JP2001167191A - Device and method for managing information on human resources - Google Patents

Abstract

PROBLEM TO BE SOLVED: To attain the fine matching between the roles of the human resources and the roles such as duties. SOLUTION: A personnel information server 500 manages a role requirement competency database 506 and a personal competency database 505. In regard to the role requirement competency, both essential and expected levels are registered. A Web server 200 secures the matching between the role requirement competency information and the personal competency information and selects the human resources suitable to the relevant roles or the roles suitable to the relevant human resources to display them on a client device 601, etc., of a user.

Description

DETAILED DESCRIPTION OF THE INVENTION

[0001]

BACKGROUND OF THE INVENTION 1. Field of the Invention The present invention relates to a human resource information management apparatus and method used for human resource allocation planning and human resource development support.

[0002]

2. Description of the Related Art It is important to appropriately allocate human resources and to develop human resources in an organization such as a company in order to maintain and improve the competitiveness of the organization. For example, the HR department develops employee skills through skill development cards and career counseling, and uses the HR information obtained through these to find and appoint human resources that match jobs from various departments. Has become.

In recent years, it has been proposed to grasp both employees and duties by using a competency model and use it in a personnel allocation plan. Competencies are individual knowledge and abilities required to perform duties, and are appropriately set with respect to general abilities, expertise, qualifications, and the like. Employees are evaluated for each of some or all of the competencies and given a level. The required competency level is also set for the job.
Then, when a job is requested for a predetermined job, an employee who clears each competency level of the job can be selected as a candidate.

[0004] If this competency model is adopted, accurate ability grasping becomes possible, and it is possible to allocate personnel based on accurate ability evaluation.

[0005] However, in such matching using a uniform competency level, it is only possible to grasp whether the information is applicable or not, and it takes into account dynamic factors such as employee growth and organizational changes. Can not allocate human resources. For example, knowing who has only a small level of competency in their targeted job is important to know the potential vitality within your organization,
In some cases, it is also important to actively recruit such talented people.

[0006] The above-mentioned competency model is mainly used for personnel allocation planning. However, in order for an organization to become more resilient and grow, human resource development must be carried out effectively. Only when individuals are actively involved in their own duties does human resource development work effectively, and the organization itself becomes full of vitality. From such a point, it is preferable that employees use the competency model effectively and spontaneously develop their own abilities. For example, employees can get information about the jobs they can play,
It is preferable to compare the competency level necessary for the job with your own competency level, and find out the direction and means of your own skill development from this comparison.

[0007]

SUMMARY OF THE INVENTION The present invention has been made in view of the above circumstances, and allows a flexible staffing plan using a competency model. Employees themselves can develop competence models. The aim is to provide human resources information management technology that can be used for the guidelines of.

[0008]

According to the present invention, in order to achieve the above object, in a personnel information management apparatus: means for storing an employee's competence level for a plurality of competency items; and a plurality of competency items Means for storing at least two levels of competency of roles in the organization; means for specifying roles in the target organization; competency levels of the employee and at least two levels of the specified roles And a means for selecting an employee corresponding to the specified role by comparing with the above.

In this configuration, by providing two competency levels of roles, it is possible to recruit human resources in a detailed manner. For example, candidates can be stratified by setting a minimum level required for the role (duty) and a more preferable level.

In this configuration, a mode for selecting an employee whose competency level is higher than a higher level of the specified role, a mode for selecting an employee whose competency level is lower than a lower level of the specified role, Means for selectively designating at least two modes included in a group consisting of: a mode for selecting an employee that exceeds a competency level of a lower level of a specified role and lower than a competency level of a higher level of the specified role. May be further provided.

According to the present invention, in order to achieve the above object, in a personnel information management apparatus: means for storing an employee's competency level for a plurality of competency items; Means for storing at least two competency levels of a role; means for designating one employee to be a target; and comparing the competency level of the designated employee with at least two competency levels of the role. Means for selecting a role in the organization corresponding to the designated employee.

In this configuration, roles suitable for the employee can be finely selected.

In this configuration, the specified employee selects a role that exceeds the higher level competency level, the specified employee selects a role that exceeds the lower level competency level, Means for selectively specifying at least two modes included in a group consisting of a mode in which a designated employee exceeds a lower level competency level and selects a role lower than a higher level competency level. Good.

Further, according to the present invention, in order to achieve the above object, in a personnel information management apparatus: means for storing an employee's competency level for a plurality of competency items; A means for storing at least two levels of role competence; a means for specifying a role in a target organization;
A first step of comparing the competency level of the employee with at least two competency levels of the designated role and selecting an employee corresponding to the designated role;
Selecting means; means for specifying one target employee; and comparing the competency level of the specified employee with at least two competency levels of the role to correspond to the specified employee. A second selecting means for selecting a role in the organization; and a means for displaying contents selected by one of the first selecting means and the second selecting means are provided.

In this configuration, an employee who fits the role or a role that fits the employee can be finely selected.

Further, if necessary, there are further provided means for displaying the competency level of the competency item of the designated employee, and means for editing the competency level, wherein the designated level is determined based on the edited competency level. A role corresponding to the performed employee may be selected.

Further, if necessary, there are further provided means for displaying the competency level of the competency item of the designated role, and means for editing the competency level, wherein the designated competency item is designated based on the edited competency level. Alternatively, an employee corresponding to the role may be selected.

Further, according to the present invention, in order to achieve the above object, in a personnel information management apparatus: means for storing an employee's competence level for a plurality of competency items; Means for storing the competency level of the role;
Means for specifying the employee of the specified employee; means for editing the competency level of the specified employee; and comparing the edited competency level of the specified employee with the competency level of the role to specify the specified employee. Means for selecting a role in the organization corresponding to the person.

In this configuration, the competency level of the employee can be edited as appropriate to perform a simulation assuming, for example, a future competency level, which is useful for determining a career path.

Further, according to the present invention, in the personnel information management apparatus: means for authenticating the employee; and in response to the authentication of the employee, the employee enters the competence in the self-evaluation column of the competency item of the employee. Means for registering a level; means for registering a competency level in a manager evaluation column and a fixed evaluation column of the employee's competency item, wherein the competency level is entered in both the self-evaluation column and the manager evaluation column Means for prohibiting registration of a competency level in the final evaluation column if not, means for displaying to the manager of the employee the presence of a competency item whose competency level is registered in the final evaluation column; Means for performing certification of the competency item; a competence item having a competency level registered in the final evaluation column according to the certification of the administrator It is to be provided and means to approve the registration content.

In this configuration, the employee and the boss can efficiently evaluate and approve the competency level in cooperation with each other.

In this configuration, both the employee and the manager may be permitted to register competency levels in the manager evaluation column and the fixed evaluation column.

Further, according to the present invention, in the personnel information management apparatus: means for authenticating an employee; and in response to the authentication of the employee, the employee enters a competence in the self-evaluation column of the competency item of the employee. Means for registering a level; means for registering a competency level in another evaluation column of the employee's competency item, and at least when the competency level is not entered in the self-evaluation column, the other evaluation column Means for prohibiting the registration of competency levels; means for displaying to the manager of the employee the presence of competency items whose competency levels are registered in the other evaluation columns; means for authenticating the manager; A means is provided for approving the registered contents of competency items whose competency levels are registered in the other evaluation columns according to the authentication of the administrator. It is way.

In this configuration, the employee and the manager can efficiently evaluate and approve the competency level in cooperation with each other.

Further, according to the present invention, in the personnel information management apparatus: means for performing authentication of the employee; and in accordance with the authentication of the employee, the employee evaluates the self-evaluation column of the evaluation item of the employee. Means for registering a value; means for registering an evaluation value in another evaluation column of the employee's evaluation item, wherein at least the evaluation value is not entered in the self-evaluation column, Means for prohibiting registration of an evaluation value; means for displaying the existence of an evaluation item whose evaluation value is registered in the other evaluation column to the manager of the employee; means for authenticating the manager; A means is provided for approving the registered contents of the evaluation items whose evaluation values are registered in the other evaluation columns according to the authentication of the administrator.

In this configuration, the employee and the manager can efficiently assign and approve the evaluation value in cooperation with each other.

Further, according to the present invention, in the personnel information management apparatus: means for storing the competency level of a candidate for a plurality of competency items; means for storing at least two competency levels of duties for a plurality of competence items Means for specifying a target job; means for selecting a candidate corresponding to the specified job by comparing the competency level of the candidate with at least two competency levels of the specified job. Is provided.

In this configuration, the matching between the job offer and the job offer can be performed finely. The present invention can also be used in a recruiting company, employment security office, and the like.

The above-described invention can be realized in the form of a method, and a part of the invention can be distributed as a recording medium on which a computer program is recorded.

[0030]

Embodiments of the present invention will be described below.

FIG. 1 shows the overall configuration of the personnel information management apparatus according to the embodiment. The personnel information management apparatus according to this embodiment includes various servers and clients connected to an intranet. Of course, it can be implemented in a stand-alone computer system, and can be configured using a general-purpose computer.

In FIG. 1, a web server 200, a learning resource guide server 300, a security server 400, and various client devices 601, 602, 603 are connected to the intranet 100. The web server 200 is connected to a personnel information server 500.

The web server 200 constitutes a so-called three-layer system, and also operates as an application server. Specifically, in the host, an HTTPD (hypertext transfer daemon) server 201, an application server 20
2. The login management function 203 and the like are operating. HTT
The PD server 201 includes client devices 601, 60
Exchange messages (requests, responses) with the web browsers at 2,603. The application server 202 performs distributed transaction management, communication service, system management, and database access.
The HTTPD server 201 is the application server 2
With the support of O.02, web pages (contents) and various kinds of information are extracted from the personnel information server 500 and the learning resource guide server 300, and new web pages are generated and transmitted to the clients 601, 602, and 603. Static web pages held by the HTTPD server 201 itself are also transmitted to the clients 601, 602, and 603 as appropriate.

Login management function 2 of web server 200
03 manages login from the clients 601, 602, and 603.

The security server 400 holds authentication information of employees (employees) and provides an authentication function service using the authentication information.

Learning Resource Guide Server 300
Is an information providing server using ordinary HTTP.
The client device 601 by the TTPD server 301,
The education menu is presented on the web browsers 602 and 603. The learning resource guide server 300 includes client devices 601, 602, and 603.
Can be directly accessed from the Web server 200, or can be accessed via the web server 200.

The personnel information server 500 is an RDBMS (relational database management system) server 501.
The RDBMS server 501 has an HT
ML screen generation information database 502, employee information database 503, competency dictionary database 504,
Personal competency database 505, role requirement competency database 506, role information database 50
7 is managed.

The personnel information server 500 provides the following services. Publish human resources information Publish role dictionaries and competency dictionaries. The role dictionary describes the contents and necessary competencies of roles (duties) in the organization. Competencies refer to the competencies and expertise required to fulfill that role. The required information can be obtained by searching the role dictionary. The competency dictionary describes the competencies and guidelines for determining their level. Information about a desired competency can be obtained by searching the competency dictionary.

Registration of Competencies of Employees Various competencies of an individual are registered using self-reports and evaluations of superiors. The competency is subdivided into thousands of competency items, and includes competency items common to various roles and specialized competence items. Basically, all employees register for common competency items. For specialized competency items, additional specialized competencies related to each employee are registered and their levels are set. For example, competency levels of 0 to 5 can be assigned to the competency items, and a self-reported competency level and a supervisor's evaluation competency level are input, and a predetermined competency level is registered as a fixed value. In this example, the higher the level, the better. The details of the individual competency registration operation will be described later.

[0040] Competencies are also registered for roles within the organization. This setting is made in advance by the human resources department. Of course, modifications are possible.

Employee Matching Employees, supervisors, human resources departments, etc. can use the competency information registered for the employee and the competency information of various roles to check the role suitable for the employee. In addition, it is possible to correct the competency level of the employee for one or more competency items for simulation, and to know what role the employee can play when the competency of the employee is improved. As a result, a guideline (career path) can be given to the employee.

Role matching The human resources department or the like can specify necessary personnel based on roles or competencies when, for example, there is a job offer. For this identification, role competency information or individual competency information is used. In addition, the required competency level and the expected competency level are set in the role competency item. The required competency level is the minimum required for the job, and the expected competency level is the more desirable level.

As will be described later, the service of the personnel information management apparatus according to the present embodiment includes the following services as shown in FIG.
It is divided into information disclosure, personnel matching and personal matching. Information disclosure is to disclose various information used for human resource development and staffing. Specifically,
Releases role information, assignment information, and competency dictionary information. Personnel matching is used for purposes such as recruiting, and role matching, employee / role matching,
Provide employee matching services. Role matching and employee matching have already been described. Personal matching is used by employees individually for the purpose of personal development and the like, and includes role matching and personal matching. The personal matching is for selecting a matching role without specifying the target person, and is one of the employee matching. In personnel matching and personal matching, role matching and employee (person) matching can be performed, but there are various differences in operation, display, and access from the viewpoint of security.

The client device 601 is for the human resources department.
actualBasic (a trademark of Microsoft Corporation in the United States)
The RDBMS server 501 of the personnel information server 200 can be operated by using a client application constructed by using. With this client application, it is possible to perform a specific management operation only for the human resources department.

The client devices 602 and 603 are used by ordinary employees and bosses (managers), respectively, and perform browsing operations of personnel information using a normal web browser.

Next, the operation of this embodiment will be described.

FIG. 2 shows details of the employee matching (person matching) and the role matching in the operation of this embodiment. It is assumed that the input of the competency requirement information for the role person and the competency information of the principal person have been completed in advance.

First, the employee matching will be described.
Employee matching is provided as part of a personnel matching service or an individual matching service.

[Step S10]: The personnel information management application is activated. For example, user (employee)
Uses a web browser to select a personnel information management application from a list of services in the organization. [Step S11]: Login authentication is performed. When the personnel information management application is activated, the user ID and authentication information are supplied to the security server 400 via the web server 200 and the login management function 202, and personal authentication is performed based on the authentication information. [Step S12]: Operation authority confirmation is performed. User I
Based on D, it is confirmed whether the user has the operation authority. [Step S13]: In order to perform individual matching, an employee to be matched is selected. If the authentication is successful in step S12, the HTTPD server 201 of the web server 200 transmits a web page for employee selection to the client device, and displays the screen 1-1 shown in FIGS. FIG. 4 shows a case where a search is performed by designating a department name, and then an employee is selected from the output list.

To select an employee, one must have authority. This authority is basically the same as the access authority for personnel information. For example, an employee, a boss, or the like can select the employee and perform personal matching. Note that the user is automatically selected by default.

[Step S14]: Competency information of the matching target employee is extracted. Web server 2
The application server 202 of 00 fetches the competency level of the competency item of the employee from the personal competency database 505 based on the ID of the employee to be matched and creates a display web page,
It is supplied to the user's client device and the competency information of the matching target employee is displayed as shown in a screen 1-2 in FIG. In the example of FIG. 5, the competency code and the competency name are displayed, and their levels are also described.
This level can be edited by the user using a pull-down menu. For example, a simulation can be performed by performing editing assuming a future competency level. If the matching is performed at the current level without editing, the process proceeds to step S15. When editing is performed, the process proceeds to step S16.

[Step S15]: To perform matching at the current competency level, the "matching" button (FIG. 5) for directly instructing matching is operated.

As a matching mode, one of three modes, “more than essential level”, “more than expected level”, and “more than essential level and less than expected level” can be selected by radio buttons.

In response to the operation of the "matching" button, the application server 202 of the web server 200 is instructed to execute matching. Application server 2
02 is notified that there is no editing of the competency level. Based on this, the competency information of the employee is extracted from the personal competency database of the personnel information server 500, and the role requirement competency database is searched according to the matching mode to be applicable. Identify roles.
First, the number of hit roles is displayed as a search result (screen 1-4 in FIG. 7).

[Step S16]: The user can correct the competency level of each competency item by using the pull-down menu as shown in the screen 1-3 of FIG. For example, a role suitable for oneself in the future can be searched for in consideration of one's future competency level.

[Step S17]: When the "matching" button (FIG. 6) is operated, a matching instruction is sent to the web server 200 together with the correction parameters. Based on this, the application server 202 retrieves the individual competency database and retrieves the competency information of the corresponding employee, further performs parameter level modification based on the modified parameters, and retrieves the role requirement competency database 506 to retrieve, for example, future Identify roles that correspond to competencies. Also in this case, first, the number of hit roles is displayed as a search result (screen 1-4 in FIG. 7).

[Step S18]: If the user instructs the display by operating the “Yes” button on the screen 1-4 in FIG. 7, the application server 202 of the web server 200 creates a web page displaying a list of applicable role candidates. And sends it to the client device, and displays screen 1-5 shown in FIG.
Is displayed. In each role entry, a role name, grade, and the like are described, and a radio button for selection is provided.
The user operates a radio button for selecting an entry of a role for which details are to be obtained.

[Step S19]: When the "display result" button is operated on the screen 1-5 of FIG. 8, the details of the selected role (competency information) are displayed together with the competency information of the user. For example, a screen 1-6 in FIG. 9 is displayed. Thereby, it is possible to know how much the user fits the role. When a plurality of roles are selected, the roles are displayed one by one.

[Step S20]: By operating the "display active employee" button on the screen 1-5 in FIG. 8, the employees who are currently assigned to the selected role are displayed. Thereafter, when a predetermined employee is selected and operated, the competency information of the current employee is displayed together with the competency information of the role as shown in a screen 1-5 in FIG. Thereby, the degree of conformity to the role of the current user is displayed.

[Step S21]: On the screen 1-6 in FIG. 9, the competencies for which the user is insufficient for the role are highlighted in color. When the user selects this competency, the corresponding argument is sent to the web server 200 and the application server 20
2 searches the competency dictionary database 504, converts the information into web form for the competency, and transmits it to the client device.

[Step S22]: The competency information web page has a button for selecting an education menu. When this button is selected, the corresponding argument is set to the web server 2
The application server 202 retrieves the corresponding web page from the learning resource guide server 300 and sends it to the client device to display the education menu.

[Step S23]: Step S23
An application for education can be made using the 22 menus.

Next, role matching will be described.
This role matching is also provided as a part of the personnel matching service or the personal matching service. Confirmation of operation authority from application startup (Step S
Steps S10 to S12) are the same as the operations of employee matching (person matching). Of course, authority levels are different.

[Step S30]: When role matching is selected, a screen 2-1 for role search as shown in FIG. 12 is displayed. When a “search” button is operated after inputting a business unit, a role name, etc., a search is started. Web server 20
The application server 202 of No. 0 searches the role information database 507 based on the corresponding argument and displays a list of roles that have been hit as shown in a screen 2-1 in FIG. The user selects an entry of a desired role from this list (a plurality of entries may be selected).

[Step S31]: Screen 2-1 in FIG.
When the "Next" button is operated on the list screen of the Web server 200, the corresponding argument is
02, the competency information of the selected role is acquired from the role requirement competency database 506, and displayed as shown in a screen 2-2 of FIG.

[Step S32]: If necessary, the desired competency level is corrected as shown in screen 2-3 in FIG.

[Step S33]: Next, one of the modes of “essential requirement matching”, “expected requirement matching”, and “excellent person matching” is selected. In addition, the competency items to be considered which are defined by default can be removed or added. The range of the competency can be corrected by a radio button "CK" provided in the competency entry (FIG. 15). It also specifies how many competencies above the criterion are treated as hits at least. For example,
In the case where the number of competences to be considered is 39, it can be designated to be selected as a candidate employee if the criteria are cleared for 30 target competency items. When the “matching” button is operated after the above setting, the argument corresponding to the setting is set in the application server 2
02, and proceeds to steps S34, S35 and S36. The personal competency database 505 is searched while referring to the role requirement competency database 506 to identify employees who satisfy the set requirements.

[Step S34]: When the essential requirement matching is selected, the individual competence database 505 is searched while referring to the role requirement competency database 506, and an employee who satisfies the set requirement in relation to the essential requirement is specified. . The number of hit employees is displayed as shown in a screen 2-4 in FIG.

[Step S35]: If the expected requirement matching is selected, the personal competency database 505 is similarly searched while referring to the role requirement competency database 506, and an employee who satisfies the set requirement in relation to the expected requirement is searched. Identify. Also in this case, the screen 2-
The number of hit employees is displayed as shown in FIG.

[Step S36]: If the optimal assignment matching is selected, the personal competency database 505 is similarly searched with reference to the role requirement competency database 506, and the search is made in relation to both the essential requirements and the expected requirements. Identify employees who meet the configuration requirements. Also in this case, the number of hit employees is displayed as shown in a screen 2-4 in FIG.

[Step S37]: Screen 2-4 in FIG.
When the "Yes" button is operated in step 2, the corresponding argument is transmitted to the application server 202 of the web server 200, a web page displaying a list of hit employees is created, and returned to the client device. As a result, a screen 2-5 shown in FIG. 17 is displayed.

[Step S38]: When the employee to be displayed is selected using the radio buttons in the list of FIG. 17 and the "Result display" button is operated, the competency information of the corresponding employee is displayed together with the competency information of the role in FIG.
Is displayed as shown in the screen 2-6 of FIG. In addition, on the screen 2-5 in FIG. 17, the number of cleared competencies is displayed for each entry of the employee, and the approximate degree of conformity can be grasped.

[Step S39] Since the personnel department or the like wants to know what kind of employee the selected employee is, an option for confirming the detailed information of the employee may be provided on the screen of FIG.

The above-described employee matching and role matching are extremely effective tools when an employee decides a career path, a boss formulates a training plan, recruits human resources, or determines an appointment person. Becomes

Next, input of competency information of employees will be described. Registration of employee competency information is as follows. Employee registers self-evaluation value. The boss registers the evaluation value of the employee. However, allow employees to register by themselves assuming evaluation values by their boss. Set a fixed evaluation value separately from the employee's self-evaluation value and the supervisor's evaluation value so that both can easily decide. If neither the self-evaluation value of the employee nor the supervisor's evaluation value has been registered or entered, the finalized evaluation value cannot be registered. If the finalized evaluation value has been registered, it is displayed to the boss to urge approval. The approved evaluation value is valid.

Hereinafter, description will be made mainly with reference to the drawings after FIG. First, the input / registration operation of the employee himself will be described.

[Step S40]: First, the application is started. This processing is basically performed in step 10 of FIG.
Is the same as

[Step S41]: Next, login authentication is performed. This process is also basically the same as step S11 in FIG.

[Step S42]: Next, the operation authority is authenticated. This processing is also basically performed in step S12 of FIG.
Is the same as

[Step S43]: Enter a competency level in the competency item. This situation is shown on a screen 3-1 in FIG. The employee can enter the competency level in the three fields “person”, “boss”, and “confirmed”. When the employee enters the evaluation value on behalf of the boss, the boss only needs to approve the end. Of course, the boss himself can register in the "boss" evaluation column.

[Step S44]: When the "register" button is operated, the corresponding argument is sent to the application server 202 of the web server 200. At this time, if there is no entry or registration in either the “person” column or the “boss” column, but there is an entry in the “fixed” column, the application server 202 determines that this is an error. If a level is registered in the "confirmed" column even though the competency evaluation procedure is inappropriate, there is a risk that the boss will be approved as it is, and such a situation must be avoided. If an error is determined, the application server 202 creates a web page that displays the content of the error, transmits the web page to the client device, and performs display as shown in a screen 3-2 in FIG.

[Step S45]: If there is no error, the application server 202 creates a web page for confirming the registered contents, transmits the created web page to the client device, and performs display as shown in a screen 3-3 in FIG. When the "Yes" button is operated on this screen, registration is executed, and a display is made upon completion of registration as shown in a screen 3-3 in FIG.

Thus, the competence information is registered by the employee. Competency information is expected to be performed sequentially because of the large number of inputs, but may be performed collectively.

Next, the registration and approval operation of the boss will be described. Steps S40 to S42 are as described above.

[Step S46]: Whether the boss needs to register competency information for the employee to be managed
Or check if it needs to be approved. Registration of boss
When the confirmation service is selected, in response to this, the application server determines whether or not there is a target employee who needs to be registered and a target employee who needs approval. result,
The presence or absence (number) of the input or approval target employee is displayed as shown in a screen 3-4 in FIG. "Fixed data not entered" and "approval pending" employees are highlighted, and an "Enter" button is displayed.

[Step S47]: Screen 3-4 in FIG.
Is operated, the corresponding argument is transmitted to the application server 202 of the web server 200, and the competency information (there is no input) is taken out (not registered in the master).
Based on this, a web page that displays competency information is created and transmitted to the client device, and the display shown in screen 3-5 in FIG. 24 is performed.

[Step S48]: Screen 3-5 in FIG.
By operating the "register" button in, the input contents are registered. For example, enter only the “boss” field and the employee
You can also prompt them to fill in the fields.

[Step S49]: Screen 3-4 in FIG.
Is operated, the approval of the competency item to be approved is notified to the application server 202 of the web server 200. The application server 202 creates a web page for prompting approval confirmation and sends it to the client device. As a result, FIG.
Is displayed as shown in screen 3-6. When the “Yes” button is operated on the screen in FIG. 25, the approval is determined in response to the operation, and the display as shown in a screen 3-6 in FIG. 26 is performed.

According to such competency registration, there is a merit that an employee and a boss can register with emphasis. If the boss only wants to approve the input of the employee without inputting it himself / herself, the employee may input in the “boss” column and the “fixed” column. If the "confirmation" column has not been entered, it is possible to notify this to the boss and prompt the boss to input. In addition, even when the “confirmed” column is registered, but the approval has not yet been made, it is possible to notify the supervisor of this and issue a prompt for approval.

Although the embodiments have been described in detail, the present invention is not limited to the above-described embodiments, and various modifications can be made without departing from the gist of the invention. For example, in the above-described embodiment, use within an organization is premised, but it is also possible to use the service in a recruiting company or the like.

[0091]

As described above, according to the present invention, it is possible to use personnel information in a detailed manner.

[Brief description of the drawings]

FIG. 1 is a diagram showing a configuration of an embodiment of the present invention.

FIG. 2 is a flowchart for explaining the operation of the above embodiment.

FIG. 3 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 4 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 5 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 6 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 7 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 8 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 9 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 10 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 11 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 12 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 13 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 14 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 15 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 16 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 17 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 18 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 19 is a flowchart illustrating the operation of the above embodiment.

FIG. 20 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 21 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 22 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 23 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 24 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 25 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

FIG. 26 is a diagram showing a halftone image on a display screen for explaining the operation of the above embodiment.

[Explanation of symbols]

 Reference Signs List 100 Intranet 200 Web server 300 Learning resource guide server 400 Security server 500 Personnel information server 601, 602, 603 Client device 201 HTTPD server 202 Application server 203 Login management function 501 RDBMS server 502 HTML screen generation information database 503 Employee information database 504 Competency Dictionary database 505 Personal competency database 506 Role requirement competency database 507 Role information database

 ──────────────────────────────────────────────────続 き Continuing on the front page (72) Inventor Tatsuya Orita 2--17-22 Akasaka, Minato-ku, Tokyo Inside Fuji Xerox Co., Ltd. (72) Inventor Hiroshi Okano 2--17-22 Akasaka, Minato-ku, Tokyo Fuji Inside Xerox Co., Ltd. (72) Inventor Masahiko Koshiba 2--17-22 Akasaka, Minato-ku, Tokyo Fuji Xerox Co., Ltd. (72) Hiromi Tanaka 2--17-22 Akasaka, Minato-ku, Tokyo Fuji Zero Fuji Xerox Co., Ltd. (72) Inventor Toshio Aizawa 2--17-2 Akasaka, Minato-ku, Tokyo Fuji Xerox Co., Ltd. (72) Mikiya Yamama 2--17-22 Akasaka, Minato-ku, Tokyo Fuji Xerox Incorporated F term (reference) 5B049 AA00 BB00 CC03 CC33 EE05 EE23 EE41 FF01 FF07 GG04 5B075 KK13 KK33 KK38 KK43 KK45 KK54 KK63 ND07 ND23 NK06 NK13 NK22 NK39 PP03 PP13 PP28 PQ02 PQ15 PQ46 UU08

Claims (15)

[Claims] 1. Means for storing an employee's competency level for a plurality of competency items; Means for storing at least two levels of competency levels of roles in an organization for a plurality of competency items; Means for comparing the competency level of the employee with at least two competency levels of the designated role and selecting an employee corresponding to the designated role. Human resource information management device. 2. A mode for selecting an employee whose competency level is higher than a higher level of the specified role, a mode for selecting an employee whose competency level is lower than a lower level of the specified role, and Means for selectively designating at least two modes included in a group consisting of a mode for selecting an employee that exceeds the competency level of the lower level of the role and that is lower than the competency level of the higher level of the specified role. The human resource information management device according to claim 1, further comprising: 3. A means for storing an employee's competency level for a plurality of competency items, a means for storing at least two levels of competence levels of roles in an organization for a plurality of competency items, and a target employee Means for comparing the competency level of the designated employee with at least two competency levels of the role and selecting a role in the organization corresponding to the designated employee. A human resource information management device, characterized in that: 4. A mode in which the specified employee selects a role that exceeds a higher level competency level, a mode in which the specified employee selects a role that exceeds a lower level competency level, 4. The method according to claim 3, further comprising means for selectively designating at least two modes included in a group consisting of a mode in which the employee selects a role that is above the lower level competency level and lower than the upper level competency level. Human resources information management device. 5. A means for storing an employee's competency level for a plurality of competency items, a means for storing at least two levels of competency levels of roles in an organization for a plurality of competency items, and a role in a target organization. Means for specifying an employee and comparing the competency level of the employee with at least two competency levels of the specified role to select an employee corresponding to the specified role.
Selecting means, a means for specifying one target employee, and comparing the competency level of the specified employee with at least two competency levels of the role to correspond to the specified employee. Personnel information comprising: a second selection unit for selecting a role in the organization; and a unit for displaying the content selected by any of the first selection unit and the second selection unit. Management device. 6. The designated employee further comprises means for displaying the competency level of the competency item of the designated employee, and means for editing the competency level, wherein the designated employee is based on the edited competency level. The personnel information management device according to claim 3, 4 or 5, wherein a role corresponding to a person is selected. 7. The apparatus further comprises: means for displaying a competency level of the competency item of the designated role; and means for editing the competency level, wherein the competency item is assigned to the designated role based on the edited competency level. 6. The human resource information management device according to claim 1, wherein a corresponding employee is selected. 8. A means for storing an employee's competency level for a plurality of competency items, a means for storing a competency level of a role in an organization for a plurality of competency items, and a means for designating one target employee And means for editing the competency level of the specified employee, and in the organization corresponding to the specified employee by comparing the edited competency level of the specified employee with the competency level of the role Means for selecting the role of a person. 9. A means for authenticating an employee, a means for the employee to register a competency level in a self-evaluation column of a competency item of the employee in response to the authentication of the employee, A means for registering a competency level in the item's manager evaluation column and final evaluation column.If no competency level is entered in both the self-evaluation column and the administrator evaluation column, the competency level is registered in the final evaluation column. Means for prohibiting registration, means for displaying the existence of competency items whose competency level is registered in the final evaluation column to the manager of the employee, means for authenticating the manager, and authentication of the manager Means for approving the registered content of the competency item whose competency level is registered in the final evaluation column in accordance with Human resources information management apparatus according to symptoms. 10. The personnel information management apparatus according to claim 9, wherein both the employee and the manager are allowed to register competency levels in the manager evaluation column and the fixed evaluation column. 11. A means for authenticating an employee, a means for the employee to register a competency level in a self-evaluation column of a competency item of the employee in response to the authentication of the employee, Means for registering the competency level in the other evaluation column of the item, and means for prohibiting registration of the competency level in the other evaluation column if at least the competence level is not entered in the self-evaluation column; Means for displaying the existence of a competency item whose competency level is registered in the evaluation section to the manager of the employee; means for authenticating the manager; and the other evaluation sections according to the authentication of the manager. Means for approving the registered content of the competency item whose competency level is registered in the personnel information management apparatus. 12. A means for authenticating an employee, a means for the employee to register an evaluation value in a self-evaluation column of an evaluation item of the employee in response to the authentication of the employee, and an evaluation of the employee Means for registering an evaluation value in the other evaluation column of the item, and means for prohibiting registration of the evaluation value in the other evaluation column if at least the evaluation value is not entered in the self-evaluation column; Means for displaying the existence of an evaluation item whose evaluation value is registered in the evaluation column to the manager of the employee; means for authenticating the manager; and the other evaluation columns according to the authentication of the manager. A means for approving the registered contents of the evaluation item whose evaluation value is registered in the human resource information management device. 13. A means for storing a candidate's competency level for a plurality of competency items, a means for storing at least two competency levels of a job for a plurality of competency items, a means for specifying a target job, Means for comparing a competency level of the candidate with at least two competency levels of the designated job to select a candidate corresponding to the designated job. 14. An employee's competency level for a plurality of competency items; storing at least two competency levels of roles in an organization for the plurality of competency items; a role in a target organization And selecting an employee corresponding to the specified role by comparing the competency level of the employee with at least two competency levels of the specified role. Human resources information management method. 15. An employee's competency level for a plurality of competency items; storing at least two levels of competency levels of roles within an organization for the plurality of competency items; And selecting a role in the organization corresponding to the specified employee by comparing the competency level of the specified employee with at least two competency levels of the role. A human resource information management method characterized by the following.