Response information output device, response information output method, and response information output program

Abstract

To provide an answer information output device, method, and program for suppressing answers from users.SOLUTION: In an organizational culture analysis system W, an organizational culture analysis apparatus 1, which is a kind of an answer information output device, equipped with survey output means which outputs a survey in which questions are answered in stages, to a terminal of a user, accepts, as answer information, information of stages of answers made by employees A, B and C to the questions through employee terminals 3a, 3b and 3c. The organizational culture analysis apparatus outputs the content of the question, as one object, so as to be freely moved, and outputs the objects for each stage, in a stacked manner, in accordance with the answer information. The organizational culture analysis apparatus outputs limitations on stacking the objects for each stage, in accordance with the purpose of measurement of the survey.SELECTED DRAWING: Figure 1

Description

[Technical Field]

[0001] The present invention relates to an answer information output device, an answer information output method, and an answer information output program. More specifically, for example, the present invention relates to an answer information output device, an answer information output method, and an answer information output program that suppress variations in answers. [Background Art]

[0002] In recent years, questionnaires have been conducted for members of an organization, and analysis devices capable of analyzing the state of employees from the answers have become widespread. For example, such questionnaires are conducted by companies for their employees. For example, there are known techniques of an organization development support system, an organization development support method, and a program that enable on-site managers and human resources personnel to strengthen and develop their organization by acquiring scores from members' answers to a plurality of survey questions (see, for example, Patent Document 1). [Prior Art Documents] [Patent Documents]

[0003] [Patent Document 1] Japanese Unexamined Patent Application Publication No. 2018-18152 [Summary of the Invention] [Problem to be Solved by the Invention]

[0004] In recent years, it has been studied that, in order for an organization such as a company to achieve its vision and goals, the organization needs to grasp what kind of organizational culture it has. If an organizational culture is not formed in an organization, differences arise in actions for achieving the organization's vision and goals, leading to problems such as conflicts between members and increased communication costs. Furthermore, if an organizational culture is not formed in an organization, it becomes necessary to exercise control through figures and rules, which gives rise to problems such as decreased engagement and reduced employee autonomy. However, the technology described in Patent Document 1 had the problem of inconsistent responses from users.

[0005] This invention is based on the aforementioned social and technological background and aims to achieve the following objectives. The invention aims to suppress variations in responses. [Means for solving the problem]

[0006] To achieve the above objective, the present invention employs the following means. (1) The answer information output device according to claim 1 is characterized by comprising: survey output means for outputting a survey in which questions are answered in stages to a user's terminal; answer information receiving means for receiving the information of the stages in which the user has answered the questions as answer information; object output means for outputting the contents of the questions as movable objects and stacking the objects according to the answer information for each stage; and limit output means for outputting a limit on the number of objects that can be stacked according to the measurement purpose of the survey for each stage. (2) The response information output device of claim 2 is the same as that of claim 1, wherein the restriction output means outputs the restriction such that the objects are stacked in a symmetrical normal distribution. (3) The answer information output device of claim 3 is the same as claim 2, and is characterized by comprising priority information receiving means that, based on the user input, receive from the user as priority information indicating the priority of the answer to the question, based on the steps corresponding to the objects sorted according to the restrictions. (4) The method for outputting response information according to claim 4 is: A method for outputting answer information performed by a computer,The system is characterized by comprising: a survey output step that outputs a survey in which the user answers questions in stages to the user's terminal; an answer information reception step that receives the information of the stages in which the user has answered the questions as answer information; an object output step that outputs the content of each of the questions as a movable object, and outputs the objects stacked according to the answer information for each stage; and a limit output step that outputs the limit on the number of objects that can be stacked according to the measurement purpose of the survey for each stage. (5) The answer information output program of claim 5 is characterized in that it enables a computer to implement a survey output function that outputs a survey in which questions are answered in stages to the user's terminal, an answer information receiving function that receives the information of the stages in which the user has answered the questions as answer information, an object output function that outputs the contents of each of the questions as a movable object and outputs the objects stacked according to the answer information for each stage, and a limit output function that outputs the limit on the number of objects that can be stacked according to the measurement purpose of the survey. [Effects of the Invention]

[0007] As described above, the present invention suppresses variations in responses. [Brief explanation of the drawing]

[0008] [Figure 1] This diagram shows an overview of the services provided by the Organizational Culture Analysis Device 1. [Figure 2] This is a block diagram showing the configuration of terminals used in an organizational culture analysis system. [Figure 3] This diagram shows an example of the logical database structure for employee information (108 entries). [Figure 4] This diagram shows an example of the logical database structure of factor information 109. [Figure 5] This diagram shows an example of the logical database structure for Question Information 110.

[0009] [Figure 6] FIG. 1 is a diagram illustrating an example of a logical database configuration for response information 111. [Figure 7] FIG. 2 is a diagram illustrating an example of a logical database configuration for priority information 112. [Figure 8] FIG. 3 is a diagram illustrating an example of a logical database configuration for average value / consensus degree 113. [Figure 9] FIG. 4 is a diagram illustrating an example of a logical database configuration for organizational culture information 114. [Figure 10] FIG. 5 is a sequence chart for explaining the procedure of organizational culture learning processing.

[0010] [Figure 11] FIG. 6 is a diagram illustrating an example of response information reception. [Figure 12] FIG. 7 is a diagram illustrating an example of object output processing / restricted output processing. [Figure 13] FIG. 8 is a diagram illustrating an example of object movement processing. [Figure 14] FIG. 9 is a diagram illustrating an example of priority information reception processing. [Figure 15] FIG. 10 is a diagram illustrating a state learned by an organizational culture formation degree estimation model.

[0011] [Figure 16] FIG. 11 is a sequence chart for explaining the procedure of organizational culture analysis processing. [Figure 17] FIG. 12 is a diagram illustrating objects output from response information of employees A, B, and C. [Figure 18] FIG. 13 is a diagram illustrating a state where employees A, B, and C have rearranged the objects. [Figure 19] FIG. 14 is a diagram illustrating a state where an organizational culture formation degree is predicted from the organizational culture formation degree estimation model. [Figure 20] FIG. 15 is a diagram illustrating a state where an organizational culture formation degree is output. [Figure 21] FIG. 16 is a comparison diagram comparing organizational cultures. [Figure 22] This is a comparison chart showing different organizational cultures. [Figure 23] This is a comparison chart showing different organizational cultures. [Modes for carrying out the invention]

[0012] The following will describe in detail, with reference to Figures 1 to 23, an embodiment of the response information output device of the present invention, using an example where an employee's terminal is used as the response information output device in a company that conducts surveys with employees as respondents. [Overview of the Embodiment] The system includes a survey output means that outputs a survey, in which the user answers questions in stages, to the user's terminal. The response information output device includes a response information receiving means that receives the information obtained at the stage in which the user has answered the question as response information. The answer information output device includes object output means that outputs the contents of each question as a movable object, and outputs the objects stacked according to the answer information at each stage. The response output device includes a limit output means that outputs a limit on the number of objects that can be stacked at each of the aforementioned stages, according to the purpose of the survey measurement. According to the answer output device of this embodiment, variations in answers are suppressed.

[0013] [Details of the Embodiment] [First Embodiment] A first embodiment of the present invention will be described in detail with reference to the drawings. Figure 1 is a diagram showing an overview of the services provided by the organizational culture analysis device 1. The organizational culture analysis system W of the first embodiment of the present invention is a system for analyzing the organizational culture of an organization and employees A, B, and C by analyzing survey responses collected from employees A, B, and C, who are users belonging to the organization, using the organizational culture analysis device 1. The organizational culture analysis system W is configured such that, for example, the organizational culture analysis device 1, the personnel terminal 2, and employee terminals 3a, 3b, and 3c are connected via a communication network such as the Internet. The communication network is configured using, for example, the Internet, and communication can be kept confidential from the outside using an appropriate encryption protocol such as SSL (Secure Sockets Layer). Furthermore, since these devices and terminals are connected via the Internet, they can be used by people and corporations all over the world, transcending national borders, without being restricted by location.

[0014] [Organizational Culture Analysis System W] Figure 2 is a block diagram showing the configuration of the terminals used in the organizational culture analysis system W. The organizational culture analysis system W consists of an organizational culture analysis device 1, a human resources terminal 2, and an employee terminal 3.

[0015] [Organizational Culture Analysis Device 1] Organizational culture analysis device 1 is a server or other device that provides survey questions, receives survey responses, aggregates responses, and analyzes responses. Organizational culture analysis device 1 may consist of three systems—a main system, an aggregation system, and an analysis system—each configured on separate servers, or it may be implemented as a single device configuration, or as a system configuration distributed across multiple devices. Furthermore, organizational culture analysis device 1 may assign certain functions (processes) to certain devices, or it may be possible to freely change which functions (processes) of the three systems are handled by which devices.

[0016] Organizational Culture Analysis Device 1 is a server device that functions as a survey support server and provides the function of periodically conducting surveys on the organization's employees. Organizational Culture Analysis Device 1 generates an organizational culture estimation model that estimates the organizational culture based on the aggregated responses. Organizational Culture Analysis Device 1 provides the function of performing response aggregation and response analysis at the request of a person with certain authority within the organization (e.g., HR T). Organizational Culture Analysis Device 1 also provides the function of outputting the organization's organizational culture based on the aggregation results and analysis results. Organizational Culture Analysis Device 1 may be installed within the organization conducting the survey, or it may be installed in an ASP (Application Service Provider) or cloud managed by a service company that provides the organizational culture analysis system W.

[0017] Figure 2(a) is a block diagram illustrating the hardware configuration of the organizational culture analysis device 1. The organizational culture analysis device 1 is composed of a CPU (Central Processing Unit) 101, RAM (Random Access Memory) 102, ROM (Read Only Memory) 103, communication control unit 104, input unit 105, output unit 106, and storage unit 107, which are connected by a bus line. The CPU 101 is a central processing unit that operates according to a survey support program (not shown) stored in the storage unit 107, and performs information processing such as employee registration, providing questions to employees, collecting responses, requesting aggregation, requesting analysis, and managing progress.

[0018] RAM 102 is a read / write memory that provides working memory for each process performed by the CPU 101. ROM 103 is a read-only memory that stores basic programs and parameters for operating the CPU 101. The communication control unit 104 connects the organizational culture analysis device 1 to the internet. The organizational culture analysis device 1 can communicate with the personnel terminal 2, employee terminals 3a, 3b, 3c, etc., via the communication control unit 104.

[0019] The input unit 105 is a device for receiving data from an external source and includes hard keys that accept input via a keyboard, an external camera that reads a predetermined image, and a touch panel that accepts data input via soft keys. The output unit 106 includes an LCD display that shows menu screens, aggregated result images, analysis result images, and print-related images, as well as a speaker that emits instructions and warning sounds. The storage unit 107 is configured using a large-capacity storage medium such as a hard disk or solid-state drive, and stores various programs, including a survey support program (not shown). The storage unit 107 also stores databases such as employee information 108, factor information 109, question information 110, response information 111, priority information 112, mean value / agreement formation degree 113, and organizational culture information 114. Furthermore, the storage unit 107 stores an organizational culture estimation model 120 as a learning model.

[0020] The organizational culture estimation model 120 is a measurement means composed of a machine learning model that takes response information and / or priority information as input and outputs organizational culture. Furthermore, the organizational culture estimation model 120, which has undergone machine learning, is also a prediction means that outputs organizational culture by taking response information and / or priority information of a given organization as input. In this embodiment, the organizational culture estimation model 120 is machine learning performed according to a learning model constructed from, for example, factor analysis, Bayesian statistics (Bayesian networks or information theory), clustering, etc.

[0021] Organizational culture refers to the actions taken and prioritized in achieving the organization's vision and goals, and is derived from user-specific response information and priority information. Without a defined organizational culture, discrepancies arise in the actions taken to achieve the organization's vision and goals, leading to problems such as conflicts among members and increased communication costs. Furthermore, without a defined organizational culture, organizations may need to rely on numbers and rules for control, resulting in decreased engagement and reduced employee autonomy. For example, by inputting priority information 112 from employees A, B, and C in R&D into an organizational culture estimation model 120, the R&D organizational culture can be obtained. Within the organization, those with a certain level of authority can view the visualized organizational culture to see which of the eight factors R&D currently prioritizes and which factors it idealizes.

[0022] [HR Terminal 2] The HR terminal 2 is used by HR T to register the implementation of surveys, determine the target individuals for the surveys, and set the date and time for survey distribution. The CPU 201, RAM 202, ROM 203, communication control unit 204, input unit 205, output unit 206, and storage unit 207 that make up HR terminal 2 have almost the same configuration as the CPU 101, RAM 102, ROM 103, communication control unit 104, input unit 105, output unit 106, and storage unit 107 of the organizational culture analysis device 1, so a detailed explanation is omitted.

[0023] HR Terminal 2 consists of a personal computer equipped with a browser and dedicated application software 209 for survey management. HR T is an employee of the company being analyzed by the Organizational Culture Analysis System W, and is authorized to manage the Organizational Culture Analysis System W within the HR department. HR Terminal 2 is granted certain permissions and can access the Organizational Culture Analysis Device 1 to view survey aggregation results and analysis results. Furthermore, HR Terminal 2 can compare and view the aggregation results and analysis results of past surveys with those of the current survey. Additionally, HR Terminal 2 can compare and view the aggregation results and analysis results of surveys conducted in one department with those of surveys conducted in other departments.

[0024] [Employee Terminal 3] Employee terminal 3 is an input device for entering survey responses and an output device for outputting survey responses in a predetermined object. Employee terminals 3a, 3b, and 3c are provided for each of the employees A, B, and C. Employee terminal 3 consists of a personal computer equipped with a browser and dedicated application software 209 for survey responses. Employees A, B, and C are employees of the company that the organizational culture analysis system W is analyzing. Employee terminals 3a, 3b, and 3c are also used to view, set, and evaluate action plans. Note that employee terminals 3 may be granted certain privileges only to employees with certain authority as company administrators (e.g., managers), allowing them to access the organizational culture analysis device 1 to analyze and view survey results, or they may be accessible from all terminals.

[0025] [Employee Information 108] Figure 3 shows an example of the logical database structure for employee information 108. Note that this figure is an example for illustrative purposes only; the actual employee information 108 is a relational database logically linked to other databases.

[0026] Employee information 108 consists of items such as "Employee Number," "Employee Name," "Job Title," "Department," "Position," "Date of Hiring," "Age," and "Date of Birth." "Employee Number" is an item that uniquely identifies employees of the company registered in the organizational culture analysis device 1, and a unique ID information assigned to each entered name is registered therein. "Employee Name" is an item that registers the names of company employees in the organizational culture analysis device 1, and the entered name is registered therein. Regarding names, both Japanese names for domestic use and foreign language names for international use can be registered. "Job Title" is an item for registering the type of occupation of a company employee in the Organizational Culture Analysis Device 1, and the entered job title is registered. "Department" is an item for registering the department to which a company employee belongs in the Organizational Culture Analysis Device 1, and the entered department is registered. "Position" is an item for registering the position of a company employee in the Organizational Culture Analysis Device 1, and the entered position is registered.

[0027] "Date of joining the company," "age," and "date of birth" are items for registering the personal information of company employees registered in the Organizational Culture Analysis Device 1. In this example, the personal information of each employee entered by HR T in the prescribed format is registered. Other employee information registered in Employee Information 108 includes the employee's photograph, self-introduction (profile), credit card information for paying system usage fees to the Organizational Culture Analysis Device 1 operator, personal website (homepage) URL (Uniform Resource Locator), and SNS (Social Networking Service) address.

[0028] [Factor information 109] Figure 4 shows an example of the logical database structure of factor information 109. Note that this figure is an example for illustrative purposes only; the actual factor information 109 is composed of a relational database logically linked to other databases.

[0029] Factor information 109 consists of items such as "Factor Number" and "Factor." The "Factor Number" is an item that uniquely identifies a factor registered in the organizational culture analysis device 1, and contains unique ID information assigned to each input factor. The "Factor" is an item that indicates eight factors (key drivers) classified according to predetermined criteria, and is registered as "Challenging Mindset," "Adaptability," "Team Orientation," "Customer Orientation," "Quality Commitment," "Consistency," "Diversity," and "Task Orientation."

[0030] "Challenge-Oriented" is a factor that indicates a tendency to take risks and challenges in daily activities, and to act in pursuit of innovation. "Adaptability" is a factor that indicates a tendency to be sensitive to opportunities and risks arising from environmental changes and to respond flexibly and quickly. "Team-Oriented" is a factor that indicates a tendency to work together as a team when carrying out tasks. "Customer-Oriented" is a factor that indicates a tendency to strive to "maximize the value provided to customers" in activities based on a shared understanding among members. "Commitment to Quality" is a factor that indicates a tendency to demand high precision, expectations, and meticulous activities in detail. "Consistency" is a factor that indicates a tendency to be honest and to act in accordance with one's words. "Diversity" is a factor that indicates a tendency to value the individuality and diversity of members. "Performance-Oriented" is a factor that indicates a tendency to prioritize results in daily activities.

[0031] [Question Information 110] Figure 5 shows an example of the logical database structure of the question information 110. Note that this figure is an example for illustrative purposes only; the actual question information 110 is composed of a relational database logically linked to other databases.

[0032] Question information 110 consists of items such as "question number," "question content," and "factor number." The "question number" is an item that uniquely identifies the question registered in the organizational culture analysis device 1, and contains unique ID information assigned to each entered question. The "question content" is the item of the question distributed to the employee who will be the respondent, and contains questions that confirm the actions being taken and the actions being prioritized in the employee's organization in order to achieve the vision and goals. The "factor number" is an item that indicates the factor number corresponding to the eight factors registered in factor information 109, and contains the factor number for each factor corresponding to the question content.

[0033] The questions presented to respondents are designed to measure the degree to which an organization's culture is formed, based on eight factors such as "challenging mindset," "adaptability," "team orientation," "customer orientation," "quality focus," "consistency," "diversity," and "task orientation," indicating what shapes the organizational culture. In this example, the "question content" registered in question information 110 consists of 16 questions in total, with two questions for each of the eight factors.

[0034] [Answer information 111] Figure 6 shows an example of the logical database structure of the response information 111. Note that this figure is an example for illustrative purposes only; the actual response information 111 is composed of a relational database logically linked to other databases, etc.

[0035] Response information 111 consists of items such as "respondent," "question number," and "first stage information." "Employee number" is an item used by the organizational culture analysis device 1 to identify the employee who responded to the survey, and each is registered with the "employee number" registered in employee information 108. "Question number" is an item used by the organizational culture analysis device 1 to identify the question answered by the employee, and each is registered with the "question number" registered in question information 110. "First stage information" is an item used by the organizational culture analysis device 1 to identify the stage of each survey question answered by the employee, and each is registered with a value (1 to 5) input from employee terminals 3a, 3b, and 3c. Note that response information 111a, response information 111b, and response information 111c shown in Figure 6 schematically represent the output of the object and correspond to Figures 17(a), 17(b), and 17(c), respectively.

[0036] [Priority information 112] Figure 6 shows an example of the logical database structure for response information 111. Note that this figure is an example for illustrative purposes only; the actual priority information 112 is structured as a relational database logically linked to other databases.

[0037] Priority information 112 consists of items such as "employee number," "question number," and "second stage information." "Employee number" is an item used by the organizational culture analysis device 1 to identify the employee who answered the survey, and each entry contains the "employee number" registered in employee information 108. "Question number" is an item used by the organizational culture analysis device 1 to identify the question answered by the employee, and each entry contains the "question number" registered in question information 110. "Second stage information" is an item used by the organizational culture analysis device 1 to identify the stage of each survey question answered by the employee, and each entry contains the value (1 to 5) updated by the employee in the "first stage information" from employee terminals 3a, 3b, and 3c after the survey was completed.

[0038] In this example, for the sake of clarity, the response information 111 and priority information 112 are explained separately as belonging to different databases. This is to clearly explain the difference between the first stage information, which is simply the employee's response to the survey, and the second stage information, which is the sorted response results. However, it goes without saying that it would also be possible to combine the response information 111 and priority information 112 into the same database to collect both the first and second stage information. Priority information 112a, priority information 112b, and priority information 112c shown in Figure 7 schematically represent the output of the sorted objects, and correspond to Figures 18(a), 18(b), and 18(c), respectively.

[0039] [Average score / Degree of consensus: 113] Figure 8 shows an example of the logical database structure for the mean value / consensus level 113. As shown in Figure 8, the mean value / consensus level 113 consists of the mean value 113a for each question, the mean value 113b for each factor, the consensus level 113c for each question, and the consensus level 113d for each factor. Note that this figure is an example for illustrative purposes only, and the actual mean value / consensus level 113 is composed of a relational database that is logically related to other databases, etc.

[0040] The average value 113a for each question consists of items such as "Question Number" and "Average Value". "Question Number" is an item used by the Organizational Culture Analysis Device 1 to identify the question answered by an employee, and each "Question Number" registered in Question Information 110 is registered therein. "Average Value" is an item used by the Organizational Culture Analysis Device 1 to identify the average priority for each question, and each "Average Value" of the "Second Stage Information" for each "Question Number" registered in Priority Information 112 is registered therein. In this example, the average value for q0001 "Listen to customer opinions" is "3.333333...", which is the average of "Second Stage Information: 2" corresponding to "Employee Number: 123001" and "Question Number: q0001", "Second Stage Information: 3" corresponding to "Employee Number: 123002" and "Question Number: q0001", and "Second Stage Information: 5" corresponding to "Employee Number: 123003" and "Question Number: q0001", registered in Priority Information 112. Similarly, for q0002 to q0016, the average value of the "second stage information" for each "question number" registered in priority information 112 is registered.

[0041] The average value 113b for each factor consists of items such as "Factor Number" and "Average Value". The "Factor Number" is an item used by the Organizational Culture Analysis Device 1 to identify the factor of the question answered by the employee, and each is registered with the "Factor Number" registered in Factor Information 109. The "Average Value" is an item used by the Organizational Culture Analysis Device 1 to identify the average value of the priority for each factor, and each is registered with the average value of the "Second Stage Information" for each "Factor" registered in Priority Information 112. In this example, the average value for kw0001 "Challenge-Oriented" is "2.666666...", which is the average value of "Second Stage Information: 5, 1" corresponding to "Employee Number: 123001" and "Factor Number: kw0001", "Second Stage Information: 4, 1" corresponding to "Employee Number: 123002" and "Factor Number: kw0001", and "Second Stage Information: 2, 3" corresponding to "Employee Number: 123003" and "Factor Number: kw0001", registered in Priority Information 112. Similarly, kw0002 to kw0016 also contain the average value of the "second stage information" for each "factor number" registered in priority information 112.

[0042] The degree of consensus formation 113c for each question consists of items such as "question number" and "degree of consensus formation". The "question number" is an item that the organizational culture analysis device 1 uses to identify the question answered by an employee, and each "question number" registered in the question information 110 is registered therein. The "degree of consensus formation" is the degree to which the organizational culture analysis device 1 determines whether an agreement has been formed within a given organization among its employees, and each "degree of consensus formation" is registered therein, obtained by substituting the "second stage information" for each "question number" registered in the priority information 112 into a predetermined formula.

[0043] In this example, the degree of agreement for q0001 "Listen to customer opinions" is registered as "0.010101...", which is obtained by substituting "Employee number: 123001", "Second stage information: 2" corresponding to "Question number: q0001", "Employee number: 123002", "Second stage information: 3" corresponding to "Question number: q0001", and "Employee number: 123003", "Second stage information: 5" corresponding to "Question number: q0001" into a predetermined formula for "Listen to customer opinions" (Question number: q0001) registered in priority information 112. Similarly, for q0002 to q0016, the degree of agreement for the "Second stage information" for each "Question number" registered in priority information 112 is registered.

[0044] The degree of consensus formation for each factor 113d consists of items such as "factor number" and "degree of consensus formation". The "factor number" is an item in which the organizational culture analysis device 1 identifies the factor of the question answered by the employee, and each is registered with the "factor number" registered in factor information 109. The "degree of consensus formation" is the degree to which the organizational culture analysis device 1 determines whether consensus has been formed within a given organization among the employees belonging to that organization, and is registered with the value obtained by substituting the "second stage information" for each "factor number" registered in priority information 112 into a predetermined formula.

[0045] In this example, the degree of consensus for kw0001 "Challenge-Oriented" is registered as "0.222222...", which is obtained by substituting the following values, registered in priority information 112, into a predetermined formula: "Second Stage Information: 5, 1" corresponding to "Employee Number: 123001" and "Factor Number: kw0001", "Second Stage Information: 4, 1" corresponding to "Employee Number: 123002" and "Factor Number: kw0001", and "Second Stage Information: 2, 3" corresponding to "Employee Number: 123003" and "Factor Number: kw0001". Similarly, for kw0002 to kw0016, the degree of consensus is registered as a value obtained by substituting the "Second Stage Information" for each "Factor Number", registered in priority information 112, into a predetermined formula.

[0046] [Organizational Culture Information 114] Figure 9 shows an example of the logical database structure for organizational culture information 114. As shown in Figure 9, organizational culture information 114 consists of individual average values ​​114a and organizational culture formation degree 114b. Note that this figure is an example for illustrative purposes only, and the actual organizational culture information 114 consists of a relational database that is logically linked to other databases, etc.

[0047] The individual average value 114a consists of the "employee number" and eight factors such as "challenge orientation," "adaptability," "team orientation," "customer orientation," "quality focus," "consistency," "diversity," and "task orientation." The "employee number" is an item used by the organizational culture analysis device 1 to identify employees who have responded to the survey, and each employee's "employee number" registered in employee information 108 is registered. The "challenge orientation" is an item used to identify the average value of responses corresponding to "challenge orientation" for each employee, and the average value of the "first stage information" corresponding to the "factor number: kw001" for each "employee number" registered in response information 111 is registered.

[0048] In this example, for employee A (123001), the challenge-oriented trait is registered as "3.5," which is the average value of the "first-stage information: 5, 2" corresponding to "factor number: kw001" registered in response information 111. Similarly, for the other factors "challenge-oriented," "adaptability," "team-oriented," "customer-oriented," "quality-conscious," "consistency," "diversity," and "task-oriented," the average value of the "first-stage information" corresponding to each employee's "factor number" registered in response information 111 is registered.

[0049] The degree of organizational culture formation 114b consists of "department" and eight factors such as "challenge orientation," "adaptability," "team orientation," "customer orientation," "quality commitment," "consistency," "diversity," and "task orientation." "Department" is an item that identifies the department to which the employee who responded to the survey belongs, and the "department" entered by a person with certain authority who requested the organizational culture output processing (e.g., HR T) is registered. The degree of organizational culture formation for "Department: Research and Development" is registered for the eight factors "challenge orientation," "adaptability," "team orientation," "customer orientation," "quality commitment," "consistency," "diversity," and "task orientation."

[0050] In this example, the degree of organizational culture formation for "Challenge-Oriented" is registered as "Degree of Organizational Culture Formation: 0.6," which is predicted by inputting the "Average Value: 2.6667" for "kw0001:Challenge-Oriented" registered in the average value for each factor 113b, and the "Degree of Agreement: 0.22222..." for "kw0001:Challenge-Oriented" registered in the degree of agreement for each factor 113d, into the organizational culture formation estimation model. Similarly, for "Adaptability," "Team Orientation," "Customer Orientation," "Commitment to Quality," "Consistency," "Diversity," and "Task Orientation," the "Degree of Organizational Culture Formation" is registered as predicted by inputting the "Average Value" for each "Factor Number" registered in the average value for each factor 113b, and the "Degree of Agreement" for each "Factor Number" registered in the degree of agreement for each factor 113d, into the organizational culture formation estimation model.

[0051] [Operation of the Organizational Culture Analysis System W] Next, the operation of the organizational culture analysis system W, configured as described above, will be explained. The operation of the various processes described below is realized by the execution of various programs stored in the memory units 107, 207, and 307, respectively, by the CPU 101 of the organizational culture analysis device 1, the CPU 201 of the HR terminal 2, and the CPU 301 of the employee terminal 3. It is recommended that HR T use the HR terminal 2 to perform preliminary preparations in advance to use the organizational culture analysis system W, such as requesting system registration, assigning IDs and passwords, registering employee information, and setting distribution timings.

[0052] [Organizational Culture Learning Process] Figure 10 is a sequence chart illustrating the procedure by which the organizational culture analysis device 1 performs organizational culture learning processing. Organizational culture learning processing is a learning phase in which the relationship between the response information and / or priority information and organizational culture is obtained by analyzing the response information 111 and priority information 112 corresponding to the provided survey. On the organizational culture analysis device 1 side, organizational culture learning processing is performed by the following processes: survey provision SC01, response information / priority information reception SC10, learning SC11, and learning result storage SC12. On the employee terminal 3 side, organizational culture learning processing is performed by the following processes: survey reception SC02, survey output SC03, response information reception SC04, object output SC05, restriction output SC06, object movement SC07, priority information reception SC08, and response information / priority information transmission SC09.

[0053] Note that while Figures 1 and 10 illustrate the case with three employees, generating a learning model requires response information 111 and priority information 112 from many more organizations and their employees. Therefore, the process from survey provision SC01 to learning result storage SC12 will be explained assuming that it is performed for many organizations and employees (for example, "000001" to "123003" as shown in Figure 15).

[0054] [Survey provided by SC01] Survey provision SC01 is the process by which the organizational culture analysis device 1 sends the survey to the employee terminal 3 (see Figure 10). The CPU 101 monitors whether the current time has reached the time for survey provision. Specifically, the CPU 101 obtains the current time from the clock installed in the organizational culture analysis device 1 and monitors whether the current time corresponds to the survey provision time registered in the survey provision time database. When the current time reaches the time for survey provision, the CPU 101 generates response information reception screen data in RAM 102 from the question information 110 and sends a message to the employee terminal 3 indicating that a survey is available. In this example, the CPU 101 notifies the employee terminal 3 by email that a survey is available and includes a URL to access the response information reception screen for that survey.

[0055] Furthermore, the organizational culture analysis device 1 may notify employee terminals 3 of the URL to transition to the response information reception screen via a chatbot or social media other than email. Thus, the organizational culture analysis device 1 is equipped with a survey provision means that presents the question information 110 to each respondent's employee terminal.

[0056] [Survey receiver SC02, survey output SC03] Survey reception SC02 is the process by which employee terminal 3 receives the survey, and survey output SC03 is the process by which employee terminal 3 outputs the received survey (see Figure 10). When employee terminal 3 selects the URL provided in the email, the CPU 301 of employee terminal 3 sends a request for response information reception screen data to the organizational culture analysis device 1. Upon receiving this request, CPU 101 sends the response information reception screen data for employees A, B, and C to employee terminal 3. When the CPU 301 of employee terminal 3 receives the response information reception screen data for each employee A, B, and C from the organizational culture analysis device 1, it stores it in RAM 302 and uses this to display the response information reception screen for each employee A, B, and C on the output unit 306 (see Figure 11). Thus, employee terminal 3 is equipped with a survey reception means for receiving question information 110 and a survey output means for displaying a response information reception screen corresponding to the question information 110.

[0057] [Reply Information Submission SC04] Figure 11 shows an example of a response information reception screen. The response information reception screen is where employees input their answers to questions sent from the organizational culture analysis device 1 to the employee terminal 3. The response information 111 stored in RAM 302 is determined according to the content entered here (see Figure 6). The survey output field 1101 is where question information is output for each respondent. The response input field 1102 is where employees input information according to the questions output in the survey output field 1101. The response input field 1102 is where employees input data in stages that determines the actions they are taking to achieve the vision and goals within the organization, based on their answers to the selected questions.

[0058] In this embodiment, the answer input field allows input on a 5-point scale from "strongly disagree" to "strongly agree" by selecting buttons 1102a to 1102e, but other ranks (5 or less, 5 or more) may also be set. Employees select buttons 1102a to 1102e from the input section 305 of the employee terminal 3. When employees A, B, and C input their answers from the answer information reception screen, the CPU 301 of the employee terminal 3 stores this information in the RAM 302. The entered answers are then quantified according to the selected buttons 1102a to 1102e, for example, according to the conversion data stored in the memory section 307 of the employee terminal 3 (for example, button 1102a=1, button 1102b=2, button 1102c=3, button 1102d=4, button 1102e=5, etc.).

[0059] Once an employee has answered all the survey questions and selected an OK button (not shown) to indicate, for example, that there are no errors in the input, the CPU 301 of the employee terminal 3 stores the answer information 111 in the RAM 302, as shown in Figure 6. Thus, the employee terminal 3 is equipped with an answer information receiving means for receiving the answer information 111. The CPU 301 of the employee terminal 3 then displays an object output screen and a restriction output screen on the output unit 306 (see Figure 12).

[0060] [Object Output SC05] Figure 12 shows an example of the object output screen and the limit output screen. The object output screen is a screen where employee terminal 3 outputs the contents of each survey question as a movable object, and outputs the objects stacked according to the stage entered in the first stage information of the response information 111. In this embodiment, the object output screen contains the first area 121 to the fifth area 125.

[0061] In the first area 121, the content of questions for which stage 1 was selected on the response information reception screen is stacked as objects. In this example, in the first area 121, the content of question "q0005" for which the first stage information is 1 in response information 111 (see Figure 6) is stacked as objects. In the second area 122, the content of questions for which stage 2 was selected on the response information reception screen is stacked as objects. In this example, in the second area 122, the content of questions "q0001", "q0002", "q0008", and "q00015", for which the first-stage information is 2 in the answer information 111 (see Figure 6), is stacked as objects.

[0062] In the third area 123, the content of questions for which stage 3 was selected on the response information reception screen is stacked as objects. In this example, in the third area 123, the content of questions "q0004", "q0011", "q0012", and "q00013", for which the first stage information in response information 111 (see Figure 6) is 3, is stacked as objects. In the fourth area 124, the content of questions for which stage 4 was selected on the response information reception screen is stacked as objects. In this example, in the fourth area 124, the content of questions "q0003", "q0007", and "q0009", for which the first stage information in response information 111 (see Figure 6) is 4, is stacked as objects.

[0063] In the fifth area 125, the content of the questions for which a level 5 was selected on the answer information reception screen is stacked as objects. In this example, in the fifth area 125, the content of the questions "q0006", "q0010", "q0014", and "q0016", for which the first stage information in the answer information 111 (see Figure 6) is 5, is stacked as objects. The employee terminal 3 is equipped with an answer information output program that implements an answer information output method in which the content of the questions is output as objects, stacked according to the stage for which an answer was given. Thus, the employee terminal 3 is equipped with an object output means that generates an object output screen.

[0064] [Restriction output SC06] Figure 12 shows an example of an object output screen and a restriction output screen. The restriction output screen outputs the limits on the number of objects that can be stacked in stages according to the measurement purpose in response to the survey questions. In this embodiment, the restriction output screen has restriction areas 126 indicated by dashed lines, corresponding to the first area 121 to the fifth area 125. Restriction area 126 restricts the first area 121 and the fifth area 125 so that only two objects can be stacked. Restriction area 126 restricts the second area 122, the third area 123, and the fourth area 124 so that only three objects can be stacked. Restriction area 126 outputs a restriction so that the objects are stacked in a symmetrical normal distribution. Thus, the employee terminal 3 is equipped with a restriction output means for generating the restriction output screen.

[0065] [Object Movement SC07] Figure 13 shows an example of an object movement screen. The object movement screen is a screen where the employee terminal 3 moves stacked objects in response to the employee's operation. In this example, as shown in Figure 13, the object representing the content of question "q0016," which is stacked in the fifth area 125, is moved between the fourth and fifth areas using the cursor. If the employee terminal 3 is a tablet or smartphone, movement can be performed using touch operation. In the object movement screen, if no objects are contained within the restricted area 126, the contrast of the OK button 127 is reduced, and the OK button 127 becomes unpressable. Thus, employee terminal 3 is equipped with an object movement mechanism that moves objects in response to employee operations.

[0066] [Priority Information Reception SC08] Figure 14 shows an example of a priority information reception screen. The priority information reception screen is a screen where employees input priority levels for the answers to questions they have entered. The priority information 112 stored in RAM 302 is determined according to the stage in which the employee has rearranged the answers (see Figure 6). On the priority information reception screen, when all objects are contained within the restricted area 126, the contrast of the OK button 127 is increased, and the OK button 127 becomes pressable. When the employee contains all objects within the restricted area 126 and selects the OK button, the CPU 301 of the employee terminal 3 stores the priority information 112 in RAM 302, as shown in Figure 7. In this way, the employee terminal 3 is equipped with a priority information reception means that receives priority information 112. The employee terminal 3 and the organizational culture analysis device 1 can acquire not only the answer information 111, but also priority information 112 that allows them to determine which factors the employee has judged to be of higher priority.

[0067] [Response Information / Priority Information Transmission SC09] The response information / priority information transmission SC09 is a process that transmits response information 111 and priority information 112 from the employee terminal 3 to the organizational culture analysis device 1 (see Figure 10). When an employee selects the OK button 127 on the priority reception screen, the CPU 301 of the employee terminal 3 transmits the response information 111 and priority information 112 stored in the RAM 302 to the organizational culture analysis device 1. In this way, the employee terminal 3 is equipped with a response information / priority information transmission means for transmitting response information 111 and priority information 112.

[0068] [Reply information / priority information received SC10] The response information / priority information receiving SC10 is a process that transmits response information 111 and priority information 112 from employee terminal 3 (see Figure 10). When the CPU 101 of the organizational culture analysis device 1 receives the response information 111 and priority information 112 from employee terminal 3a, it stores them in the storage unit 107. The CPU 101 of the organizational culture analysis device 1 derives the average value 113a for each question, the average value 113b for each factor, the degree of consensus formation for each question 113c, and the degree of consensus formation for each factor 113d from the received response information 111 and priority information 112, and stores these as the average value / degree of consensus formation 113 in the storage unit 107. In this way, the organizational culture analysis device 1 is equipped with a response information / priority information receiving means that receives response information 111 and priority information 112.

[0069] [Learning SC11] Learning SC11 is the process by which the organizational culture analysis device 1 learns about the organizational culture and generates an organizational culture estimation model 120 that estimates the organizational culture (see Figure 10). Figure 15 shows the state in which the organizational culture formation degree estimation model is learning. The organizational culture estimation model generation process is a learning phase in which the relationship between the input data, which is response information 111 and / or priority information 112, and the output data, which is the organizational culture formation degree 114b, is obtained.

[0070] The CPU 101 inputs the historical response information and / or historical priority information of all employees stored in the response information 111 and / or priority information 112 into the organizational culture estimation model in response to a request from the organizational culture analysis device 1, or at a predetermined timing. The organizational culture estimation model analyzes the input historical response information and / or historical priority information of all employees to obtain the relationship between the response information 111 and / or priority information 112 and the degree of organizational culture formation.

[0071] Through this learning phase, the organizational culture estimation model acquires a model relating to the degree of organizational culture formation (organizational culture formation estimation model), that is, it acquires parameters that represent the relationship between the response information 111 and / or priority information 112 of all employees and the degree of organizational culture formation. The organizational culture estimation model acquires a model regarding the degree of organizational culture formation, enabling it to predict the degree of organizational culture formation based on certain criteria using employee response information 111 and / or priority information 112 from a given organization.

[0072] Thus, the organizational culture analysis device 1, after undergoing a predetermined learning phase, is equipped with a measurement means that measures organizational culture, which is the behavior performed in business development and organizational development, as organizational culture information. The measurement means of the organizational culture analysis device 1 can measure the degree of organizational culture formation, which indicates the degree of each factor or item (question), from the response information 111 and priority information 112. Furthermore, the measurement means of the organizational culture analysis device 1 uses the average value 113a for each question, the average value 113b for each factor, the degree of consensus formation for each question 113c, and the degree of consensus formation for each factor 113d obtained from the priority information 112 as input data, as explanatory variables for prediction, thereby measuring the degree of organizational culture formation as the behavior that employees prioritize in achieving the vision and goals within the organization.

[0073] Furthermore, the organizational culture analysis device 1 includes an organizational culture formation degree estimation model generation means that uses the response information 111 and / or priority information 112 of all employees as training data and generates an estimation model by machine learning that estimates parameters that represent the relationship between the response information 111 and / or priority information 112 of all employees and the degree of organizational culture formation.

[0074] [Learning result memory SC12] Learning result storage SC12 is the process by which the organizational culture analysis device 1 stores the measurement means obtained in learning S11 (see Figure 10). The CPU 101 of the organizational culture analysis device 1 stores the organizational culture estimation model (organizational culture formation degree estimation model) as the measurement means obtained in learning S11 in the storage unit 107. Thus, the organizational culture analysis device 1 is equipped with learning result storage means that stores measurement means (organizational culture estimation model, organizational culture formation degree estimation model).

[0075] [Organizational Culture Analysis Processing] Figure 16 is a sequence chart illustrating the procedure by which the organizational culture analysis device 1 performs organizational culture analysis. The organizational culture analysis process is an analysis phase in which the organizational culture of an organization is obtained by analyzing the response information 111 and priority information 112 corresponding to the provided survey. On the organizational culture analysis device 1 side, the organizational culture analysis process is performed by the following processes: receiving the survey provision time S103, providing the survey SC104, receiving the response information and priority information SC113, measuring SC114, and transmitting the measurement results SC115.

[0076] The organizational culture analysis process is performed on the HR terminal 2 through the following processes: input of survey provision period S101, transmission of survey provision period SC102, reception of measurement results SC116, and output of measurement results SC117. On the employee terminal 3, the organizational culture analysis process is performed through the following processes: reception of survey SC105, output of survey SC106, reception of response information SC107, output of object SC108, output of restriction SC109, movement of object SC110, reception of priority information SC111, and transmission of response information and priority information SC112. In this example, the organizational culture analysis process is explained using the case of three employees belonging to the research and development department of a certain company.

[0077] [Survey provision period input SC101] The survey provision period input SC101 is a process in which HR T inputs the survey provision period using HR terminal 2 (see Figure 16). When HR T selects, for example, the survey provision period input button on the My Page screen, the CPU 201 of HR terminal 2 sends a request for survey provision period input screen data to the organizational culture analysis device 1. Upon receiving this request, the CPU 101 generates the survey provision period input screen data and sends it to HR terminal 2. When the CPU of HR terminal 2 receives the survey provision period input screen data from the organizational culture analysis device 1, it stores it in RAM 202. Then, using the stored survey provision period input screen data, it displays the survey provision period input screen on the output unit 206.

[0078] The survey delivery timing input screen displays fields for input, such as "delivery frequency," "delivery timing," "response period," "automatic reminder," and "initial full item delivery," for registration in the survey delivery timing database. When HR T enters the survey delivery timing from the survey delivery timing input screen, the CPU 201 of HR terminal 2 stores this information in RAM 202. In this way, HR terminal 2 is equipped with a survey delivery timing input means that allows HR T to input the survey delivery timing.

[0079] [Survey provision period transmission SC102] The survey delivery time transmission SC102 is a process that transmits the survey delivery time entered by HR T to the organizational culture analysis device 1 (see Figure 16). When HR T selects the registration button on the survey delivery time input screen, the CPU 201 of the HR terminal 2 transmits the survey delivery time stored in RAM 202 to the organizational culture analysis device 1. In this way, the HR terminal 2 is equipped with a survey delivery time transmission means that transmits the survey delivery time to the organizational culture analysis device 1.

[0080] [Survey provided at time of receipt S103] The survey delivery time reception SC103 is the process by which the organizational culture analysis device 1 receives the survey delivery time from the HR terminal 2 (see Figure 16). When the organizational culture analysis device 1 receives the survey delivery time from the HR terminal 2, it registers predetermined items in the survey delivery time database. Thus, the organizational culture analysis device 1 is equipped with a survey delivery time reception means that receives and registers the survey delivery time, which is information about the distribution of questionnaires, from the HR terminal 2. Note that the survey delivery SC104 (see Figure 16) executed by the organizational culture analysis device 1 is the same process as the survey delivery SC01 (see Figure 10), so a detailed explanation is omitted.

[0081] The survey reception SC105, survey output SC106, response information reception SC107, object output SC108, restriction output SC109, object movement SC110, priority information reception SC111, and response information / priority information transmission SC112 (see Figure 16) performed by employee terminal 3 are the same processes as survey reception SC02, survey output SC03, response information reception SC04, object output SC05, restriction output SC06, object movement SC07, priority information reception SC08, and response information / priority information transmission SC09 (see Figure 10), so a detailed explanation is omitted.

[0082] In the organizational culture analysis process, the responses entered by employee A according to the response information reception SC107 are registered in the RAM302 of employee terminal 3a as "First Stage Information" at the "Employee Number: 123001" location in response information 111, as shown in Figure 6. Employee terminal 3a outputs the object output screen shown in Figure 17(a) to employee A's terminal according to the response information 111 (response information 111(a)).

[0083] In the organizational culture analysis process, the responses entered by employee B according to the response information reception SC107 are registered in the RAM302 of employee terminal 3b as "First Stage Information" at the "Employee Number: 123002" location in response information 111, as shown in Figure 6. Employee terminal 3b outputs the object output screen shown in Figure 17(b) to employee B's terminal according to the response information 111 (response information 111(b)).

[0084] In the organizational culture analysis process, the responses entered by employee C according to the response information receiver SC107 are registered in the RAM302 of employee terminal 3c as "First Stage Information" at the "Employee Number: 123003" location in response information 111, as shown in Figure 6. Employee terminal 3c outputs an object output screen, as shown in Figure 17(c), to employee C's terminal, according to the response information 111 (response information 111(c)).

[0085] In the organizational culture analysis process, the result of employee A moving objects according to object movement S110 is shown in Figure 18(a). Depending on the rearranged objects, employee terminal 3a registers the "second stage information" at the "employee number: 123001" location of priority information 112 in RAM 302 (see Figure 7). By going through priority information reception S111, employee A can input the action that is of higher priority as priority information 112. In other words, as shown in 17(a) in the response stage, employee A selected "strongly agree" (stage: 5) for four items, but by going through priority information reception S111, the number of "strongly agree" (stage: 5) items has been narrowed down to two. Also, by going through priority information reception S111, employee A has selected a balanced stage according to a normal distribution, as shown in 18(a), and the comparison with other employees has become more stable.

[0086] In the organizational culture analysis process, the result of employee B moving objects according to object movement S110 is shown in Figure 18(b). Depending on the rearranged objects, employee terminal 3b registers the "second stage information" at the "employee number: 123002" location of priority information 112 in RAM 302 (see Figure 7). By going through priority information reception S111, employee B can input the action that is of higher priority as priority information 112. In other words, as shown in 17(b) in the response stage, employee B selected "strongly agree" (stage: 5) for three items, but by going through priority information reception S111, the number of "strongly agree" (stage: 5) items has been narrowed down to two. Also, by going through priority information reception S111, employee B has selected a balanced stage in a normal distribution, as shown in 18(b), and the comparison with other employees has become more stable.

[0087] In the organizational culture analysis process, the result of employee C moving objects according to object movement S110 is shown in Figure 18(c). Depending on the rearranged objects, employee terminal 3c registers the "second stage information" at the "employee number: 123003" location of priority information 112 in RAM 302 (see Figure 7). By going through priority information reception S111, employee C can input the action with higher priority as priority information 112. In other words, as shown in 17(c), employee C selected "strongly agree" (stage: 5) for three items in the response stage, but by going through priority information reception S111, the number of "strongly agree" (stage: 5) items has been narrowed down to two. Also, by going through priority information reception S111, employee C has selected a balanced stage according to a normal distribution, as shown in 18(c), and the comparison with other employees has become more stable.

[0088] [Answer Information / Priority Information Received SC113] The response information / priority information receiving SC10 is the process of transmitting response information 111 and priority information 112 from employee terminals 3a, 3b, and 3c (see Figure 16). When the CPU 101 of the organizational culture analysis device 1 receives response information 111 and priority information 112 from employee terminal 3a, it stores them in the storage unit 107. When the CPU 101 of the organizational culture analysis device 1 receives response information 111 and priority information 112 from employee terminal 3b, it stores them in the storage unit 107. When the CPU 101 of the organizational culture analysis device 1 receives response information 111 and priority information 112 from employee terminal 3c, it stores them in the storage unit 107.

[0089] The CPU 101 of the organizational culture analysis device 1 derives the average value 113a for each question, the average value 113b for each factor, the degree of consensus for each question 113c, and the degree of consensus for each factor 113d from the received response information 111 and priority information 112, and stores these as the average value / degree of consensus 113 in the memory unit 107. Since the priority information 112 is at a balanced stage of a normal distribution, the average value 113a for each question, the average value 113b for each factor, the degree of consensus for each question 113c, and the degree of consensus for each factor 113d obtained from the priority information 112 are also balanced. In this way, the organizational culture analysis device 1 is equipped with a response information / priority information receiving means that receives the response information 111 and the priority information 112.

[0090] [Measurement SC114] Measurement SC114 is a process in which the organizational culture analysis device 1 measures organizational culture and uses an organizational culture estimation model 120 to estimate organizational culture (see Figure 16). Figure 19 is a diagram showing the state in which the organizational culture estimation model (organizational culture formation degree estimation model) predicts organizational culture (organizational culture formation degree). The organizational culture (organizational culture formation degree) prediction process is a prediction phase in which the organizational culture estimation model (organizational culture formation degree estimation model) 120 predicts organizational culture (organizational culture formation degree) from the input data, which are response information 111 and / or priority information 112.

[0091] The CPU 101 of the organizational culture analysis device 1 inputs the response information 111 and / or priority information 112 of employees A, B, and C of the organization (research and development) stored in the response information 111 and / or priority information 112 into the organizational culture estimation model 120 in response to a request from the HR terminal 2 or at a predetermined timing. The organizational culture estimation model 120 can predict the organizational culture (degree of organizational culture formation) of the organization (research and development) by analyzing the input response information 111 and / or priority information 112.

[0092] The organizational culture analysis device 1 acquires organizational culture (degree of organizational culture formation) by going through this prediction phase. In this way, the organizational culture analysis device 1 has a measurement means that measures organizational culture, which is the behavior carried out in business development and organizational development, as organizational culture information by obtaining predetermined measurement phases. The measurement means of the organizational culture analysis device 1 can measure the degree of organizational culture formation, which indicates the degree of each factor or item (question) from the response information 111 and priority information 112.

[0093] The measurement means of the organizational culture analysis device 1 uses, as input data, any or all of the following: the average value 113a for each question, the average value 113b for each factor, the degree of consensus formation for each question, and the degree of consensus formation for each factor 113d, obtained from the priority information 112, as explanatory variables for prediction. This allows the device to measure the degree of organizational culture formation 114b, which represents the behaviors prioritized by employees in achieving the organization's vision and goals, as the target variable for prediction. The organizational culture analysis device 1 can also calculate the individual average values ​​114a for employees A, B, and C from the response information 111 and priority information 112 and register them in the storage unit 107. Thus, the organizational culture analysis device 1 is equipped with an organizational culture formation degree prediction means for predicting the degree of organizational culture formation.

[0094] [Measurement result transmission SC115] Measurement result transmission SC115 is the process of transmitting measurement results from the organizational culture analysis device 1 to the HR terminal 2 (see Figure 10). In this example, the CPU 101 of the organizational culture analysis device 1 notifies HR T via email that measurement results are available and includes a URL to access the measurement result output screen for that survey. Thus, the organizational culture analysis device 1 is equipped with measurement result transmission means for transmitting measurement results to the HR terminal 2.

[0095] [Measurement result received SC116, measurement result output SC117] The measurement result reception SC116 is the process by which the HR terminal 2 receives the measurement results, and the measurement result output SC117 is the process by which the HR terminal 2 outputs the received measurement results (see Figure 16). When the HR terminal 2 selects the URL described in the email, the CPU 201 of the HR terminal 2 sends a request for measurement result output screen data to the HR terminal 2. Upon receiving this request, the CPU 101 sends the measurement result output screen data from HR T to the HR terminal 2. When the CPU 201 of the HR terminal 2 receives the measurement result output screen data from the organizational culture analysis device 1, it stores it in the RAM 202 and uses it to display the measurement result output screen on the output unit 206 (see Figure 20). Thus, the HR terminal 2 is equipped with a measurement result reception means that receives individual average values ​​114a and organizational culture formation degree 114b, and a measurement result output means that displays a measurement result output screen corresponding to the individual average values ​​114a and organizational culture formation degree 114b.

[0096] Figure 20 shows an example of a measurement results output screen. Figure 20(a) shows the measurement results output screen for employee A. Figure 20(a) is a screen that outputs employee A's measurement results, obtained from the individual average value 114a, for each of the eight factors. By looking at this screen, HR T can understand the actions that employee A is taking in business development and organizational development within the organization (research and development). In addition, HR T can check the degree of each factor to which employee A is taking actions and prioritizing actions in achieving the vision and goals within the organization (research and development). For example, HR T can see at a glance that employee A has a strong sense of challenge, a commitment to quality, a team-oriented attitude, and a performance-oriented attitude.

[0097] Figure 20(b) shows the measurement results for the organization (R&D) to which employees A, B, and C belong, obtained from the organizational culture formation degree 114b, output for each of the eight factors. By looking at this screen, HR T can understand the actions being taken by the organization (R&D) in the course of business development and organizational development within the organization. Furthermore, HR T can check the degree of each factor to determine what actions are being taken and prioritized within the organization (R&D) in achieving its vision and goals. For example, HR T can see at a glance that the organization (R&D) has high levels of "consistency" and "performance orientation". In this way, by using the organizational culture analysis system W of the first embodiment of the present invention, the organizational culture of an organization can be easily understood.

[0098] [Second Embodiment] In the first embodiment described above, response information and priority information are obtained from employees of one organization to understand the current organizational culture. In the second embodiment, the organizational culture of the ideal and the current situation, as well as the organizational culture of management and the field (multiple organizations), can be understood, and the points that the organization should focus on can be identified from the differences. In the second embodiment, the same reference numerals are used for parts that are the same as in the first embodiment described above, and detailed explanations are omitted.

[0099] The tissue culture analyzer 1 of the second embodiment performs the following processing. (1) Provide employee terminals 3a, 3b, and 3c in the on-site organization (research and development) with a survey to investigate the ideal and current state (see Figure 16: SC104). (2) Employee terminals 3a, 3b, and 3c transmit response information 111 showing the ideal and current state and priority information 112 to the organizational culture analysis device after undergoing predetermined processing (see Figure 16: S105~S111) (see Figure 16: S112). (3) The organizational culture analysis device 1 measures the response information 111 and the priority information 112 to predict the ideal organizational culture and the current organizational culture at the site (see Figure 16: S114).

[0100] (4) Provide a survey to the management terminal to investigate the ideal and current state (see Figure 16: SC104). (5) The management terminal, after going through a predetermined process (see Figure 16: S105~S111), transmits response information 111 showing the ideal and current state and priority information 112 to the organizational culture analysis device (see Figure 16: S112). (6) The organizational culture analysis device 1 measures the response information 111 and the priority information 112 to predict the ideal organizational culture for management and the current organizational culture for management (see Figure 16: S114). (7) The HR terminal 2 outputs measurement results comparing the ideal organizational culture at the site, the current organizational culture at the site, the ideal organizational culture for management, and the current organizational culture for management from the organizational culture analysis device 1 (see Figure 16: S117).

[0101] By performing these processes, comparative diagrams can be output that allow us to understand the ideal vs. the current situation, as well as the organizational culture of management vs. the workplace, as shown in Figures 21 to 23. Figure 21(a) is a comparative diagram of management_ideal vs. workplace_current situation. From Figure 21(a), we can understand the gap regarding organizational culture. This clarifies the actual organizational challenges. Figure 21(b) is a comparative diagram of the ideal within the management team. From Figure 21(b), we can clearly understand the agreement and discrepancies in perception regarding organizational culture within the management team.

[0102] Figure 22(a) is a comparison diagram of management's ideal and the workplace's ideal. From Figure 22(a), you can identify areas where the organizational culture is being communicated and areas where it is not. Figure 22(b) is a comparison diagram of the workplace's ideal and the workplace's current situation. From Figure 22(b), you can identify areas where behavioral patterns are taking root and areas where they are not. Figure 23(a) is a comparison diagram of management's current situation and the workplace's current situation. From Figure 23(a), you can identify areas where the actual state of the organizational culture is being understood and areas where it is not. Figure 23(b) is a comparison diagram of management's ideal and management's current situation. From Figure 23(b), you can identify areas that should be changed and areas that should not be changed. This clarifies the areas that are recognized as challenges.

[0103] Although embodiments of the present invention have been described above, the present invention is not limited to these embodiments and can be modified without departing from the purpose and spirit of the present invention. The present invention has described storing each data in a table format, but these data do not necessarily have to be represented in a table data structure. For example, they may be represented in data structures such as lists, databases, queues, or other methods.

[0104] In this example, the explanation was given using a case where 16 questions are asked of the employee, but the number of questions is not limited to this number. For example, the person managing the organizational culture analysis system W or the HR person T using the organizational culture analysis system W may change the number of questions as appropriate. Furthermore, the HR person T using the organizational culture analysis system W may generate, update, and delete respondent information as appropriate. In addition, the person managing the organizational culture analysis system W may generate, update, and delete question information as appropriate. Thus, the organizational culture analysis device 1 may be equipped with storage means for updating respondent information and question information. [Explanation of Symbols]

[0105] 1 Answer information output device

Claims

1. A survey output means that outputs a survey to the user's terminal in which the user answers questions in stages, A means for receiving response information that receives the information at the aforementioned stage in which the user has answered the aforementioned question as response information, An object output means that outputs the contents of each of the aforementioned questions as a movable object, and outputs the objects stacked according to the answer information at each stage, A limit output means that outputs a limit on the number of objects that can be stacked at each stage, according to the measurement purpose of the survey. A response information output device characterized by comprising the following features.

2. A response information output device according to claim 1, The aforementioned limiting output means is Output the constraint such that the objects are stacked in a symmetrical normal distribution. A response information output device characterized by the following features.

3. A response information output device according to claim 2, Priority information receiving means that accepts priority information indicating the priority of the user's answers to the question, based on the steps corresponding to the objects sorted according to the restrictions based on the user's input, A response information output device characterized by comprising the following features.

4. A method for outputting answer information performed by a computer, A survey output process that outputs a survey with questions answered in stages to the user's terminal, A response information receiving step, which receives the information at the aforementioned stage in which the user has answered the aforementioned question as response information, An object output process which outputs the contents of each of the aforementioned questions as a movable object, and outputs the objects stacked according to the answer information at each stage, A limit output step outputs a limit on the number of objects that can be stacked at each stage, according to the measurement purpose of the survey. A method for outputting response information, characterized by comprising the following features.

5. A survey output function that outputs a survey with questions answered in stages to the user's device, A response information receiving function that receives the information at the aforementioned stage in which the user has answered the aforementioned question as response information, An object output function that outputs the contents of each of the aforementioned questions as a movable object, and outputs the objects stacked according to the answer information at each stage, A limit output function that outputs the limit on the number of objects that can be stacked at each stage, depending on the measurement purpose of the survey. A program that outputs answer information to enable a computer to perform this task.

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