JP4766342B2 - Human resource development information management system, human resource development information management method, human resource development information management program, and program recording medium - Google Patents

Description

  The present invention relates to a human resource development information management system, a human resource development information management method, a human resource development information management program, and a program recording medium.

  Human resource development in a company is important for improving the ability and skills of employees, and various systems for supporting human resource development have been proposed.

  For example, a human resource information management system described in Japanese Patent Laid-Open No. 8-194745 “Human Resource Information Management Method and Human Resource Information Management System” of Patent Document 1 and “Human Resource Information Management Device” of Japanese Patent Application Laid-Open No. 2001-167191 of Patent Document 2 The human resource information management device described in "and method" is intended to make it possible to easily develop a human resource development plan in consideration of the level of human resource history required by the organization. It is a human resource information management system.

In addition, a human resource development support system described in Japanese Patent Application Laid-Open No. 2004-246507 “Human Resource Development Support System and Human Resource Development Support Device” of Patent Document 3 diagnoses human behavioral characteristics and skills, and a training plan based on the diagnosis result The training courses that are directly related to or related to the development plan are extracted and presented, and the results and results are computerized for each case, and are accumulated in the database for sharing. It is a human resource development support system aimed at making it possible.
JP-A-8-194745 (page 4-6) JP 2001-167191 A (pages 5-7) JP 2004-246507 A (page 6-11)

  However, each of the above-described conventional techniques has a problem in that the aspects that are not targeted for the human resource development plan in the organization are still not solved.

  The reason for this is that in each conventional system for human resource development, the direction of the human resource development strategy of the company and the vector direction of personal growth are matched, and the company's human resource development strategy is specifically mapped to each individual. This is because no consideration has been given to both aspects of performing.

  Such human resource development plans that do not involve organizational strategies do not lead to professional development programs that support the business and technology of the organization and support competitiveness.

  The present invention has been made in view of such problems of the prior art, and the process from the planning of the organization's human resource development plan to the implementation of the organization's human resource development plan as a career plan for each individual is carried out. An object is to provide a human resource development information management system, a human resource development information management method, a human resource development information management program, and a program recording medium to be supported.

  In order to solve the above-described problems, a human resource development information management system, a human resource development information management method, a human resource development information management program, and a program recording medium according to the present invention employ the following characteristic configurations.

  (1) In a human resource development information management system including at least human resource development plan support means for supporting a human resource development plan, human resource development simulation means for simulating a human resource development situation, and career path creation means for creating a career path Supporting the creation of a human resource development plan during the period of the medium-term plan, which is necessary for the human resource development plan support means to achieve the business strategy in the medium-term plan of the organization, Using the career path created by the path creation means, the skill level of the job type at any point in time during the medium-term plan is predicted by simulation from the skill level of the current job type of each individual belonging to the organization Human resource development information management system.

  According to the human resource development information management system, human resource development information management method, human resource development information management program, and program recording medium of the present invention, the following effects can be obtained.

  The first effect is to support the development of human resource development plans to achieve the organization's business strategy, and to easily verify the validity of the planned human resource development plans of each organization and individual human resource development plans (career plans). It is possible to do.

  The second effect is that it is possible to support an appropriate career path design for developing an organization's human resource development plan to a specific individual.

  The third effect is that the human resource development strategy of the organization can be expanded to specific individuals.

  Preferred embodiments of a human resource development information management system, human resource development information management method, human resource development information management program, and program recording medium according to the present invention will be described below with reference to the accompanying drawings. In the following description, the human resource development information management system and the human resource development information management method according to the present invention will be described. However, the human resource development information management method is implemented as a human resource development information management program executable by a computer. Needless to say, the human resource development information management program may be recorded on a computer-readable recording medium.

(Features of the present invention)
The present invention realizes a mechanism for planning a medium-term human resource development target in an organization, not a human resource development plan for individuals. From the current skill level of each individual, using a career path, a medium-term It is characterized by supporting the process from the planning of the organization's human resource development plan to the realization of the planned human resource development plan as an individual career plan by simulating the future skill level. Here, based on the human resource development strategy of the organization, the individual growth direction of each human resource is set from information on the capabilities and future vision of each existing human resource, and a human resource development plan for the entire organization is created from the individual growth status of each existing human resource In order to achieve this, at least a career path creation means, a human resource development plan support means, and a human resource development simulation means are provided. Furthermore, in order to embody an individual career plan and evaluate the current practical ability, a career plan creation means, a skill assessment Means are provided at least.

  The career path in the present invention is a route for improving careers in a stepwise and planned manner while accumulating experiences and skills toward a career goal. The career path is a set of the target period (total number of years after joining the company) to reach the level in addition to the path to the job category and specialized field. It is built on the basis of a skill dictionary, which is a clarified and systematic index for each job type and specialized field.

  The career path creation means reads out the job type, specialized field, and level configuration from the skill dictionary storage unit that stores the skill dictionary and displays it on the screen. The career path name input from the client terminal used by the planner of the human resource development plan In addition to the path to the job type and specialized field, the target period until reaching the level is recorded as a career path in the career path storage unit. Here, the human resource development plan is a medium-term human resource development target in the organization, and clarifies skills and human resources necessary for achieving the business strategy of the organization according to the skill dictionary.

  The human resource development plan support means displays the number of current skill level certified persons read from the skill level certification storage unit and maps them for each job type, specialized field, and level read from the skill dictionary storage unit and displays them on the screen . In addition, as a human resource development target for achieving the business strategy of the organization, a target value for each job type, specialized field, and level input from a client terminal used by a human resource development planner is recorded in the human resource development plan storage unit.

  The human resource development simulation means is inputted from the client terminal used by the human resource development planner for the numerical value obtained by summing the current number of skill level certified persons for each job type, specialized field, and level read from the skill dictionary storage unit. The career path pattern and the number of assignments for each job type, specialized field, and level are associated and recorded in the human resource development simulation storage unit.

  Also, the career path assigned to the numerical value of the number of current skill level certified persons recorded for each job type, specialized field, and level recorded in the human resource development simulation storage section is read from the career path storage section for five years. The previous achievement level is calculated and displayed on the client terminal used by the planner of the human resource development plan together with the human resource development plan read from the human resource development plan storage unit.

  The career plan drafting means reads out career paths that can be selected at the current skill level of the individual read from the skill level certification storage unit from the carrier path storage unit and displays them on the client terminal used by the individual as individual selection candidates. The career plan embodied by describing the achievement time of the target career (job type, specialized field, level) in the career path selected in the client terminal used by the individual is recorded in the career plan storage unit.

  The skill assessment means reads out the practical ability index from the skill dictionary storage unit and displays it on the screen, and records the evaluation result of each index input from the client terminal used by the individual or the supervisor in the assessment result storage unit. Also, the skill level certification information input from the client terminal used by the boss is recorded in the skill level certification storage unit.

(Configuration of the embodiment)
Hereinafter, a configuration example of an embodiment of a human resource development information management system according to the present invention will be described with reference to the drawings. FIG. 1 is a block configuration diagram showing an example of the configuration of a human resource development information management system according to the present invention. The human resource development information management system shown in FIG. 1 includes a human resource development information management device 2 that operates under program control, a storage device 3 that stores various types of information, and a plurality of client terminals 1a, 1b, and 1c. . The human resource development information management apparatus 2 and the client terminals 1a, 1b, and 1c are connected to each other by a network 4 such as the Internet or an intranet, and human resource development information management is performed by a web browser installed in the client terminals 1a, 1b, and 1c. Information is exchanged with each means of the apparatus 2.

  As shown in FIG. 1, the human resource development information management device 2 includes at least each of human resource development plan support means 21, human resource development simulation means 22, career path creation means 23, career plan planning means 24, and skill assessment means 25. ing.

  As described above, the human resource development plan support means 21 uses the skill level certification storage unit 32 of the storage device 3 to store the current skill level certification number according to an instruction from the client terminal 1a used by the human resource development planner. The numerical values read out and mapped are mapped for each job type, specialized field, and level read from the skill dictionary storage unit 31 of the storage device 3, and displayed on the client terminal 1a used by the human resource development planner. In addition, as human resource development goals for achieving the business strategy of the organization, target values (target skill, target skill level, target requirement) for each job type, specialized field, and level input from the client terminal 1a used by the human resource development planner Number) is recorded in the human resource development plan storage unit 33 of the storage device 3. Here, the human resource development plan is a medium-term human resource development goal in the organization, and clarifies the skills and human resources necessary to achieve the business strategy of the organization set as the medium-term plan according to the skill dictionary. is there.

  As described above, the human resource development simulation means 22 is provided for each job type, specialized field, and level read from the skill dictionary storage unit 31 of the storage device 3 in accordance with an instruction from the client terminal 1a used by the human resource development planner. A career path pattern and the number of assignments are associated with a numerical value obtained by tabulating the current number of skill level authorized persons and recorded in the human resource development simulation storage unit 34 of the storage device 3.

  In addition, as described above, the human resource development simulation means 22 is a career assigned to a numerical value obtained by counting the current skill level certified number for each job type, specialized field, and level recorded in the human resource development simulation storage unit 34. The path is read from the carrier path storage unit 35 of the storage device 3, the achievement level up to five years ahead is predicted, and the human resource development plan is read together with the human resource development plan read from the human resource development plan storage unit 33 of the storage device 3 The screen is displayed on the client terminal 1a used by the planner.

  As described above, the career path creation means 23 reads the configuration of job type, specialized field, and level from the skill dictionary storage unit 31 that stores the skill dictionary, and displays the screen on the client terminal 1a used by the human resource development planner. In addition to the career path name input from the client terminal 1a used by the human resource development planner and the path to the job type, specialized field, and level read from the skill dictionary storage unit 31 of the storage device 3, until the level is reached Is recorded in the carrier path storage unit 35 of the storage device 3 as a carrier path.

  As described above, the career plan drafting unit 24 reads, from the carrier path storage unit 35, selectable career paths at the individual current skill level read from the skill level authorization storage unit 32 of the storage device 3, and selects individual candidates. As an individual carrier, the screen is displayed on the client terminal 1b used by the individual, and the target career (job type, specialized field, level) is recorded on the career path selected on the client terminal 1b used by the individual. A plan is created and recorded in the carrier plan storage unit 36 of the storage device 3.

  As described above, the skill assessment means 25 reads the performance ability index from the skill dictionary storage unit 31 of the storage device 3 and displays it on the client terminal 1b used by the individual and / or the client terminal 1c used by the supervisor. Then, the evaluation result of each index input from the client terminal 1 b used by the individual and / or the client terminal 1 c used by the supervisor is recorded in the assessment result storage unit 37 of the storage device 3. Further, the skill level authorization information input from the client terminal 1 c used by the boss is recorded in the skill level authorization storage unit 32 of the storage device 3.

  The storage device 3 includes a skill dictionary storage unit 31, a skill level certification storage unit 32, a human resource development plan storage unit 33, a human resource development simulation storage unit 34, a career path storage unit 35, a career plan storage unit 36, and an assessment result storage unit 37. At least.

  The skill dictionary storage unit 31 stores in advance, as information, a skill dictionary, which is an index that clarifies and organizes practical skills necessary for achieving a business strategy of a company for each job type, specialized field, and level.

  The skill level authorization storage unit 32 stores the current skill level of each person authorized by the boss as information.

  The human resource development plan storage unit 33 stores the medium-term human resource development goals in the organization, and relates to the business strategy, the policy for preparing the development plan, the issues in the created development plan, the personnel plan, and the business strategy. Skills and human resources necessary to achieve are stored as information, which is a clarified target value according to the skill dictionary stored in the skill dictionary storage unit 31.

  The human resource development simulation storage unit 34 uses, as information, the occupation level for each organization, the specialized field, the career path and the number of assignments for each level, and the achievement level calculated at an arbitrary point in time up to five years calculated by the human resource development simulation means 22. I remember it.

  The carrier path storage unit 35 stores a carrier path for each organization as information.

  The carrier plan storage unit 36 stores a career plan for each individual as information.

  The assessment result storage unit 37 records, as information, the evaluation result of each indicator of practical ability input by each person and the supervisor.

(Description of operation of embodiment)
Next, an example of the operation of the human resource development information management apparatus 2 in the human resource development information management system configured as described above will be described using an example in which the IT skill standard is applied to the skill dictionary.

  First, in the human resource development information management system according to the present invention, an example of an operation in which the human resource development information management apparatus 2 supports the human resource development planner's human resource development plan will be described with reference to the flowchart of FIG. FIG. 2 is a flowchart showing an example of the operation of human resource development plan planning in the human resource development information management system according to the present invention, and illustrates an example of the human resource development plan planning method as the human resource development information management method in the organization.

  The human resource development plan drawn up in the flowchart of FIG. 2 is a medium-term human resource development target in the organization, and is recorded as a development target during the medium-term plan period (after five years). When formulating a human resource development plan, first, as shown in Fig. 3, the relationship between the organization's business strategy and human resource development policy during the medium-term plan period (5 years later), the policy for creating the human resource development plan, In addition to clearly describing the above issues, describe the personnel plan for the increase or decrease in factors to achieve the business strategy.

  FIG. 3 is a human resource development plan table showing an example of a medium-term human resource development target in the business strategy in the organization. Regarding the relationship between the business strategy and the human resource development policy, for example, an upstream such as system design Strategic goals for the organization to expand process sharing and improve profitability are described, and in response to this, the human resources development policy strengthens project management capabilities and core technology, and strengthens high-value-added engineers The policy to aim for is described.

  Furthermore, as shown in FIG. 3, as a policy for creating a development plan, for example, based on past results, the goal is to increase the ratio of high-level engineers to 25% or more during the medium-term plan period. In addition, it is described that the goal is to improve and increase the number of application specialists, IT architects, project management, and space project management in alignment with human resource development policies. In addition, as a problem in the created training plan, for example, it is necessary to review the personnel training plan at the stage where frequent organizational changes and personnel changes have settled. In addition, a cautionary statement such as thinking that a prospect based on the result of 2WAY or the like is necessary is described.

  In addition, as shown in Fig. 3, as the staff plan, for example, it is necessary to increase the number of eight staff members by the mid-term plan year, while on the other hand, a plan to reduce the number of personnel who will be excluded from the training, such as promotion of the next manager. Is described. That is, the personnel plan includes an increase plan as shown in FIG. 4 and a reduction plan as shown in FIG. FIG. 4 is a personnel plan table showing an example of an increase plan for personnel in the business strategy in the organization, and conversely, FIG. 5 is a personnel plan table showing an example of a personnel reduction plan in the business strategy in the organization. .

  As shown in the staff increase plan table in FIG. 4, during the period of the target medium-term plan year (for example, 2007-2012), the number of new human resources to be targeted for the training plan as shown in the career path is increased by eight. Describe the plan. In FIG. 4, the target year for the increase, the type of job to be initially assigned to the increased number of personnel, the skill level in that type of job (in principle, a new type of job for the increased number, the initial value is level “1”), An example is described in which the career path (job type and skill level for each job type), which is the training plan for the increased number of people, and the current number of people to be trained in each career path are described.

  In the personnel increase in Figure 4, among the 8 personnel that will be increased during the target period, there are 4 personnel whose application specialist is assigned to the first job category, and one of them (the number that will be increased in 2008) Shows a case in which the skill level reaches a level of “4” after 10 years of experience as an application specialist, and when it is a training plan to move the occupation to an IT architect when three years have passed. Note that the numerical values in the career path column shown in FIG. 4 are the numerical values indicating the number of years that have elapsed since joining the skill level for each occupation. For example, in the case of an application specialist, it is usually 1 year, 3 years, 5 The skill level increases one level at a time in years 10, 10, 15, and 20 and reaches the highest level “6” after 20 years. The IT architect is a job that requires high-level technology, and is not assigned to a new employee in the first year of employment, but is assigned to a person who has more than 10 years of experience as an application specialist.

  On the other hand, FIG. 5 of the staff reduction plan table describes the target year, the affiliation of the personnel to be reduced, title, name, specialized field, skill level, assigned career path, and the like.

  In the human resource development information management apparatus 2 of the human resource development information management system shown in FIG. 1, the target value of the human resource development plan is set by the IT skill standard carrier framework recorded in the skill dictionary storage unit 31 to support the human resource development plan It is read out by means 21 and performed on the basis thereof.

  The human resource development plan is performed by a human resource development planner who has total responsibility for human resource development in each organization. The human resource development planner who refers to the IT skill standard career framework read out and displayed from the skill dictionary storage unit 31 by the human resource development plan support means 21 from the client terminal 1a based on the business medium-term plan in the organization. Determine the relationship between the business strategy, the policy for creating the training plan, the issues on the created training plan, and enter and input the policy for formulating the personnel training plan as shown in Fig. 3. At the same time (step S1), the increase and decrease of personnel are input as a specific personnel plan as shown in FIGS. 4 and 5 (step S2).

  Next, specific target values for the medium-term plan (5-year plan) for each job type, specialized field, and level are set in the displayed IT skill standard career framework (step S3). At this time, the human resource development plan support means 21 displays, on the screen, the numerical values read out from the skill level certification storage unit 32 and totalized as the current number of skill level certified persons at the bottom of the cell displaying the career framework.

  Further, the human resource development plan support means 21 analyzes the target value input to the career framework with respect to the level composition ratio, the occupation type composition ratio, and the specialized field composition ratio to the client terminal 1a used by the personnel training planner. Graphical display on the screen. When the input of the personnel training planner is completed, the created personnel training plan is recorded in the personnel training plan storage unit 33 by the personnel training plan support means 21.

  As shown in FIG. 6, the human resource development simulation means 22 aggregates and displays the current number of skill level certified persons for each job type, specialized field, and level read from the skill dictionary storage unit 31. FIG. 6 is a schematic diagram showing an example of a screen display of the number of current skill level certified persons. FIG. 6 shows the number of skill level certified persons who have acquired skill levels so far for each occupation category such as an application specialist registered in the skill dictionary storage unit 31 and specialized fields where the occupation category is reclassified. The target number of personnel to be trained during the plan period is displayed at the bottom and top of the cell, and the result of counting by level, specialized field, job type, and IT skill type is shown. ing.

  In FIG. 6, for example, when the occupation type is an application specialist and the specialized field is a business system, the current number of certified skill levels is 27 for level 1, 32 for level 2, 56 for level 3, There are a total of 154 people, 4 at 30 people, level 5 at 9 people, and level 6 at 0 people. The target number of people in the mid-term plan is 5 for level 3, 5 for level 4 and 2 for level 5 If there are a total of 12 people and the specialized field is business package, the current number of skill level certified persons is Level 1, Level 2 is 0, Level 3 is 1, Level 4 is 3, Level 5, Level 6 Is a total of 4 people, and the target number of people in the mid-term plan is 8 in total, 5 for level 4 and 3 for level 5. Therefore, as a total of application specialists, the number of current skill level certified persons is 27 for level 1, 32 for level 2, 57 for level 3, 33 for level 4, 9 for level 5, and 6 for level 6. A total of 158 people with 0 people is displayed, and it is displayed that the target number of people in the mid-term plan is a total of 20 people with 5 people at level 3, 10 people at level 4, and 5 people at level 5.

  Further, as shown in FIG. 7, the human resource development simulation means 22 performs career path patterns for each job type, specialized field, and level input from the client terminal 1a used by the human resource development planner with respect to the aggregated numerical values. And the number of assignments are recorded in the human resource development simulation storage unit 34 (step S4). FIG. 7 is a schematic diagram showing an example of the association between the current number of skill level certified persons, the career path pattern, and the number of assignments.

  Figure 7 shows the target number for each job level during the medium-term plan period and the number of jobs for each job level assigned by the most recent year-end, in the upper and lower rows of the cell. For example, in the case of an application specialist, as shown in FIG. 6, the target number of people for each job level is 5 for level 3 and 10 for level 4 as shown in FIG. Level 5 has a total of 20 people, but the number of people assigned by the end of the last fiscal year is 8 for Level 1, 6 for Level 2, 10 for Level 3, and 3 for Level 4. The fact that 5 is 0 and level 6 is 0 is displayed in total, so that the difference between the target value and the number of assignments can be immediately grasped. In addition, in FIG. 7, when the number of persons whose career paths have not been set is included, that effect is displayed in a cell color (or pattern) on the client terminal 1a used by the personnel training planner. By doing this, it is displayed so as to prompt the human resource development planner to input a career path.

  Further, as shown in FIG. 8, the human resource development simulation means 22 is assigned to a numerical value obtained by tabulating the number of current skill level authorized persons for each job type, specialized field, and level recorded in the human resource development simulation storage unit 34. The carrier path is read from the carrier path storage unit 35, the arrival level up to five years ahead of the medium-term plan period is predicted and calculated as simulation data, and is displayed on the client terminal 1a used by the human resource development planner (step S6). ). FIG. 8 is a schematic diagram showing an example of a simulation result of personnel training calculated by the personnel training simulation means 22.

  In the case of FIG. 8, as a simulation result using the career path read from the career path storage unit 35 based on the current skill level authorized person, for example, from the level 3 of the application specialist for 5 years in the medium-term plan. The number of career managers assigned to career paths that can move occupations to level 3 of the project manager is 0, but the number of people assigned to career paths that can move occupations from level 4 of application specialists to level 4 of project management. Illustrates that there are five people.

  Here, the result calculated by the human resource development simulation means 22 is classified into a level composition ratio and a job composition ratio and displayed on the screen graphically. Further, as shown in FIG. 9, the human resource development simulation means 22 performs a detailed display after N years, a summary display according to the transition status of the level configuration and job type configuration up to the planning year, as a result of the human resource development simulation. FIG. 9 is a schematic diagram showing an example of a screen display of the transition status of human resource development for each year calculated by the human resource development simulation means 22.

  That is, FIG. 9A shows the simulation result of the level achievement status of each job type in the medium-term plan period in comparison with the human resource development target value in the medium-term plan period, and FIG. 9B shows the simulation result. The composition ratio of the level achievement status obtained by summing up all job types obtained as a result is graphically displayed, for example, by a pie chart. FIG. 9C shows the key of each job type obtained by summing up all levels obtained as simulation results. The composition ratio of the number is graphically displayed by, for example, a pie chart. As for the composition ratio of the level achievement status shown in FIG. 9B, level 1 and level 2 are classified as entry level, level 3 and level 4 are classified as middle level, and level 5 and above are classified as high level. The composition ratio is shown.

  In the case of FIG. 9A, for example, as a training target of each level of the application specialist, the level 3 is 5, the level 4 is 10, and the level 5 is 20 people in total. The simulation result of the level achievement situation at the time of the plan period is predicted to be a total of 35 people, 8 for Level 1, 5 for Level 2, 13 for Level 3, 8 for Level 4, and 1 for Level 5. ing. As a result, as shown in the pie chart of FIG. 9C, the ratio of the number of application specialists to 35 persons to the total number of persons of 186 persons in the field of IT skills is 18.8%.

  Thereafter, the human resource development simulation means 22 displays the result calculated by the human resource development simulation on the client terminal 1a used by the human resource development plan planner together with the human resource development plan read from the human resource development plan storage unit 33 (step) S7). If the human resource development planner who has confirmed the screen display result on the client terminal 1a recognizes that there is a significant difference between the planned target value and the simulation result related to human resource development, the process goes to step S4. Go back and change career path assignments, or go back to step S3 and review the target value of the human resource development plan in the medium-term plan period, and select the human resources that match the current skill level As a training plan, it will be reconsidered and planned.

  As described above, the human resource development simulation in this operation example means that the human resource development simulation means 22 presents the current skill level for each job type, specialized field, and level stored in the human resource development simulation storage unit 34 as shown in FIG. The carrier path assigned to the number obtained by counting the number of authorized persons is read from the carrier path storage unit 35, and using the carrier path, in step S6 of FIG. 2, the achievement level up to five years ahead of the medium-term plan period Is displayed on the client terminal 1a used by the human resource development planner together with the human resource development plan read out from the human resource development plan storage unit 33, and data that meets the conditions from among the cataloged patterns It is not a simulation to extract.

  Further, the human resource development simulation means 22 graphically displays the result calculated by the human resource development simulation in the level composition ratio and the occupation type composition ratio as shown in FIGS. Moreover, as shown in FIG. 9A, the result of the human resource development simulation is displayed in detail after N years (any point in time during the period of the medium-term plan), the level composition up to the plan fiscal year, and the transition status of the job type composition This is a summary display and does not attempt to determine the level and perform gap diagnosis in the individual skills.

  In addition, when the human resource development planner returns to Step S4 and cannot change an appropriate career path in the existing career path when changing the career path assignment, the process proceeds to Step S5. Then, it is necessary to newly create a carrier path by the carrier path creating means 23 (step S5). The career path creation means 23 reads the configuration of job type, specialized field, and level from the skill dictionary storage unit 31 and displays the screen on the client terminal 1a used by the human resource development planner. As shown in FIG. In addition to the career path name, job type, and path to the specialized field input from the terminal 1a, a target period until reaching the level is created as a career path and recorded in the career path storage unit 35.

  FIG. 10 is a schematic diagram showing an example of a change in the composition ratio of the number of level personnel and the number of personnel by job type based on the career path newly created by the career path creation means 23, and 4 after the career path is newly created. The simulation results after the year are shown. FIG. 10A is a pie chart showing the composition ratio of the level achievement status obtained by summing up all occupations obtained as simulation results, and FIG. 10B sums up all levels obtained as simulation results. The composition ratio of the number of personnel for each job type is displayed as a pie chart.

  In FIG. 10, compared with the case of FIG. 9, the composition of the number of application specialists is not changed as shown in FIG. 10B, but the number of satellite specialists and software development personnel is reduced, and the project is reduced. By creating a career path that increases the number of management personnel, as shown in FIG. 10 (A), the number of high-level personnel is reduced from 15.6% in the case of FIG. 9 (B) to 22.9%. It is possible to make a human resource development plan that approaches the target of the human resource development plan in line with the medium-term business strategy.

  Next, as a second operation example, an example of an operation in which the human resource development information management apparatus 2 in the human resource development information management system according to the present invention supports personal career planning will be described with reference to FIG. FIG. 11 is a schematic diagram for explaining an example of an operation for supporting an individual career plan, and shows a list of selectable carrier paths from an application specialist to project management. In the example shown in FIG. 11, the career path from the application specialist to the project management is displayed as a selectable career plan based on the current job type of the individual who makes the career plan. Based on the skill level, career paths from four levels of application specialists Level 3, Level 4, Level 5, and Level 6 are listed as selectable candidates.

  In the human resource development information management system of the present embodiment, the planning of each individual's career plan is carried out by each individual after completing the human resource development plan in the organization as described above.

  The career plan drafting means 24 reads a career path that can be selected at the current skill level of the individual read from the skill level authorization storage unit 32 from the carrier path storage unit 35, and uses the client terminal as an individual selection candidate by the individual. 1b is displayed.

  For example, if the job type of the individual is an application specialist, and the individual has a current acquisition level of “3”, as shown in FIG. A carrier path including information whose level is “3” is listed as a selection candidate. The individual selects a career path that matches the skill development image from among the displayed career path candidates, and inputs the achievement time of the target career (job type, specialized field, level). By writing, it will be realized as a career plan for the individual.

  When the individual input to the client terminal 1b is completed, the planned individual carrier plan is recorded in the carrier plan storage unit 36 by the carrier plan planning unit 24.

  In order to develop human resources more effectively, it is desirable to make an arrangement between the organization's human resource development plan and the individual's target career plan through interviews with superiors, etc., when planning a career plan. Individuals are involved in full-year operations with the goal of achieving the indicators defined in the higher level of the current skill level in the planned career plan of the individual concerned. In addition, the boss will use OFF-JT (Off the Job Training), and OJT (On the Job Training: mentoring) to achieve each individual's index based on the individual's career plan. , Coaching, job assignments to actual projects, etc.), and it is necessary to provide training support based on practical work.

  As described above, the storage of the career plan in this operation example means that the career path planning means 24 selects from the career path storage unit 35 the career paths that can be selected at the individual current skill level read from the skill level authorization storage unit 32. Read and display it on the client terminal 1b used by the individual as individual selection candidates, and record the achievement time of the target career (job type, specialized field, level) on the career path selected on the client terminal 1b used by the individual. The carrier plan is recorded in the carrier plan storage unit 36. Unlike simply storing the simulation result as a carrier plan, the carrier path determined by the specific selection of the individual including cooperation with the supervisor is selected. Together with the achievement time set by the individual, It is intended to determine Te.

  Next, as a third operation example, an example of an operation in which the human resource development information management apparatus 2 in the human resource development information management system of the present invention supports individual skill assessment will be described with reference to FIG. FIG. 12 is a schematic diagram for explaining an example of an operation for supporting an individual skill assessment. A career path set as an individual career plan is set as a pattern 2 at a level 5 of an application specialist. An example of moving to an IT architect is shown. In FIG. 12, at present, the approval of level 3 of the application specialist has been made by the supervisor, and as a career plan during the mid-term plan period, step up to level 4 of the application specialist at the time of 2009 A training goal is set.

  For individual skill assessment, for example, after reviewing an individual's career plan at a predetermined point in time, for example, every year, the work performance for one year against the target level previously set Self-evaluation.

  The skill assessment means 25 reads out and displays an index of practical ability from the skill dictionary storage unit 31 and displays the evaluation result of each index input from the client terminals 1b and 1c used by an individual or a supervisor in the assessment result storage unit 37. Record.

  As the practical ability index, as shown in FIGS. 13 and 14, self-evaluation based on the achievement level with respect to the target level and self-evaluation of the skill level in the skill item with respect to the current set level are performed. Here, FIG. 13 is an evaluation table showing an example of an item for performing self-evaluation of the achievement level with respect to the target level, and performs self-evaluation regarding the contribution to the business and the internal / external activities as a professional. . FIG. 14 is an evaluation table showing an example of items for performing self-evaluation of the proficiency level in skill items for the current setting level, and an evaluation table for job types is prepared. For example, in the case of an application specialist, as shown in FIG. 14, in addition to skill items common to all occupations such as business analysis, technology, design, software engineering, intellectual property management, etc., general-purpose business system construction, industry Evaluation items related to skills specific to the field of specialization of application specialists, such as the construction of unique business systems.

  When the supervisor confirms the achievement level self-evaluation result with respect to the target level, the achieved target level is certified as in the example of level 3 of the application specialist shown in FIG. Also, the difference between the proficiency level and the current level in each skill item can be regarded as a goal of education and training.

  When the certification by the boss is completed, the skill assessment unit 25 records the skill level certification information input from the client terminal 1c used by the boss in the skill level certification storage unit 32.

  As described above, in this operation example, as a skill assessment, based on a career plan, an indicator of practical ability is read from the skill dictionary storage unit 31 and displayed, and input from the client terminals 1b and 1c used by an individual or a supervisor The evaluation result of each index is recorded in the assessment result storage unit 37, and the skill level certification information input from the client terminal 1c used by the boss is recorded in the skill level certification storage unit 32. Evaluation of the proficiency level of each individual to achieve and evaluation based on the level of achievement are regularly performed by each individual and supervisor, and the assessment results are not used as a simple database.

The configuration of the preferred embodiment of the present invention has been described above. However, it should be noted that such embodiments are merely examples of the present invention and do not limit the present invention in any way. For example, in the above-mentioned embodiment, the IT skill standard is mainly described as the target of the skill dictionary, but in addition to the skill standard such as the embedded skill standard and the information system user skill standard, an index that is independently formulated and operated by each company Those skilled in the art will readily understand that various modifications and changes can be made according to a specific application without departing from the gist of the present invention. For example, the embodiment of the present invention can be expressed as the following configuration in addition to (1) in the means for solving the problems.
(2) It further comprises a career plan drafting means for drafting a career plan for each individual belonging to the organization, and the career plan drafting means sets a time for achieving the target skill level for each individual career path. The human resource development information management system of (1) above, which creates its own career plan.
(3) The carrier plan drafting means displays the carrier paths that can be selected at the current skill level of each individual on the client terminal used by each individual as a candidate for selecting each individual career plan. Human resource development information management system.
(4) Skill assessment means for self-assessment of the current practical ability of each individual belonging to the organization and / or recognition by the supervisor, and a predetermined time point during the period of the medium-term plan Each of the human resource development information management systems according to any one of (1) to (3) above, wherein the skill level of the current job type of each individual is set by the skill assessment means.
(5) Human resource development as described in (4) above, which includes at least the achievement level for the target skill level and the proficiency level for skill items for the currently set skill level as indicators of the practical ability implemented by the skill assessment means Information management system.
(6) The human resource development according to any one of (1) to (5), wherein the human resource development simulation means can graphically display a prediction result predicted by the simulation on a client terminal used by a human resource development planner. Information management system.
(7) The human resource development simulation unit associates a prediction result predicted by the simulation with a target value in the human resource development plan created by the human resource development plan support unit, and provides a client terminal used by the human resource development planner The human resource development information management system according to any one of (1) to (6) above.
(8) A human resource development information management method having at least a human resource development plan support step for supporting a human resource development plan, a human resource development simulation step for simulating a human resource development situation, and a career path creation step for creating a career path. And supporting the creation of a human resource development plan during the period of the medium-term plan, which is necessary for achieving the business strategy in the medium-term plan of the organization in the human resource development plan support step. Using the career path created in the career path creation step, from the skill level of the current occupation type of each individual belonging to the organization, the skill level of the occupation type at any elapsed time during the period of the medium-term plan Human resource development information management method that predicts by simulation.
(9) It further has a career plan drafting step for drafting a career plan for each individual belonging to the organization, and at the career plan drafting step, the achievement time of the target job type skill level is set in each individual career path Then, the human resource development information management method of (8) above, which creates its own career plan.
(10) In the career plan drafting step, carrier paths that can be selected at the current skill level of each individual are displayed on the client terminal used by each individual as candidate selections for each individual's career plan (9) Human resource development information management method.
(11) A skill assessment step in which the current practical ability of each individual belonging to the organization is self-evaluated by the individual and / or certified by the supervisor is further determined in advance during the period of the medium-term plan. The human resource development information management method according to any one of (1) to (3) above, wherein the skill level of each individual's current job type is set by the skill assessment step at each time point.
(12) The human resource according to (11) above, which includes at least the achievement level for the target skill level and the proficiency level for the skill item for the currently set skill level as indicators of the practical ability performed in the skill assessment step. Development information management method.
(13) The human resource development according to any one of (8) to (12), wherein the prediction result predicted by the simulation in the human resource development simulation step can be graphically displayed on a client terminal used by the human resource development planner. Information management method.
(14) A client terminal used by a human resource development plan planner by associating a prediction result predicted by simulation with the human resource development simulation means with a target value in the human resource development plan created in the human resource development plan support step The method for managing human resource development information according to any one of (8) to (13) above.
(15) A human resource development information management program for executing the human resource development information management method according to any one of (8) to (14) as a program executable by a computer.
(16) A program recording medium in which the human resource development information management program of (15) is recorded on a computer-readable recording medium.

It is a block block diagram which shows an example of a structure of the human resource development information management system by this invention. It is a flowchart which shows an example of the operation | movement of the personnel training plan planning in the personnel development information management system by this invention. It is a human resource development plan table showing an example of a medium-term human resource development target in the business strategy in the organization. It is a personnel plan table which shows an example of the personnel increase plan on the business strategy in an organization. It is a personnel plan table which shows an example of the personnel reduction plan of the personnel on the business strategy in an organization. It is a schematic diagram which shows an example which displayed the present skill level authorized person number on the screen. It is a schematic diagram which shows an example of correlation with the number of present skill level authorized persons, the pattern of a career path, and the number of assignments. It is a schematic diagram which shows an example of the simulation result of the personnel training calculated by the personnel training simulation means. It is a schematic diagram which shows the example of a screen display of the transition situation of the personnel training for every year calculated by the personnel training simulation means. It is a schematic diagram which shows the example of a change of the component ratio of the number of level personnel based on the career path newly created by the career path creation means, and the number of personnel according to occupation. It is a schematic diagram for demonstrating an example of the operation | movement which supports an individual career plan. It is a schematic diagram for demonstrating an example of the operation | movement which supports an individual skill assessment. It is an evaluation table | surface which shows an example of the item for performing the self-evaluation of the achievement level with respect to a target level. It is an evaluation table | surface which shows an example of the item for performing self-evaluation of the skill level in the skill item with respect to the present setting level.

Explanation of symbols

1a, 1b, 1c Client terminal 2 Human resource development information management device 3 Storage device 4 Network 21 Human resource development plan support means 22 Human resource development simulation means 23 Career path creation means 24 Career plan planning means 25 Skill assessment means 31 Skill dictionary storage section 32 Skill Level authorization storage unit 33 Human resource development plan storage unit 34 Human resource development simulation storage unit 35 Career path storage unit 36 Career plan storage unit 37 Assessment result storage unit

Claims (16)

Connected to the client terminal via the network,
In accordance with an instruction from the client terminal, a human resource development information management system that manages human resource development information,
A skill level certification storage unit that memorizes the skill level in the current occupation certified for each individual,
A career path storage unit storing a career path composed of a plurality of skill levels set for each occupation and a target period required to reach each skill level;
A human resource development simulation storage unit that stores the career path for each skill level in a plurality of job types, and the number of assignments that is the number of persons assigned to the career path;
In response to an instruction from the client terminal, human resource development that refers to the skill level for each individual stored in the skill level authorization storage unit and totals the number of authorized persons certified for each skill level in the plurality of occupations Planning support means,
Based on the number of career paths and assignments recorded in the human resource development simulation storage unit and the total number of certified persons, a predicted result of simulation up to the elapse of a predetermined number of years is calculated, and the predicted result and the number of certified persons are calculated. Human resource development simulation means for associating and displaying target values on the client terminal;
Personnel development information management system comprising: a.   The career path includes a period necessary for changing from a predetermined skill level in the first occupation type to the predetermined skill level in the second occupation type in the target period,
  A carrier that accepts, as an input from the client terminal, a change in the predetermined skill level or the target period in the carrier path, and updates the carrier path recorded in the carrier path storage unit based on the accepted change A path creation means;
  The human resource development simulation means calculates the prediction result by the simulation using the carrier path updated by the carrier path creation means.
  The human resource development information management system according to claim 1. A career plan storage unit that stores a career plan including the career path and an achievement time until each skill level in the career path is reached;
The carrier terminal receives the designation of the carrier path in an arbitrary individual and the achievement time in the designated carrier path from the client terminal, and creates the carrier plan in the arbitrary individual based on the designated carrier path and the achievement time human resource development information management system according to claim 1 or 2, further comprising a carrier plan drafting means for recording on the carrier plan memory unit and. The career plan drafting means reads a skill level in a current job type authorized by the arbitrary individual from the skill level certification storage unit, and selects a plurality of career paths that can be selected based on the read skill level. Read from the storage unit, display the plurality of read carrier paths on the client terminal, and select any of the plurality of carrier paths input from the client terminal based on the selection result and the achievement time in the selection result The human resource development information management system according to claim 3 , wherein the career plan for an individual is created . A skill dictionary storage unit that pre-stores a skill dictionary in which a plurality of skill levels for each occupation and an index of practical ability corresponding to the skill level in each occupation are defined;
An assessment result storage unit for storing an evaluation result for the indicator of the practical ability;
Reading out the practical ability index corresponding to the skill level in any individual job type designated from the client terminal from the skill dictionary storage unit, displaying the read practical ability index on the client terminal, and the client terminal When the assessment result is recorded in the assessment result storage unit input at a predetermined time point input from the client terminal, and further, the client terminal accepts input of skill level certification information in the designated individual job type The human resource development according to any one of claims 1 to 4, further comprising skill assessment means for updating the skill level stored in the skill level authorization storage unit based on the accepted authorization information. Information management system. The human resource development information management system according to claim 5 , wherein the practical ability index includes at least an achievement level with respect to a target skill level and a proficiency level with respect to a skill item with respect to a currently authorized skill level. The human resources simulation means, human resource development information management system according to any one of claims 1 to 6, characterized in that displaying the predicted result calculated by the simulation, graphically to the client terminal. Connected to the client terminal via the network,
A skill level certification storage unit that memorizes the skill level in the current occupation certified for each individual,
A career path storage unit storing a career path composed of a plurality of skill levels set for each occupation and a target period required to reach each skill level;
In response to an instruction from the client terminal in a computer comprising the career path for each skill level in a plurality of occupations and a human resource development simulation storage unit that stores the number of assignments that is the number of people assigned to the career path, A human resource development information management method for managing human resource development information,
For the computer
In response to an instruction from the client terminal, human resource development that refers to the skill level for each individual stored in the skill level authorization storage unit and totals the number of authorized persons certified for each skill level in the plurality of occupations Planning support steps;
Based on the number of career paths and assignments recorded in the human resource development simulation storage unit and the total number of certified persons, a predicted result of simulation up to the elapse of a predetermined number of years is calculated, and the predicted result and the number of certified persons are calculated. A human resource development simulation step of associating and displaying a target value on the client terminal;
Human resource development information management method to execute .   The career path includes a period necessary for changing from a predetermined skill level in the first occupation type to the predetermined skill level in the second occupation type in the target period,
  A carrier that accepts, as an input from the client terminal, a change in the predetermined skill level or the target period in the carrier path, and updates the carrier path recorded in the carrier path storage unit based on the accepted change Further causing the computer to perform a path creation step;
  The human resource development simulation step calculates the prediction result by the simulation using the carrier path updated by the carrier path creation step.
  The human resource development information management method according to claim 8. The computer
A carrier plan storage unit that stores a career plan including the career path and an achievement time until each skill level in the career path is reached;
For the computer
The carrier terminal receives the designation of the carrier path in an arbitrary individual and the achievement time in the designated carrier path from the client terminal, and creates the carrier plan in the arbitrary individual based on the designated carrier path and the achievement time And a career plan planning step for recording in the career plan storage unit,
Human resource development information management method according to claim 8 or 9, characterized in that it further to execute. In the career plan planning step, the skill level in the current job type certified in the arbitrary individual is read from the skill level certification storage unit, and a plurality of career paths that can be selected based on the read skill level are selected as the career path. Read from the storage unit, display the plurality of read carrier paths on the client terminal, and select any of the plurality of carrier paths input from the client terminal based on the selection result and the achievement time in the selection result The human resource development information management method according to claim 10 , wherein the career plan for an individual is created . The computer
A skill dictionary storage unit that pre-stores a skill dictionary in which a plurality of skill levels for each occupation and an index of practical ability corresponding to the skill level in each occupation are defined;
An assessment result storage unit for storing an evaluation result for the indicator of the practical ability;
For the computer
Reading out the practical ability index corresponding to the skill level in any individual job type designated from the client terminal from the skill dictionary storage unit, displaying the read practical ability index on the client terminal, and the client terminal When the assessment result is recorded in the assessment result storage unit input at a predetermined time point input from the client terminal, and further, the client terminal accepts input of skill level certification information in the designated individual job type And a skill assessment step of updating the skill level stored in the skill level authorization storage unit based on the accepted authorization information.
The human resource development information management method according to claim 8 , further comprising : The human resource development information management method according to claim 12 , wherein the practical ability index includes at least a degree of achievement with respect to a target skill level and a degree of proficiency regarding a skill item with respect to a currently authorized skill level. The human resources simulation step, the prediction result calculated by the simulation, human resource development information management method according to any one of claims 8 to 13, characterized in that graphically displays on the client terminal. A computer, a human resource development information management method according to any one of claims 8 to 14, human resource development information management program for executing.   16. A program recording medium, wherein the human resource development information management program according to claim 15 is recorded on a computer-readable recording medium.

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