Skill management system, program, and information processing method

Abstract

This skill management system comprises: a generation reception unit that receives, from a user device, a generation request for one or more first evaluation items for measuring the skill of human resources in a first organization; a generation unit that, on the basis of the generation request, inputs, to a first language model, a generation instruction for the first evaluation items and recruitment information that indicates each of one or more human resource recruitments performed in the first organization and includes the skill requested in the recruitments, and generates a first evaluation item group including the one or more first evaluation items; and an output unit that causes the user device to output the generated first evaluation item group.

Description

Skill management system, program, and information processing method

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

[0002] There is known a technology for visualizing the skills of personnel in an organization. Patent Document 1 below discloses an information processing device that determines the skills of personnel from business reports for predefined skill items to be evaluated (hereinafter also referred to as "evaluation items") and calculates scores for the determined skills. Based on the calculated scores, the information processing device outputs an analysis result that visualizes the skills of each branch office, for example.

[0003] Japanese Patent Application Laid-Open No. 2023-96527

[0004] However, there is a demand for the skill evaluation criteria to reflect the needs of an organization. However, the above-mentioned conventional technology simply involves a process for defining skill items, and there is room for improvement.

[0005] Therefore, in order to solve the above problems, an object of the present invention is to provide a skill management system, program, and information processing method that can reflect the needs of an organization in the evaluation items of the skills of human resources in the organization.

[0006] A skill management system according to one embodiment of the present invention includes a generation reception unit that receives, from a user device, a request to generate one or more first evaluation items for evaluating the skills of personnel in a first organization; a generation unit that, based on the generation request, inputs recruitment information indicating each of one or more personnel recruitments made in the first organization, the recruitment information including the skills required in the recruitment, and instructions for generating the first evaluation items into a first language model to generate a group of first evaluation items including one or more first evaluation items; and an output unit that outputs the generated group of first evaluation items to the user device.

[0007] A program according to one aspect of the present invention causes a computer to implement a generation reception function that receives, from a user device, a request to generate one or more first evaluation items that evaluate the skills of personnel in a first organization; a generation function that, based on the generation request, inputs recruitment information indicating each of one or more personnel recruitments made in the first organization, the recruitment information including the skills required in the recruitment, and instructions for generating the first evaluation items into a first language model to generate a group of first evaluation items that includes one or more first evaluation items; and an output function that outputs the generated group of first evaluation items to the user device.

[0008] An information processing method according to one aspect of the present invention includes a computer receiving, from a user device, a request to generate one or more first evaluation items for evaluating the skills of personnel in a first organization, and based on the generation request, inputting recruitment information indicating each of one or more personnel recruitments made by the first organization, the recruitment information including the skills required in the recruitment, and instructions for generating the first evaluation items into a first language model to generate a group of first evaluation items including one or more first evaluation items, and outputting the generated group of first evaluation items to the user device.

[0009] According to the present invention, the needs of an organization can be reflected in the evaluation items for the skills of human resources in the organization.

[0010] FIG. 1 is a diagram for explaining an example of a system configuration of a skill management system according to the present embodiment. FIG. 2 is a diagram for explaining an overview of the skill management system according to the present embodiment. FIG. 3 is a diagram for explaining an overview of the skill management system according to the present embodiment. FIG. 4 is a diagram for explaining an overview of the skill management system according to the present embodiment. FIG. 5 is a diagram for explaining an example of the functional configuration of a server device according to the present embodiment. FIG. 6 is a diagram for explaining an example of a screen of the skill management system according to the present embodiment. FIG. 7 is a diagram for explaining an example of a screen of the skill management system according to the present embodiment. FIG. 8 is a diagram for explaining an example of an operation of the skill management system according to the present embodiment. FIG. 9 is a diagram for explaining an example of an operation of the skill management system according to the present embodiment. FIG. 10 is a diagram for explaining an example of a hardware configuration of a server device according to the present embodiment.

[0011] A preferred embodiment of the present invention (hereinafter referred to as "the present embodiment") will be described with reference to the accompanying drawings. In the drawings, components with the same reference numerals have the same or similar configurations.

[0012] <1. System Configuration> An example of the system configuration of a skill management system 1 according to this embodiment will be described with reference to FIG. 1 . The skill management system 1 is a system for managing the skills of human resources in a first organization. For example, if the first organization is a company, the skill management system 1 evaluates the skills of the company's employees and visualizes the evaluation results. The skill management system 1 also provides the first organization with items for evaluating the skills of human resources (also referred to as "evaluation items") tailored to the needs of the first organization. The skill management system 1 may provide the user with the evaluation items in list format, or in the form of a matrix table (a so-called skill map) in which the evaluation items are associated with the evaluation results of each human resource.

[0013] In this embodiment, an example will be described in which the first organization is a specific company, but the first organization is not limited to this. The first organization may be, for example, a public institution such as a government ministry or local government, a foundation, a medical institution such as a hospital, or a team or group of individuals voluntarily gathered, in addition to a company.

[0014] 1, the skill management system 1 includes, for example, a server device 100 and a user device 200. The server device 100 and the user device 200 are communicatively connected to each other via a network N. The server device 100 may also be communicatively connected to an external system 500 via the network N, for example.

[0015] [Server Device] The server device 100 is an information processing device capable of communicating with the user device 200 and / or the external system 500. The server device 100 executes a predetermined program (also referred to as a "server program") to acquire recruitment information, human resource information, etc. from the user device 200, generate evaluation items based on the acquired recruitment information, etc., and provide them to the user.

[0016] [User Device] The user device 200 is an information processing device used by a user, such as a terminal device such as a smartphone or laptop. By executing a predetermined program (also referred to as a "user program"), the user device 200 transmits recruitment information, human resource information, etc. to the server device 100, displays various screens of the skill management system 1 to the user, and accepts operational input from the user on the displayed screen. The user program may be, for example, an application program dedicated to the skill management system 1 installed on the user device 200, or a web browser that is included as standard in the terminal device. In other words, the skill management system may be a client-server system in which a dedicated application is installed on the client, or may be a web system.

[0017] The human resource information may include, for example, human resource identification information (e.g., employee ID, etc.) for identifying human resources in the first organization, and human resource attributes such as name, telephone number, address, email address, personal identification number (My Number), gender, and / or date of birth, etc. Furthermore, the human resource information may include, for example, affiliated organization, job type / position, work performance information indicating each human resource's work performance, career information regarding each human resource's career, skill information regarding the skills each human resource possesses, evaluation information regarding evaluations of each human resource by themselves or others (supervisors), training information regarding training each human resource has received, and / or career information regarding each human resource's career, etc.

[0018] The human resource information may include, for example, personality and quality information indicating each employee's personality and qualities, interest and enthusiasm information indicating each employee's interests and enthusiasm, etc. The personality and quality information may include, for example, information indicating the results of each employee's personality test, aptitude test, and / or non-cognitive ability test. Furthermore, the interest and enthusiasm information may include, for example, information indicating the careers, work, and projects in which each employee is interested, information indicating achievements and skills that the employee wishes to highlight, information indicating areas and skills the employee wishes to challenge in the future, information indicating the skills the employee wishes to acquire in the future, and / or information indicating the employee's engagement with the organization (such as the employee's degree of attachment or attachment to the organization). The human resource information is not limited to these types of information, and may include not only various standard and non-standard information present within the first organization, but also various information obtained with the employee's consent, as necessary. Furthermore, the information is not limited to text information, but may also be information in audio, image, video, or other formats.

[0019] The skill information may include, for example, an evaluation result of the skills possessed by each human resource for each first evaluation item evaluated by a measurement unit 116 of the server device 100 (described later), and the evaluation result may not be limited to a current evaluation value but may also be a future predicted value. The skill information may also include, for example, qualification information regarding the qualifications possessed by each human resource. Furthermore, for an organization that employs engineers, the skill information may include information regarding engineering skills in addition to information regarding business skills.

[0020] [External System] The external system 500 is a so-called third-party system. The external system 500 is connected to the server device 100 via a network N, for example, so as to be able to communicate with the server device 100.

[0021] The external system 500 may include, for example, a system that provides an ASP / SaaS service using a language model. Specifically, the server device 100 transmits instructions for the language model to the external system 500 through API cooperation or the like, and receives processing results for the instructions from the external system 500.

[0022] The external system 500 may include, for example, an online storage system that stores information used by the skill management system 1. The external system 500 may also be a personnel system different from the skill management system 1 (for example, a system that manages attendance, labor, and case management such as projects), an ERP system that integrates the core business of a company and centrally manages various information related to the core business, or the like.

[0023] [Network] The network N is configured by a wireless network or a wired network. Examples of the network N include a mobile phone network, a PHS (Personal Handy-phone System) network, a wireless LAN (Local Area Network, including communication conforming to IEEE 802.11 (so-called Wi-Fi (registered trademark))), 3G (3rd Generation), LTE (Long Term Evolution), 4G (4th Generation), 5G (5th Generation), WiMax (registered trademark), infrared communication, visible light communication, Bluetooth (registered trademark), a wired LAN, a telephone line, a power line communication, a power line network, a network conforming to IEEE 1394, etc.

[0024] 2. Overview An example of the skill management system 1 will be described with reference to FIGS.

[0025] <2-1. Generation of First Evaluation Item Group> FIG. 2 is a diagram showing an example of generation of evaluation items (also referred to as "first evaluation items") for evaluating the skills of human resources in the first organization in the skill management system 1. In this example, an example of generating a first evaluation item group in cooperation with an AI system 500a that provides a service (also referred to as "generative AI service") using generative AI as a language model will be described. The generative AI service provided by the AI ​​system 500a typically provides input information and output information that is text information, but may also be image information (including still images and videos) or audio information. Furthermore, the generative AI service may be multimodal AI or single-modal AI.

[0026] (1) As shown in FIG. 2, in the skill management system 1, the server device 100 receives a request from a user via the user device 200 to generate a first evaluation item for a first organization.

[0027] (2) When the server device 100 receives the generation request, it refers to and acquires recruitment information stored in the storage unit 130 of the server device 100, a personnel system, etc. The server device 100 may further acquire personnel information for one or more personnel of the first organization stored in the storage unit 130 of the server device 100, a personnel system, etc.

[0028] The recruitment information is information indicating each of one or more recruitments conducted by the first organization. The recruitment information may include, for example, information indicating the organization and business being recruited for, the job type and position being recruited for, recruitment requirements (in other words, recruitment conditions), and / or recruitment status (for example, "planned recruitment," "current recruitment," "recruitment closed," etc.). The recruitment requirements may include, for example, skills, experience, position, and / or attitude required for each recruitment. Each recruitment requirement may be, for example, either a required requirement (a so-called "MUST" requirement) or a desirable requirement (a so-called "WANT" requirement), and information for distinguishing between them may be provided.

[0029] (3) The server device 100 transmits the acquired recruitment information and a generation instruction (so-called "prompt") for the first evaluation item to the AI ​​system 500a that provides a generation AI service. The server device 100 may also transmit the acquired human resource information. The AI ​​system 500a inputs the recruitment information and the generation instruction into a language model (one aspect of the first language model), which is one of the generation AIs included in the AI ​​system 500a, and outputs a group of first evaluation items including one or more first evaluation items. The AI ​​system 500a may include human resource information as input information for this language model.

[0030] The language model used by the skill management system 1 may include, for example, at least one of the following first to fifth language models. Hereinafter, the first to fifth language models will also be collectively referred to as "language models." First language model: A model for generating a first group of evaluation items Second language model: A model for updating the first group of evaluation items Third language model: A model for selecting a second group of evaluation items from the first group of evaluation items Fourth language model: A model for evaluating the skills possessed by each human resource for each first evaluation item (second evaluation item) Fifth language model: A model for evaluating the skills required for each recruitment for each first evaluation item (second evaluation item)

[0031] The language model may be, for example, a so-called generative AI that generates sentences (text) based on user instructions such as prompts. Specifically, the language model may be a recurrent neural network (RNN) as an AI using a deep learning technique, a long short-term memory (LSTM) that is an RNN that can take into account long-term time series, or a sequence-to-sequence (seq2seq) model that uses an RNN for the encoder and decoder.

[0032] The language model may be, for example, a Large Language Model (LLM) using a Transformer, etc. Specifically, the language model may be a Generative Pretrained Transformer (GPT), a Bidirectional Encoder Representations from Transformers (BERT), a Scaling Language Modeling with Pathways (PaLM), and / or a Large Language Model Meta AI (LLaMA), etc.

[0033] If the language model is an interactive model, the skill management system 1 may perform a dialogue by repeatedly processing instructions from the user device 200 as needed and inputting them into the language model, and processing information output from the language model as needed and outputting it to the user device 200. By thus performing a dialogue with the language model, the skill management system 1 may adjust evaluation items, skill evaluation results, etc.

[0034] The language model may be a model possessed by the external system 500 as shown in the examples of Figures 2 and 3, or it may be a model possessed by the skill management system 1 (for example, a model stored in the memory unit 130 of the server device 100).

[0035] (4) The AI ​​system 500a transmits information (text information) indicating the output first group of evaluation items to the server device 100 as a response (generation result) to the generation instruction received from the server device 100.

[0036] (5) The server device 100 causes the user device 200 to output evaluation items for the skills of the first organization based on the received information indicating the first evaluation item group.

[0037] With the above configuration, the skill management system 1 can generate skill evaluation items based on the skills required in a recruitment process conducted by the first organization. Therefore, the skill evaluation items for the skills of personnel in the first organization can reflect the skill needs of the first organization. Furthermore, the skill management system 1 can also take into account skills obtained from personnel information, so it can generate evaluation items based on the skills actually possessed by personnel in the first organization. In other words, the current state of skills in the first organization can also be reflected in the skill evaluation items for personnel in the first organization. Therefore, ideal and real skills can be reflected in the skill evaluation items.

[0038] 3 is a diagram showing an example of selecting skill evaluation items for a recruitment of personnel for a job in a first organization, evaluating the skills using the selected evaluation items, and recommending personnel based on the evaluation results in the skill management system 1. The evaluation items for each recruitment of personnel are also referred to as "second evaluation items."

[0039] (1) As shown in FIG. 3, in the skill management system 1, the server device 100 receives from the user via the user device 200 a request for recruitment requirements and a recommendation of candidates for these requirements.

[0040] (2) When the server device 100 receives the recommendation request, it refers to and acquires skill-related performance information stored in the storage unit 130 of the server device itself, a personnel system, or the like.

[0041] The skill-related performance information is information about the skills of the first organization among the business performance information, specifically, information indicating performance related to the first evaluation item. The business performance information is information about the performance of business in the first organization. The business performance information may include, for example, proposals, reports, and / or deliverables created in the business of the first organization.

[0042] (3) The server device 100 identifies one or more first candidates based on the recommendation request and the talent information. Specifically, the server device 100 identifies, based on the skill information and job titles included in the talent information, talent who meet standard recruitment requirements, such as whether or not they possess specific qualifications or score above a threshold on specific tests, and whether or not they hold a required job title (e.g., section manager or higher), as first candidates. Note that, for example, if the identified first candidates match the number of positions to be recruited, the server device 100 may skip the processes (4) to (7) described below, identify the identified first candidates as final candidates, and output them to the user device 200.

[0043] (4) The server device 100 transmits the accepted recruitment requirements and a selection instruction to select a second evaluation item group including one or more second evaluation items for the recruitment requirements from the first evaluation item group to the AI ​​system 500a. The AI ​​system 500a inputs the recruitment requirements (text information) and the selection instruction into a language model (one aspect of a third language model), which is one of the generation AIs included in the AI ​​system 500a, and outputs a second evaluation item group including one or more second evaluation items.

[0044] (5) In conjunction with or subsequent to (4) above, the server device 100 transmits to the AI ​​system 500a the skill-related performance information, the evaluation criteria, and instructions to evaluate the numerical values ​​of the skills possessed by each of the one or more first candidates for each of the selected second evaluation items. The AI ​​system 500a inputs the skill-related performance information, the evaluation criteria, and the skill evaluation instructions for each second evaluation item into a language model (one aspect of the fourth language model), which is one of the generation AIs included in the AI ​​system 500a, and outputs the skill evaluation results of each first candidate for each second evaluation item. The AI ​​system 500a may also be configured to categorize the second evaluation items and output the skill evaluation results of each first candidate for each category.

[0045] (6) The AI ​​system 500a transmits to the server device 100 the output group of second evaluation items and the evaluation results of the skills of each first candidate personnel for each second evaluation item (e.g., text information indicating the evaluation value) as a response (selection result and evaluation result) to each selection instruction and evaluation instruction received from the server device 100.

[0046] (7) The server device 100 identifies one or more second candidates for the recruitment requirements from the one or more first candidates based on the received second evaluation item group and the information indicating the skill values ​​of each first candidate. These second candidates are candidates for the recruitment to be recommended to the user who made the recommendation request.

[0047] (8) The server device 100 outputs the received second group of evaluation items and the identified one or more second candidates to the user device 200 that has made the recommendation request.

[0048] In this example, the generation of the first evaluation item, the selection of the second evaluation item, and the evaluation of skills (e.g., calculation of numerical values ​​related to skills) are performed using the same AI system, but this is not intended to limit the system to one having a first language model, a third language model, and a fourth language model. At least two of the system having the first language model, the system having the third language model, and the system having the fourth language model may be the same system, or they may all be different systems.

[0049] With the above configuration, the skill management system 1 can select a second group of evaluation items from the generated first group of evaluation items in accordance with the recruitment requirements, and evaluate the skills of candidate personnel using the selected second group of evaluation items. Therefore, since it is possible to evaluate the skills of personnel using evaluation items that match the recruitment requirements and identify personnel with high evaluation results (e.g., skill values), it is possible to accurately recommend candidate personnel to users.

[0050] <2-3. Evaluation Items, Evaluation Criteria, and Scoring> FIG. 4 is a diagram showing an example of a first group of evaluation items, evaluation criteria for evaluating skills based on this first group of evaluation items, and evaluation and aggregation based on the evaluation criteria in the skill management system 1.

[0051] 4, the first evaluation item group may be configured in a hierarchical structure (in other words, a tree structure) of items belonging to a first layer (e.g., "Technology / Knowledge," "Business Skills," "Attitude / Critical Ability," etc.) and items belonging to a second layer that have a parent-child relationship with each of the items belonging to the first layer (e.g., child items of "Technology / Knowledge" include "IT Knowledge and Understanding of Digital Service Business," "Experience in Data Analysis and Use of BI Tools," etc.). Furthermore, the first evaluation item group may be edited (e.g., adding, changing, or deleting evaluation items) by a user via the user device 200, for example, with respect to the item group output by the first language model.

[0052] The evaluation criteria may be evaluated using a five-point scale of 1 to 5, for example. In the evaluation item "IT knowledge and understanding of the digital service business," if the language model determines that employee A of the first organization corresponds to the item "There are some indications of relevance to IT knowledge and understanding of the digital service business, but no clear description of knowledge or experience," specifically, if employee A's skill information and skill-related achievement information do not include such clear knowledge or experience, employee A's score may be measured as "2 points."

[0053] In evaluating skills based on the evaluation criteria, the skill management system 1 evaluates the skills of each human resource for each evaluation item (referred to as "evaluation axis" in FIG. 4). Furthermore, the skill management system 1 may calculate statistical values ​​of the evaluation results for each evaluation item in the first organization or a portion of the organizations within the first organization (also referred to as the "second organization"). The "statistical value" may be, for example, a total value, an average value, a median value, or a mode value. Based on the calculated statistical values, the skill management system 1 may output, in the form of a graph, the percentage, trend, distribution, etc., of the skill scores for each evaluation item in the first organization.

[0054] With the above configuration, the skill management system 1 can quantitatively evaluate the skills of each employee in accordance with the language model and the evaluation items and evaluation criteria established by the user. In addition, by calculating the statistical values ​​of the skills of the entire first organization, it is possible to visualize the human capital information of the first organization or a part of the organizations.

[0055] 3. Functional Configuration The functional configuration of the server device 100 according to this embodiment will be described with reference to Fig. 5. As shown in Fig. 5, the server device 100 includes a control unit 110, a communication unit 120, and a storage unit 130.

[0056] The control unit 110 includes a receiving unit 111, an acquiring unit 112, a generating unit 113, and an output unit 118. The control unit 110 may also include, for example, a selecting unit 114, an identifying unit 115, a measuring unit 116, and / or a classifying unit 117.

[0057] [Reception Unit] The reception unit 111 receives various information and / or various requests from the user device 200. For example, as one mode of reception, when a user performs an operation input on a screen of the website or dedicated app of the skill management system 1 displayed on the user device 200, the reception unit 111 may receive a message indicating the information that has been input.

[0058] The receiving unit 111 may receive, for example, edits by the user to the first group of evaluation items and / or the second group of evaluation items from a screen of the skill management system 1 displayed on the user device 200. The updating unit 113a may reflect the edits by the user received by the receiving unit 111 in the first group of evaluation items and / or the second group of evaluation items.

[0059] The reception unit 111 includes a generation reception unit 111a. The generation reception unit 111a receives, from the user device 200, a request to generate one or more first evaluation items for evaluating the skills of human resources in the first organization.

[0060] The reception unit 111 may include, for example, an update reception unit 111b. The update reception unit 111b receives an update request from the user device 200 to update the first group of evaluation items.

[0061] The reception unit 111 may include, for example, a recruitment reception unit 111c. The recruitment reception unit 111c receives, from the user device 200, recruitment requirements for a second organization (e.g., a specific department) within the first organization or recruitment requirements for a job (e.g., a project or a case) within the first organization.

[0062] The reception unit 111 may include, for example, a recommendation reception unit 111d. The recommendation reception unit 111d receives a recommendation request for a candidate for the recruitment requirements received by the recruitment reception unit 111c from the user device 200. The recommendation reception unit 111d may receive the recommendation request at the same time as the reception of the recruitment requirements, or at a different time.

[0063] The receiving unit 111 may include, for example, an output receiving unit 111e. The output receiving unit 111e receives an output request from the user device 200 to output various information such as the screens in Figures 6 and 7. The output receiving unit 111e may receive, for example, an output request from the user device 200 to output a screen, audio, file, or the like of the skill management system 1.

[0064] The receiving unit 111 may include, for example, an organization receiving unit 111f. The organization receiving unit 111f receives, from the user device 200, a specific organization within the first organization.

[0065] [Acquisition Unit] The acquisition unit 112 acquires various pieces of information from the user device 200 and / or the external system 500. For example, when the user inputs various pieces of information into a screen of the skill management system 1 displayed on the user device 200, the acquisition unit 112 may receive a message indicating the input various pieces of information at any time. As another example, the acquisition unit 112 may receive a data file indicating the various pieces of information cyclically or event-driven from the user device 200 or the external system 500. As another example, the acquisition unit 112 may instruct an API implemented in the external system 500, such as an online storage system, to refer to the various pieces of information, and acquire the various pieces of information as a result.

[0066] The acquiring unit 112 acquires, for example, business performance information related to the performance of business in the first organization. The acquiring unit 112 may register the acquired business performance information in the storage unit 130 or the like. Furthermore, the business performance information acquired by the acquiring unit 112 may be limited to performance within a predetermined period (for example, within the last three years).

[0067] The acquiring unit 112 may include, for example, an extracting unit 112a. The extracting unit 112a extracts skill-related performance information indicating performance related to the first evaluation item from the business performance information, associates the extracted skill-related performance information with human resource information indicating the human resource corresponding to each performance, and registers the extracted skill-related performance information in the storage unit 130 or the like. The acquiring unit 112 may acquire the skill-related performance information from the storage unit 130 or the like as business performance information.

[0068] The acquiring unit 112 may acquire, for example, organizational information related to an organization. For example, if the organization is a company, the organizational information may include non-financial information such as the company's management policy, company overview, history, executive composition, employee composition, and organizational chart, and / or financial information (such as financial statements). The financial information is, for example, information on the financial statements of each company (such as balance sheets and cash flows).

[0069] The generation unit 113 generates a group of first evaluation items including one or more first evaluation items by inputting recruitment information indicating each of one or more recruitments in the first organization and a generation instruction for the first evaluation items into the first language model based on the generation request received by the generation receiving unit 111 a. This recruitment information includes skills required for each recruitment.

[0070] Specifically, (a) the generation unit 113 first inputs recruitment information and an instruction to generate a first group of evaluation items into the first language model. (b) Next, as a result of this input, the generation unit 113 acquires information indicating one or more first evaluation items output by the first language model. (c) The generation unit 113 then converts the acquired one or more first evaluation items into a first group of evaluation items (by performing data shaping (data processing) according to settings). This generation instruction may be, for example, an instruction to generate optimal evaluation items for evaluating the skills of human resources in the first organization by referring to recruitment information and human resources information. Furthermore, this generation instruction may include an instruction to output, to the first language model, the reasons for generating the first group of evaluation items together with the first group of evaluation items.

[0071] If the first language model is an interactive model (interactive AI), the generation unit 113 may repeatedly execute at least one of the above processes (A) to (C). Specifically, the generation unit 113 may perform the dialogue by repeatedly inputting instructions to adjust (edit) the first evaluation item group from the user device 200 into the first language model after appropriately processing the instructions, and outputting information output from the first language model to the user device 200 after appropriately processing the information. This configuration enables the user to adjust the first evaluation item group.

[0072] According to the above configuration, it is possible to generate a first evaluation item group that reflects the skills required in the recruitment conducted by the first organization. Therefore, it is possible to set evaluation items that reflect the needs of the first organization for the evaluation items of the skills of human resources in the first organization.

[0073] The generation unit 113 may, for example, further input human resource information of each human resource in the first organization into the first language model. With this configuration, the types of skills actually possessed by the human resources can be reflected in the first group of evaluation items. Therefore, skill evaluation items can be generated on a fact-based basis. Furthermore, the generation unit 113 may, for example, further input organizational information of the first organization into the first language model. With this configuration, the policies, structure, finances, etc. of the first organization can be reflected in the first group of evaluation items.

[0074] The generating unit 113 may generate the first group of evaluation items by, for example, inputting recruitment information corresponding to a specific organization identified by the recruitment identifying unit 115b and a generation instruction into the first language model. For example, there may be a need to create a group of skill evaluation items for some organizations, separate from the first organization. With this configuration, it is possible to generate a first group of evaluation items that is suitable for some organizations in response to such needs.

[0075] The generating unit 113 may include, for example, an updating unit 113a. For example, based on an update request received by the update receiving unit 111b, the updating unit 113a updates the first evaluation item group by inputting recruitment information indicating recruitment of personnel conducted in the first organization (also referred to as "unassigned recruitment information") excluding the recruitment information input in generating the first evaluation item group, the first evaluation item group, and an update instruction for the first evaluation item group into the second language model.

[0076] For example, if the recruitment information input in generating the first group of evaluation items is information indicating recruitment conducted within a first period, the "recruitment information...excluding recruitment information input in generating the first group of evaluation items" may be information indicating recruitment conducted within a second period different from the first period. For example, in generating the first group of evaluation items, recruitment information indicating recruitment conducted from the founding of the first organization through fiscal year N (N: natural number) may be used as input information, and in updating the first group of evaluation items, recruitment information indicating recruitment conducted in fiscal year N+1 may be used as input information.

[0077] Specifically, (a) first, the update unit 113a inputs the unapplied recruitment information, the first evaluation item group, and an instruction to update the first evaluation item group into the second language model. (b) Next, as a result of this input, the update unit 113a acquires information indicating the updated one or more first evaluation items output by the second language model. (c) Then, the update unit 113a converts the acquired one or more first evaluation items into an updated first evaluation item group (by performing data reformatting according to user settings). Also, if the second language model is an interactive model, the update unit 113a may repeatedly execute at least one of the above processes (a) to (c), as with the first language model.

[0078] As the mobility and diversity of human resources increases, it is expected that the needs for human resource skills will also change from moment to moment. With the above configuration, changes in the skills required for each recruitment, i.e., changes in needs, can be reflected in the first group of evaluation items. This makes it possible to update and optimize the group of skill evaluation items without imposing a burden on the user.

[0079] The update unit 113a may further input, for example, unapplied human resource information in the first organization into the second language model. With this configuration, when updating the first group of evaluation items, the types of skills actually possessed by human resources who have newly joined the first organization can be reflected in the first group of evaluation items.

[0080] [Selection unit] The selection unit 114 inputs the recruitment requirements accepted by the recruitment acceptance unit 111c and instructions to select a second evaluation item group from the first evaluation item group that includes one or more second evaluation items for these recruitment requirements into the third language model, and selects one or more second evaluation items.

[0081] Specifically, (a) first, the selection unit 114 inputs the recruitment requirements and a selection instruction for the second evaluation items into the third language model. (b) Next, the selection unit 114 acquires, as a result of this input, information indicating one or more second evaluation items output by the third language model. (c) Then, the generation unit 113 converts the acquired one or more second evaluation items into a group of second evaluation items (by performing data shaping according to settings). Furthermore, this selection instruction may instruct the second language model to output the group of second evaluation items together with the reasons for selecting this group of second evaluation items. Furthermore, if the third language model is an interactive model, the selection unit 114 may repeatedly execute at least one of the above processes (a) to (c), as with the first language model.

[0082] The selection unit 114 may input, to the third language model, an instruction to set a priority for each of the one or more selected second evaluation items, either included in the selection instruction or separately from the selection instruction. The priority may be a numerical value within a predetermined range (e.g., expressed as a numerical value from 1 to 10), or may indicate a level such as high, medium, or low.

[0083] According to the above configuration, the selection unit 114 can select evaluation items that match each recruitment requirement. This allows the evaluation items of skills that are important to the recruitment requirements to be automatically identified, and redundant evaluation items for the recruitment requirements to be eliminated. This can therefore promote the efficiency of recruitment.

[0084] [Identification Unit] The identification unit 115 identifies elements that match conditions, etc. from among the multiple elements. The identification unit 115 may include, for example, a talent identification unit 115a. In response to a recommendation request, the talent identification unit 115a identifies one or more candidate talents that meet the recruitment requirements from among the multiple talents in the first organization based on the second evaluation item group, business performance information, and / or talent information.

[0085] The human resource identification unit 115a may, for example, determine whether the wording (keywords) associated with each second evaluation item is included in the work performance information of each human resource, and if it is determined that the wording is included, identify the human resource who performed the work indicated by the work performance information as a candidate human resource.

[0086] The talent identification unit 115a may, for example, input the second group of evaluation items, the work performance information and / or the talent information, and an identification instruction for identifying one or more candidate talents for the recruitment requirements from among multiple talents in the first organization into a sixth language model to identify one or more candidate talents. The identification instruction may also instruct the language model to output each candidate talent along with the reason for identifying the candidate talent. The talent identification unit 115a may also, for example, use machine learning or deep learning techniques (not limited to those using a language model) to identify one or more candidate talents. For example, the talent identification unit 115a first generates (constructs) a model trained using the first group of evaluation items, the recruitment requirements (for a predetermined period in the past), and the work performance information and / or the talent information (for a predetermined period in the past) as explanatory variables and the candidate talent as a target variable. Then, the second group of evaluation items and the work performance information and / or the talent information may be input into the generated model to classify talents that meet one or more candidate talents from those that do not meet the one or more candidate talents.

[0087] The talent identification unit 115a may identify one or more candidate talents based on, for example, the results of measurement by the measurement unit 116. Specifically, the talent identification unit 115a may identify, as candidate talents, talents with relatively high skill values ​​measured by the measurement unit 116 (for example, highly ranked talents such as talents ranked in the top five when the skill values ​​are sorted in descending order).

[0088] The talent identification unit 115a may identify candidate talent in stages, for example, by identifying one or more first candidate talents based on whether or not they satisfy standard requirements included in the recruitment requirements, and then identifying second candidate talents from among the one or more identified first candidate talents using a second group of evaluation items, as shown in the example of Figure 3.

[0089] The talent identification unit 115a may, for example, refer to the storage unit 130 or the like to identify one or more candidates based on the second evaluation item group and skill-related performance information (instead of the work performance information). For example, if the work performance information includes a large number of reports, deliverables, etc., loading these reports, etc. each time a candidate is identified would impose a burden on the system and slow down processing time. With this configuration, skill-related information is extracted in advance, and the extracted information is loaded when identifying candidates, thereby reducing the load and shortening processing time. Therefore, the identification process can be performed efficiently.

[0090] For example, the talent identification unit 115a may identify talent (also referred to as "role model talent") to be used as a role model for each skill group from among one or more talents classified into skill groups, based on the numerical values ​​of the skills possessed by each of the one or more talents. For example, the talent identification unit 115a may identify, in each skill group, talents with relatively high numerical values ​​or statistical values ​​of the skills possessed in the first evaluation items to be classified as role models.

[0091] The identification unit 115 may include, for example, a recruitment identification unit 115b. The recruitment identification unit 115b identifies recruitment information indicating recruitment corresponding to a specific organization from the recruitment information. For example, if the first organization has first to third business divisions and the specific organization is the "sales department" of each business division, the recruitment identification unit 115b may identify information regarding recruitment for sales positions from the recruitment information. Furthermore, if the specific organization is the first business division, the recruitment identification unit 115b may identify information regarding recruitment for the first business division (without being limited to a specific job type) from the recruitment information.

[0092] [Measurement Unit] The measurement unit 116 measures, for each first evaluation item (or each second evaluation item), the numerical values ​​of the skills possessed by each of one or more personnel (also referred to as "possessed skills") and the numerical values ​​of the skills required for each recruitment of personnel (also referred to as "required skills") as evaluations of the skills of the personnel. The measurement unit 116 may, for example, register the measurement results in the storage unit 130 as skill information for each personnel. The measurement unit 116 may, for example, input the business performance information and / or personnel information, the second evaluation item group, the evaluation criteria, and a measurement instruction for measuring the numerical values ​​of the possessed skills of each of the one or more personnel for each second evaluation item into a fourth language model, and measure the numerical values ​​of the possessed skills of each personnel for each second evaluation item.

[0093] The measurement unit 116 may, for example, input recruitment information, evaluation criteria, and instructions to measure the numerical value of the required skills for each recruitment for each first evaluation item into the fifth language model, and measure the numerical value of the required skills for each recruitment for each first evaluation item.

[0094] Specifically, (a) the measurement unit 116 first inputs the recruitment information, the evaluation criteria, and a measurement instruction for the numerical value of each talent's possessed skill or the numerical value of each recruitment's required skill for each first evaluation item into the fourth or fifth language model. (b) Next, as a result of this input, the measurement unit 116 acquires information indicating the numerical value of each talent's possessed skill or the numerical value of each recruitment's required skill for each first evaluation item output by the fourth or fifth language model. (c) The measurement unit 116 then uses the acquired numerical value of each talent's possessed skill or the numerical value of each recruitment's required skill for each first evaluation item as the measurement result (by performing various calculations according to user settings). Furthermore, this measurement instruction may also instruct the fourth or fifth language model to output the reason for measuring the numerical value of each talent's possessed skill or the numerical value of each recruitment's required skill. If the fourth or fifth language model is an interactive model, similar to the first language model, the measurement unit 116 may repeatedly execute at least one of the above processes (A) to (C). Furthermore, this measurement instruction may be, for example, an instruction to measure the skills of human resources in the first organization according to the evaluation criteria for each first evaluation item (or each second evaluation item) by referring to recruitment information or human resource information.

[0095] The measurement unit 116 may measure, for example, the numerical values ​​of the skills possessed by each human resource in chronological order (for example, every six months, every year, every few years, every decade, etc.). The measurement unit 116 may also measure, for example, the numerical values ​​of the required skills required for each human resource recruitment in chronological order.

[0096] The measurement unit 116 may include, for example, a prediction unit 116a. The prediction unit 116a predicts, for each first evaluation item, the numerical values ​​of the possessed skills of each future employee and / or the statistical values ​​of the possessed skills and the statistical values ​​of the future required skills in the first organization (or the second organization) based on the numerical values ​​of the possessed skills and the required skills measured over time. The prediction unit 116a may predict, for each first evaluation item, the numerical values ​​of the possessed skills of each future employee and the statistical values ​​of the future required skills using, for example, (a) moving average method, (b) exponential smoothing method, (c) regression analysis, or the like.

[0097] The prediction unit 116a may generate (construct) a pattern model of the values ​​of the possessed skills by inputting, as learning data, time-series values ​​of the possessed skills over a predetermined period in the past for each first evaluation item (and for each second organization and / or job position). This pattern model may be a model of a pattern of the possessed skills that changes over time for each first evaluation item (and for each second organization and / or job position). The prediction unit 116a may use this generated pattern model to predict, as output data, the values ​​of the possessed skills over the next year (prediction period) for each first evaluation item (and for each second organization and / or job position). The prediction unit 116a may also generate a pattern model for the required skills in the same way as for the possessed skills, and predict the statistical values ​​of the required skills using this generated pattern model.

[0098] [Classification Unit] The classification unit 117 may, for example, calculate a similarity between the numerical values ​​of the possessed skills and classify multiple personnel into one or more groups based on this similarity. This similarity may, for example, be the similarity between skills in a single first evaluation item, or the similarity between skills in multiple first evaluation items. The groups classified based on the possessed skills are also referred to as "skill groups." The classification unit 117 may, for example, use machine learning technology to classify multiple personnel in the first organization into one or more groups.

[0099] The classification unit 117 may generate (construct) a classification model using, for example, unsupervised learning techniques such as clustering (e.g., k-means), principal component analysis, and self-organization map (SOM), and classify multiple personnel into one or more skill groups. As another example, the classification unit 117 may generate a classification model trained using, for example, supervised learning techniques such as support vector machine, Bayesian filter, ID3 for constructing a decision tree, and random forest, and classify multiple personnel into one or more skill groups.

[0100] The classification unit 117 may classify multiple personnel into one or more skill groups based on, for example, the similarity between the transitions in the numerical values ​​of the possessed skills over time.

[0101] [Output Unit] The output unit 118 outputs various types of information (screen display, audio output, file output) to the user device 200. The output unit 118 outputs the first evaluation item group generated by the generation unit 113 to the user device 200. With this configuration, it is possible to output to the user evaluation items that reflect the needs of the first organization regarding the evaluation items of the skills of human resources in the first organization.

[0102] For example, the output unit 118 may output the group of first evaluation items updated by the update unit 113a to the user device 200 in a manner that allows the updated portions from the group of first evaluation items before the update to be identified. Specifically, the output unit 118 may output (display) the group of first evaluation items before and after the update side by side, and may output each group of first evaluation items with tags and / or coloring (e.g., by marking or changing the text color of the updated portions) indicating (a) new additions (only after the update), (b) changes (only after the update or both before and after the update), or (c) deletions (only before the update). This configuration can improve the visibility of the updated portions of the group of first evaluation items.

[0103] The output unit 118 may, for example, output the second group of evaluation items selected by the selection unit 114 to the user device 200 .

[0104] For example, based on an output request received by the output receiving unit 111e, the output unit 118 may cause the user device 200 to output, for each first evaluation item, the numerical value of each personnel's possessed skills and / or the statistical value of the possessed skills in the first organization, and the numerical value of the required skills for each recruitment and / or the statistical value of the required skills in the first organization in a manner that allows them to be compared.

[0105] For example, based on an output request received by the output receiving unit 111e, the output unit 118 may cause the user device 200 to output the predicted future numerical values ​​of the skills possessed by each personnel and / or the statistical values ​​of the skills possessed in the first organization (or the second organization) in a manner that allows comparison with the statistical values ​​of the skills required in the future.

[0106] In recent years, there has been a particular demand for visualization of human capital information. According to the above configuration, by outputting the status of each employee's skills and future numerical forecasts, it is possible to visualize the current skill state (i.e., As Is) and its predicted transition. Furthermore, by outputting the average value of the skills required by the first organization and future forecasts, it is possible to visualize the ideal skill state (i.e., To Be) and its transition. Furthermore, because these are output in a comparable manner, the user can grasp the extent of the gap between the ideal and the reality.

[0107] For example, the output unit 118 may cause the user device 200 to output the skill numerical value for each skill group based on an output request received by the output receiving unit 111e.

[0108] The output unit 118 may, for example, output to the user device 200, for each skill group, training information regarding the training conducted by the role model personnel and / or career information regarding the career of this identified personnel.

[0109] According to the above configuration, the user can understand other personnel classified in the same skill group, i.e., other personnel with similar skill values ​​at a certain point in time or other personnel with similar changes in the skill values ​​over a certain period of time. Furthermore, the user can refer to the training and career history of other personnel classified in the same skill group who can serve as role models for the user's own growth. This allows for support in the growth and development of the user, who is a human resource of the first organization.

[0110] [Communication Unit] The communication unit 120 transmits and receives various information and messages (telegrams) via the network N to and from the user device 200 or devices in the external system 500 .

[0111] [Storage Unit] The storage unit 130 stores information used in the skill management system 1, such as human resources information, recruitment information, business performance information, skill-related performance information, training information, and / or career information. The storage unit 130 may also store, for example, at least one of the first to fifth language models. The storage unit 130 may store each piece of data using a database management system (DBMS), or may store each piece of data using a file system. When using a DBMS, a table may be provided for each piece of data, and each piece of data may be managed by associating the tables with each other.

[0112] 4. Screen Examples Screen examples of the skill management system 1 will be described with reference to FIGS.

[0113] 6, the output unit 118 outputs a search screen A1 for searching for candidates to recommend (recommend) for a recruitment, to the user device 200. In this example, an example will be described in which the recruitment target is a second organization (in this example, "Digital Business Promotion Headquarters Global IT Service Department") within the first organization.

[0114] The search screen A1 includes a department / job input area A11, a task input area A12, a recruitment requirements input area A13, and a search execution button A14.

[0115] The department / job input area A11 displays an input form for inputting a department and / or job as the second organization for which recruitment is being conducted. The department / job input area A11 may accept input of a department and / or job from the user as, for example, standard information. Specifically, the input form for the department / job input area A11 may be a drop-down list that allows the user to select a corresponding department or job from a list of departments and jobs that have been set up in advance.

[0116] The task input area A12 displays an input form for inputting the task details of the job being recruited. The task input area A12 may accept input of the task details from the user as, for example, non-standard information. Specifically, the input form of the task input area A12 may be a text field that allows free text input, allowing the user to freely input text information indicating the task details.

[0117] The recruitment requirement input area A13 displays an input form for inputting the recruitment requirements. The recruitment requirement input area A13 may accept input of the recruitment requirements from the user, for example, as standard information and / or unstandard information. Specifically, the recruitment requirement input area A13 may have an input form as a drop-down list for at least one of the one or more recruitment requirements, allowing the user to select the relevant requirement from a list of pre-set requirements. Furthermore, the recruitment requirement input area A13 may have an input form as a text field for at least one of the one or more recruitment requirements, allowing the user to freely input text information indicating the recruitment requirement.

[0118] The search execution button A14 is a button for executing a search for candidate talent using the information entered on the search screen A1. When the user selects the search execution button A14, the user device 200 transmits the information entered in the department / job input area A11, the task input area A12, and the recruitment requirement input area A13 as recruitment information (including recruitment requirements) to the server device 100 together with a request to recommend candidate talent for the recruitment.

[0119] The receiving unit 111 of the server device 100 receives and accepts the transmitted recruitment information and recommendation request via the communication unit 120. The selecting unit 114 of the server device 100 inputs the accepted recruitment requirements and an instruction to select a second group of evaluation items corresponding to the recruitment requirements from the first group of evaluation items into a third language model, thereby selecting a second group of evaluation items. The acquiring unit 112 of the server device 100 acquires work performance information, and the talent identifying unit 115a of the server device 100 identifies one or more candidate talents for the recruitment from among multiple talents in the first organization based on the selected second group of evaluation items and the work performance information in response to the accepted recommendation request.

[0120] The output unit 118 of the server device 100 generates output information (e.g., a web page) for outputting the search result screen A2 of Fig. 7 that displays the selected second evaluation item group and the one or more identified candidates, and transmits this generated output information to the user device 200 via the communication unit 120. The user device 200 receives this transmitted output information and transitions from the search result screen A1 to the search result screen A2 based on the output information.

[0121] <4-2. Candidate Search Result Screen> As shown in FIG. 7, the output unit 118 causes the user device 200 to output a search result screen A2 that displays the results of a candidate search based on the information entered on the search screen A1 of FIG. 6.

[0122] The search result screen A2 includes a second evaluation item group display input area A21, a candidate display area A22, and a search again button A23.

[0123] The second evaluation item group display input area A21 displays the second evaluation item group (referred to as "selected skill axis" in FIG. 7 ) selected by the selection unit 114 of the server device 100 in order of priority. Furthermore, in the second evaluation item group display input area A21, each displayed second evaluation item group may be an input form. For example, the priority may be changed by rearranging the boxes representing the second evaluation items, or a second evaluation item may be deleted by selecting a delete button ("x" button) provided in each box. Furthermore, the second evaluation item group display input area A21 may display an add button ("+" button) for adding a second evaluation item. When the user selects the add button, the output unit 118 may add a box in the form of a drop-down list displaying unselected first evaluation item groups. The user can select and add a new second evaluation item from the first evaluation item group in this drop-down list.

[0124] The candidate display area A22 displays the identified candidate. For each candidate, the candidate display area A22 may display, for example, (a) a comprehensive review of the candidate, (b) the reason for identifying the candidate (represented as "reason for selection" in FIG. 7), and (c) advice for the candidate.

[0125] The Re-Search button A23 is a button for re-searching for candidate talents that meet the recruitment requirements using the second evaluation item group edited by the user in the second evaluation item group display input area A21. When the user selects the Re-Search button A23, a candidate talent recommendation request and information indicating the edited second evaluation item group are transmitted from the user device 200 to the server device 100. The talent identification unit 115a of the server device 100 re-identifies one or more candidate talents based on the received recommendation request and second evaluation item group, the work performance information, and the talent information. The output unit 118 of the server device 100 outputs the re-identified one or more candidate talents in the candidate talent display area A22.

[0126] 8, the output unit 118 outputs to the user device 200 a dashboard screen (also referred to as a "skill dashboard") A3 that visualizes the skill status, predictions, etc. of the first organization based on information managed by the skill management system 1. The skill dashboard A3 may display statistical values ​​measured and predicted by the measurement unit 116 of the server device 100 in a GUI.

[0127] The skill dashboard A3 displays a distribution graph for each first evaluation item (referred to as "evaluation axis" in FIG. 8 ), with the vertical axis representing the number of personnel and the horizontal axis representing the measurement score. The skill dashboard A3 may, for example, allow the user to specify an organization (e.g., the entire first organization, each department, etc.) to be displayed using a tab.

[0128] Each distribution graph, for example, depicts the total number of personnel for each required skill value (each score) for each recruitment (one aspect of required skill statistics), as a line graph, and the total number of personnel for each possessed skill value in the first organization (one aspect of possessed skill statistics), as a bar graph. The distribution graph may display the required skills and possessed skills superimposed on one graph. This configuration makes it possible to visualize how many people are needed for each score as required skills for each evaluation item. It also makes it possible to visualize how many people actually possess each score as skills for each evaluation item. Furthermore, by displaying these graphs superimposed, the gap between the number of personnel with required skills and the number of personnel actually possessing those skills can be seen at a glance.

[0129] 9 and 10, an example of the operation of the skill management system 1 will be described. Note that the order of processing and processing units shown below are merely examples and may be changed as appropriate.

[0130] 9 is a flow diagram showing an example of the flow of a process for generating a group of first evaluation items in the skill management system 1. As shown in FIG. 9, the generation receiving unit 111a of the server device 100 receives a request from the user device 200 to generate one or more first evaluation items for evaluating the skills of human resources in the first organization (S10).

[0131] Based on the above generation request, the generation unit 113 of the server device 100 inputs recruitment information indicating each of one or more recruitments made in the first organization, including the skills required in the recruitment, organizational information of the first organization, and / or human resource information of the human resources in the first organization, and instructions for generating first evaluation items into a first language model, thereby generating a group of first evaluation items including one or more first evaluation items (S11).

[0132] The output unit 118 of the server device 100 outputs the generated first group of evaluation items to the user device 200 (S12).

[0133] 10(a) is a diagram showing an example of data shaping processing as preprocessing for recommending candidates for a recruitment in the skill management system 1. As shown in FIG. 10(a), the extraction unit 112a of the server device 100 extracts skill-related performance information indicating performance related to the first evaluation item from the business performance information (S20). The extraction unit 112a associates this extracted skill-related performance information with personnel information indicating the personnel corresponding to each performance, and registers them in the storage unit 130 (S21).

[0134] 10(b) is a diagram showing an example of the process of selecting second evaluation items, measuring skills, and recommending candidates in the skill management system 1. As shown in FIG. 10(b), the recruitment receiving unit 111c of the server device 100 receives recruitment requirements for a second organization within the first organization or recruitment requirements for a job within the first organization (S30). The recommendation receiving unit 111d of the server device 100 receives a request to recommend candidates for the above recruitment requirements from the user device 200 (S31).

[0135] The selection unit 114 of the server device 100 inputs the recruitment requirements and an instruction to select a group of second evaluation items corresponding to the recruitment requirements from the group of first evaluation items into a third language model to select one or more second evaluation items (S32). The measurement unit 116 of the server device 100 inputs the skill-related performance information, the measurement criteria, and a measurement instruction to measure the numerical value of the skills possessed by each of one or more talents for each second evaluation item into a fourth language model to measure the numerical value of each talent's skill for each second evaluation item (S33). The talent identification unit 115a of the server device 100 identifies one or more candidate talents based on the measurement results (S34). The output unit 118 of the server device 100 outputs the identified one or more candidate talents to the user device 200 (S35).

[0136] 11 , an example of a hardware configuration in which the above-described server device 100 and / or user device 200 are realized by a computer 800 will be described. Note that the functions of each device can also be realized by dividing them into multiple devices.

[0137] As shown in FIG. 11, the computer 800 includes a processor 801, a memory 803, a storage device 805, an input I / F unit 807, a data I / F unit 809, a communication I / F unit 811, and a display device 813.

[0138] The processor 801 controls various processes in the computer 800 by executing programs (e.g., server programs and / or user programs) stored in the memory 803. For example, each functional unit provided in the control unit 110 of the server device 100 and / or the control unit of the user device 200 can be realized by the processor 801 executing a program temporarily stored in the memory 803.

[0139] The memory 803 is a storage medium such as a RAM (Random Access Memory), etc. The memory 803 temporarily stores the program code of the program executed by the processor 801 and data required when the program is executed.

[0140] The storage device 805 is a non-volatile storage medium such as a hard disk drive (HDD) or flash memory. The storage device 805 stores an operating system and various programs for implementing the above-mentioned configurations. In addition, the storage device 805 can also store tables for registering various data such as personnel information, and a database for managing the tables. Such programs and data are loaded into the memory 803 as needed and can be referenced by the processor 801.

[0141] The input I / F unit 807 is a device for receiving input from a user. Specific examples of the input I / F unit 807 include a keyboard, a mouse, a touch panel, various sensors, and a wearable device. The input I / F unit 807 may be connected to the computer 800 via an interface such as a USB (Universal Serial Bus).

[0142] The data I / F unit 809 is a device for inputting data from outside the computer 800. A specific example of the data I / F unit 809 is a drive device for reading data stored in various storage media. The data I / F unit 809 may be provided outside the computer 800. In this case, the data I / F unit 809 is connected to the computer 800 via an interface such as a USB.

[0143] The communication I / F unit 811 is a device for performing data communication via a network N, either wired or wirelessly, with devices external to the computer 800. The communication I / F unit 811 may be provided external to the computer 800. In this case, the communication I / F unit 811 is connected to the computer 800 via an interface such as a USB.

[0144] The display device 813 is a device for displaying various types of information. Specific examples of the display device 813 include a liquid crystal display, an organic EL (Electro-Luminescence) display, and a display of a wearable device. The display device 813 may be provided outside the computer 800. In this case, the display device 813 is connected to the computer 800 via, for example, a display cable. Furthermore, when a touch panel is used as the input I / F unit 807, the display device 813 can be configured as an integral part of the input I / F unit 807.

[0145] It should be noted that the present embodiment is an example for explaining the present invention, and is not intended to limit the present invention to only this embodiment. Furthermore, the present invention can be modified in various ways without departing from the gist of the present invention. Furthermore, those skilled in the art can adopt embodiments in which the elements described below are replaced with equivalents, and such embodiments are also within the scope of the present invention.

[0146] [Modifications] Although the present invention has been described based on the above embodiment, the following cases are also included in the present invention.

[0147] [Variation 1] At least some of the components of the server device 100 according to the above embodiment may be provided in the user device 200. For example, all or some of the functions of the control unit 110 of the server device 100 may be implemented in the user device 200. In other words, the user device 200 may cooperate with the external system 500 to realize the functions of the skill management system 1.

[0148] 1...skill management system, 100...server device, 110...control unit, 111...reception unit, 112...acquisition unit, 113...generation unit, 114...selection unit, 115...identification unit, 116...measurement unit, 117...classification unit, 118...output unit, 120...communication unit, 130...storage unit, 200...user device, 500...external system, 800...computer, 801...processor, 803...memory, 805...storage device, 807...input I / F unit, 809...data I / F unit, 811...communication I / F unit, 813...display device.

Claims

1. A skill management system comprising: a generation receiving unit that receives, from a user device, a request to generate one or more first evaluation items that evaluate the skills of human resources in a first organization; a generation unit that, based on the generation request, inputs recruitment information indicating each of one or more human resource recruitments made in the first organization, the recruitment information including the skills required in the recruitment, and instructions to generate the first evaluation items into a first language model, thereby generating a group of first evaluation items including the one or more first evaluation items; and an output unit that outputs the generated group of first evaluation items to the user device.

2. A skill management system as described in claim 1, further comprising: an update receiving unit that receives an update request to update the first group of evaluation items from a user device; and an update unit that, based on the update request, inputs recruitment information indicating recruitment of personnel carried out at the first organization excluding the recruitment information input in generating the first group of evaluation items, the first group of evaluation items, and an update instruction for the first group of evaluation items into a second language model to update the first group of evaluation items, and the output unit outputs the updated first group of evaluation items to the user device in a manner that allows the updated parts from the first group of evaluation items before the update to be identified.

3. A skill management system as described in claim 1, further comprising: a recruitment reception unit that receives recruitment requirements for a second organization within the first organization, or recruitment requirements for a job within the first organization, from a user device; and a selection unit that inputs the recruitment requirements and a selection instruction to select a second evaluation item group from the first evaluation item group that includes one or more second evaluation items for the recruitment requirements into a third language model, and selects the one or more second evaluation items; and the output unit outputs the selected second evaluation item group to the user device.

4. A skill management system as described in claim 3, further comprising: a recommendation receiving unit that receives a recommendation request for a candidate for the recruitment requirements from a user device; an acquisition unit that acquires work performance information regarding work performance in the first organization; and a talent identification unit that, in response to the recommendation request, identifies one or more candidate for the recruitment requirements from among multiple talents in the first organization based on the second group of evaluation items and the work performance information, and the output unit outputs the identified one or more candidate candidates to the user device.

5. The skill management system of claim 4, further comprising a measurement unit that inputs the business performance information, evaluation criteria, and measurement instructions for measuring the numerical values of the skills possessed by each of the one or more personnel for each of the second evaluation items into a fourth language model, and measures the numerical values of each personnel for each of the second evaluation items, and the personnel identification unit identifies the one or more candidate personnel based on the results of the measurement.

6. The skill management system described in claim 4, wherein the acquisition unit includes an extraction unit that extracts skill-related performance information indicating performance related to the first evaluation item from the business performance information and registers the information in a memory unit in association with human resource information indicating the human resource corresponding to each performance; the acquisition unit acquires the skill-related performance information from the memory unit as the business performance information; and the human resource identification unit refers to the memory unit to identify the one or more candidate human resources based on the second group of evaluation items and the skill-related performance information.

7. The skill management system described in claim 5, wherein the measurement unit inputs the recruitment information, evaluation criteria, and instructions to measure the numerical value of the required skills required for each of the recruitments for each of the first evaluation items into a fifth language model, thereby measuring the numerical value of each recruitment for each of the first evaluation items; the skill management system further includes an output reception unit that receives an output request from a user device; and the output unit, based on the output request, outputs to the user device, for each of the first evaluation items, the numerical value of the skill of each of the personnel, the numerical value of the required skill of each recruitment and / or a statistical value of the numerical value of the required skill in the first organization in a manner that allows them to be compared.

8. The skill management system described in claim 7, wherein the measurement unit measures the skill numerical value and the required skill numerical value in time series, respectively, and includes a prediction unit that predicts, for each first evaluation item, the future skill numerical value of each of the personnel and / or the future skill statistical value in the first organization and the required skill statistical value based on the skill numerical value and the required skill numerical value measured in time series, the output reception unit receives an output request from a user device, and the output unit, based on the output request, causes the user device to output the predicted future skill numerical value of each of the personnel and / or the future skill statistical value in the first organization and the future required skill statistical value in a manner that allows them to be compared.

9. The skill management system described in claim 5, wherein the measurement unit measures the skill numerical value for each of the first evaluation items in a time series, the skill management system further includes a classification unit that classifies the plurality of personnel into one or more groups based on the similarity between the transitions of the numerical values in a time series, the skill management system further includes an output reception unit that receives an output request from a user device, and the output unit outputs the skill numerical value for each group to the user device based on the output request.

10. The skill management system described in claim 9, wherein the talent identification unit identifies talent to be used as role models in each group from among one or more talents classified into the groups based on the numerical values of the skills possessed by each of the one or more talents, and the output unit outputs, for each group, training information regarding the training undertaken by the talent identified as the role model and / or career information regarding the career of the identified talent to the user device.

11. A skill management system as described in claim 1 or 2, further comprising: an organization reception unit that receives a specific organization within the first organization from a user device; and a recruitment identification unit that identifies recruitment information indicating the recruitment corresponding to the specific organization from the recruitment information, wherein the generation unit inputs the identified recruitment information and the generation instruction into the first language model to generate the first group of evaluation items.

12. A program that causes a computer to implement the following: a generation reception function that receives, from a user device, a request to generate one or more first evaluation items that measure the skills of human resources in a first organization; a generation function that, based on the generation request, inputs recruitment information indicating each of one or more human resource recruitments made in the first organization, the recruitment information including the skills required in the recruitment, and instructions to generate the first evaluation items into a first language model, thereby generating a group of first evaluation items including the one or more first evaluation items; and an output function that outputs the generated group of first evaluation items to the user device.

13. An information processing method in which a computer receives, from a user device, a request to generate one or more first evaluation items that measure the skills of human resources in a first organization; based on the generation request, inputs recruitment information indicating each of one or more human resource recruitments made by the first organization, the recruitment information including the skills required in the recruitment, and instructions to generate the first evaluation items into a first language model, to generate a group of first evaluation items including the one or more first evaluation items; and outputs the generated group of first evaluation items to the user device.

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