to cell C2 in Figure 4, we will explain how to set the skill value for worker B's task B. Worker B belongs to the growth group. Also, worker B's provisional skill value for task B is "3," as shown in Figure 3.

[0059] The increase value setting unit 16 applies "10," which is the slope of the growth curve increase for the growth group to which worker B belongs, to α, and applies "10" to the average number of tasks that can be experienced in a year, setting 10 × (1 / 10) = 1 as the increase value of worker B's skill value for task B. Also, since there is no change in reliability, no decrease value is set for worker B's skill value for task B, which is "0." Therefore, the skill value calculation unit 20 calculates "3 + 1 - 0" as the skill value for worker B's task B.

[0060] Next, referring to cell C3 in Figure 4, we will explain how to set the skill value for worker C's task B. Worker C belongs to the general group. Also, worker C's provisional skill value for task B is "0" as shown in Figure 3.

[0061] The increase value setting unit 16 applies "5," which is the slope of the growth curve increase for the general group to which worker C belongs, to α, and applies "10," which is the average number of tasks that can be experienced in a year, to set 5 × (1 / 10) = 0.5 as the increase value of worker C's skill value for task B. Also, since there is no change in reliability, no decrease value is set for worker C's task B, and it is "0." Therefore, the skill value calculation unit 20 calculates "0 + 0.5 - 0" as the skill value for worker C's task B.

[0062] Next, referring to cell C4 in Figure 4, we will explain how to set the skill value for worker D's task A. Worker D belongs to the general group. Also, worker D's provisional skill value for task A is "2", as shown in Figure 3.

[0063] The increase value setting unit 16 applies "5," which is the slope of the growth curve increase for the general group to which worker D belongs, to α, and applies "10," which is the average number of tasks that can be experienced in a year, to set 5 × (1 / 10) = 0.5 as the increase value for worker D's skill value for task A.

[0064] Furthermore, worker D shows a decrease in reliability in task A. Therefore, the reduction value setting unit 19 calculates the reduction rate of the reliability index based on worker D's reliability of "60" from one year ago and the current reliability index of "40". The reduction value setting unit 19 calculates (60-40) / 60 = 1 / 3 as the reduction rate. Then, the reduction value setting unit 19 sets the reduction value by multiplying the calculated reduction rate by the maximum skill value. Since the maximum skill value is "3", the reduction value setting unit 19 sets 1 / 3 × 3 = 1 as the reduction value of worker D's skill value for task A.

[0065] Then, the skill value calculation unit 20 calculates "2 + 0.5 - 1" as the skill value for worker D's task A.

[0066] Next, referring to cell C5 in Figure 4, we will explain how to set the skill value for worker E's task B. Worker E belongs to the "cautionary group." Also, worker E's provisional skill value for task B is "3," as shown in Figure 3.

[0067] The increase value setting unit 16 applies "1," which is the slope of the growth curve increase of the group requiring attention to which worker E belongs, to α, and applies "10," which is the average number of tasks that can be experienced in a year, to set 1 × (1 / 10) = 0.1 as the increase value of worker E's skill value for task B.

[0068] Furthermore, worker E exhibits a decrease in reliability in task B. Therefore, the reduction value setting unit 19 calculates the reduction rate of the reliability index based on worker E's reliability of "40" from one year ago and the current reliability index of "30". The reduction value setting unit 19 calculates (40-30) / 40=0.25 as the reduction rate. Then, the reduction value setting unit 19 multiplies the calculated reduction rate of "0.25" by the maximum skill value of "3" to obtain a value of "0.75", which is set as the reduction value of worker E's skill value for task B.

[0069] Then, the skill value calculation unit 20 calculates "3 + 0.1 - 0.75" as the skill value for worker E's task B.

[0070] [Processing steps for the setup process] Next, the processing procedure for the setting process according to the embodiment will be described. Figure 5 is a flowchart showing the processing procedure for the setting process according to the embodiment.

[0071] As shown in Figure 5, the setting device 10 determines whether this setting process is the second or subsequent skill value setting process (step S1). If it is not the second or subsequent skill value setting process (step S1: No), the provisional skill value setting unit 11 sets a provisional skill value for each worker for each task based on the peer-evaluated skill value (step S2).

[0072] The label determination unit 13 sets the label "confident" for a worker if the worker's peer-evaluated skill value and self-evaluated skill value deviate by a predetermined value or more (step S3). The sorting unit 14 sorts the workers into multiple groups based on the confident label, personal characteristics, and reliability index (step S4).

[0073] If it is the second or subsequent skill value setting process (Step S1: Yes), or after the processing in Step S4, the growth curve creation unit 15 creates a skill value growth curve for each group based on the average skill value for each group of workers over the years of service (Step S5).

[0074] The increase value setting unit 16 sets the increase value of the worker's skill value based on the slope α of the growth curve increase of the group to which the worker whose skill value is to be calculated belongs, and a predetermined setting value (step S6).

[0075] The reliability determination unit 18 compares the reliability index of the worker in question with past reliability indexes to determine whether the worker's reliability has decreased compared to the past (step S7).

[0076] If the reliability of this worker has decreased compared to the past (Step S7: Yes), the reduction value setting unit 19 sets a reduction value for the worker's skill level based on the percentage decrease in the reliability index of this worker and a predetermined setting value (Step S8).

[0077] If reliability has not changed compared to the past, or has increased (Step S7: No), or after processing in Step S8, the skill value calculation unit 20 calculates the skill value of the worker based on the provisional skill value of the worker to be calculated and the increase / decrease values ​​of the worker's skill value set by the increase / decrease value setting unit 16 and the decrease / decrease value setting unit 19 (Step S9).

[0078] The normalization unit 21 normalizes the skill value calculated by the skill value calculation unit 20 if it exceeds a predetermined upper limit or falls below a predetermined lower limit, and then outputs the normalized skill value (step S10). The normalization unit 21 may also store the normalized skill value and output the normalized skill value when requested by the external system 40. The setting device 10 may also execute the processes of steps S1 to S10 each time an worker performs work and set the worker's skill value.

[0079] [Effects of the embodiment] The setting device 10 according to the embodiment acquires data for each worker, including peer-evaluated skill values, self-evaluated skill values, reliability indicators, personal characteristics, and years of service, from multiple evaluators. The setting device 10 then assigns workers to multiple groups ("caution needed," "growth," and "general") based on the peer-evaluated skill values, self-evaluated skill values, reliability indicators (and personal characteristics). The setting device 10 also determines the initial skill value for each worker based on the peer-evaluated skill values ​​from multiple evaluators.

[0080] The setting device 10 determines the degree of skill growth for each group based on the average skill value calculated for each group's workers over the years of continuous service. Then, each time a worker performs a task, the setting device 10 increases the worker's skill value based on the degree of growth of the group to which the worker belongs.

[0081] In this way, the setting device 10 automatically sets the skill value for each worker, eliminating the need for manual editing of each worker's skill value, which was previously required.

[0082] The setting device 10 then assigns workers to multiple groups based on peer-evaluated skill values, self-evaluated skill values, reliability indicators, and individual characteristics, and further increases the skill values ​​of the workers based on the growth rate of the group to which they belong. The setting device 10 updates the skill values ​​of the workers based on the growth curve of the group to which they belong, thus enabling the setting of highly accurate skill values.

[0083] Furthermore, the setting device 10 reduces the skill value for workers whose reliability index has decreased compared to the past by a value corresponding to the rate of decrease in the reliability index, thereby enabling the setting of highly accurate skill values ​​that reflect the reliability of the workers.

[0084] Furthermore, the setting device 10 can acquire the worker's skill value in real time and with high accuracy by, for example, setting the worker's skill value each time the worker performs a task.

[0085] Furthermore, since the setting device 10 sets the worker's skill value for each task, the worker's skill value for each task becomes visible, making it clear to trainers which aspects of the worker need training, and enabling them to train workers appropriately.

[0086] Furthermore, by utilizing the skill values ​​for each task set by the setting device 10, the accuracy of task-person combinations is improved, and a more appropriate work schedule can be created.

[0087] [Regarding the system configuration of the embodiment] Each component of the setting device 10 shown in Figure 1 is a functional concept and does not necessarily have to be physically configured as shown. In other words, the specific forms of distribution and integration of the functions of the setting device 10 are not limited to those shown, and all or part of it can be configured by functionally or physically distributing or integrating it in any unit according to various loads and usage conditions.

[0088] Furthermore, each process performed in the setting device 10 may be implemented entirely or partially by a CPU and a program analyzed and executed by the CPU. Alternatively, each process performed in the setting device 10 may be implemented as hardware using wired logic.

[0089] Furthermore, among the processes described in the embodiments, all or part of the processes described as being performed automatically can be performed manually. Alternatively, all or part of the processes described as being performed manually can be performed automatically by known methods. In addition, the processing procedures, control procedures, specific names, and information including various data and parameters described above and illustrated may be changed as appropriate unless otherwise specified.

[0090] [program] Figure 6 shows an example of a computer in which the setting device 10 is realized when a program is executed. The computer 1000 has, for example, memory 1010 and CPU 1020. The computer 1000 also has a hard disk drive interface 1030, a disk drive interface 1040, a serial port interface 1050, a video adapter 1060, and a network interface 1070. These components are connected by a bus 1080.

[0091] Memory 1010 includes ROM 1011 and RAM 1012. ROM 1011 stores, for example, a boot program such as the BIOS (Basic Input Output System). The hard disk drive interface 1030 is connected to the hard disk drive 1090. The disk drive interface 1040 is connected to the disk drive 1100. For example, a removable storage medium such as a magnetic disk or optical disk is inserted into the disk drive 1100. The serial port interface 1050 is connected to, for example, the mouse 1110 and the keyboard 1120. The video adapter 1060 is connected to, for example, the display 1130.

[0092] The hard disk drive 1090 stores, for example, an OS (Operating System) 1091, an application program 1092, a program module 1093, and program data 1094. That is, the program that defines each process of the setting device 10 is implemented as a program module 1093 in which code executable by the computer 1000 is written. The program module 1093 is stored, for example, in the hard disk drive 1090. For example, a program module 1093 for performing the same processes as the functional configuration of the setting device 10 is stored in the hard disk drive 1090. Note that the hard disk drive 1090 may be replaced by an SSD (Solid State Drive).

[0093] Furthermore, the configuration data used in the processing of the above-described embodiment is stored as program data 1094 in, for example, memory 1010 or hard disk drive 1090. The CPU 1020 then reads the program module 1093 and program data 1094 stored in memory 1010 or hard disk drive 1090 into RAM 1012 as needed and executes them.

[0094] Furthermore, the program module 1093 and program data 1094 are not limited to being stored in the hard disk drive 1090; for example, they may be stored in a removable storage medium and read by the CPU 1020 via a disk drive 1100 or the like. Alternatively, the program module 1093 and program data 1094 may be stored in another computer connected via a network (LAN (Local Area Network), WAN (Wide Area Network), etc.). The program module 1093 and program data 1094 may then be read by the CPU 1020 from the other computer via a network interface 1070.

[0095] Although embodiments applying the invention made by the present inventors have been described above, the present invention is not limited by the descriptions and drawings that constitute part of the disclosure of the present invention in this embodiment. That is, all other embodiments, examples, and operational techniques made by those skilled in the art based on this embodiment are included in the scope of the present invention. [Explanation of Symbols]

[0096] 10 Setting device 11. Provisional Skill Value Setting Section 12 Operator information storage section 13 Label determination unit 14 Distribution Section 15. Growth curve creation section 16. Increment Value Setting Section 17 Growth information storage section 18 Reliability determination unit 19. Decrease Value Setting Section 20 Skill Value Calculation Section 21 Normalization section 30 Worker terminals 40 External Systems

Claims

1. A distribution unit that assigns each worker to one of several groups based on the following: each worker's peer-evaluated skill value based on peer evaluation questionnaire data from multiple evaluators; each worker's self-evaluated skill value based on their own self-assessment of their own skill value; a reliability index, which is an indicator of a person's trustworthiness in the workplace and indicates whether their work is trustworthy from the perspective of others; and each worker's individual characteristics, measured using questionnaires to identify tendencies related to individual work performance. The aforementioned group is divided into groups based on the number of years of continuous service, and the acquisition unit acquires the degree of skill value growth for each group based on the skill value obtained by dividing the sum of the aforementioned peer-evaluated skill values ​​of each worker in the second group (which is a group divided by the number of years of continuous service) by the number of workers in the second group. A first setting unit sets the skill value of the worker to be set by increasing the worker's previous skill value by a value based on the growth rate of the group to which the worker belongs, A setting device characterized by having the following features.

2. The setting device according to claim 1, further comprising a second setting unit that sets the average value of the peer-evaluated skill value for the worker by the plurality of evaluators as the initial value of the worker's skill value.

3. The system further includes a third setting unit that, if the reliability index of the worker to be set decreases compared to the reliability index of the past, sets a value corresponding to the rate of decrease in the worker's reliability index as the decrease in the worker's skill value. The setting device according to claim 1, characterized in that the first setting unit increases the skill value of the worker to be set by a value based on the degree of growth of the group to which the worker to be set belongs, and reduces the decrease value set by the third setting unit, and sets the skill value of the worker to be set.

4. A setting method performed by a setting device, A process of assigning each worker to one of several groups based on the following: each worker's peer-evaluated skill value based on peer evaluation questionnaire data from multiple evaluators; each worker's self-evaluated skill value based on their own self-assessment of their own skill value; a reliability index, which measures a person's trustworthiness in the workplace and indicates whether their work is trustworthy from the perspective of others; and each worker's individual characteristics, measured using questionnaires to identify tendencies related to individual work performance. The process involves dividing the aforementioned group into subgroups based on the number of years of continuous service, and then obtaining the degree of skill growth for each group based on the skill value obtained by dividing the sum of the aforementioned peer-evaluated skill values ​​of each worker in the second group (which is a subgroup based on the number of years of continuous service) by the number of workers in the second group. A step of setting the skill value of the worker to be set as a value that is increased from the worker's previous skill value by a value based on the degree of growth of the group to which the worker belongs. A setting method characterized by including the following.

5. A setting program for causing a computer to function as a setting device according to any one of claims 1 to 3.

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