JP5588382B2 - Business staffing system, business staffing method, and business staffing program - Google Patents

Description

  The present invention relates to a business staffing system, a business staffing method, and a business staffing program.

  In recent years, it has become necessary to redesign business processes in order to achieve both safety and quality assurance in medical work and effective use of resources. Among them, the assignment of personnel to rationally use human resources, the most important management resource, can be said to be an important issue.

  In the staff assignment, the work and the staff are evaluated in some form, and the staff is associated with the work based on the evaluation result. In personnel assignment for quality assurance, in order to assign personnel who can perform work reliably, based on the evaluation of work execution ability (hereinafter referred to as competence), the competence possessed by the personnel meets the ability necessary for work execution As such, it is necessary to associate personnel with work. Furthermore, in hospital operations, considering the current situation where it is difficult to secure personnel with sufficient competence, it is necessary to consider the allocation of unqualified personnel and personnel who do not have sufficient competence from the viewpoint of effective utilization of human resources. . In addition, in the competence evaluation for personnel assignment, it can be said that it is necessary to derive an evaluation item in consideration of a wide variety of competence necessary for business execution and a difference in competence between personnel.

  As an existing approach to staff assignment in the medical field, nurse scheduling has been proposed in which nurses are assigned in consideration of the quality of nursing and the workload of each nurse (for example, Non-Patent Document 1). And 2). In this nurse scheduling, for example, the number of nurses and skills (whether or not they are experienced) are listed as evaluation items that contribute to the quality of nursing.

Keiko Ikegami, Akira Niwa, Motohiro Okura (1996): "Nurse Scheduling Problems in Japan", "Operations Research", 41, [8], P436-442. Ikegami, Yoko (2005): "Nurse Scheduling-Investigation / Modeling / Algorithm", "Statistical Mathematics", 53, [2], P231-259

  However, the conventional nurse scheduling as described in Non-Patent Documents 1 and 2 classifies the nurse's ability level into three levels, such as “Veteran”, “Second-year nurse”, and “Newcomer”. Was only scheduled so that constraints such as “make sure there are less than one newcomer” and “make sure there is more than one leader-level nurse” are fulfilled. In other words, the characteristics of hospital work such as the diversity of patient needs and the presence or absence of biomedical interventions are not reflected in the evaluation of the nurse's ability level, so human resources can be allocated to work with different characteristics while ensuring safety and quality. There was a possibility that it was not possible to allocate effectively utilized personnel. For example, even if a new nurse has sufficient competence to perform a single job for a specific job, a veteran staff may be assigned to the job, or it may be necessary for a specific job. There was a possibility that a nurse who does not have the competence would be placed in the business just because he was a veteran.

  The present invention has been made in view of the above, and is capable of deriving a personnel allocation pattern capable of effectively utilizing human resources while ensuring safety and quality in operations, The purpose is to provide a staffing method and a business staffing program.

  In order to solve the above-described problems and achieve the object, the business staff assignment system according to claim 1 is a system for deriving a staff assignment pattern for a target business, and identifies the work. Holding capability information storage for storing in association with each other business information to be performed, identification information for uniquely identifying the personnel, and possession capability information for identifying the competence possessed by the personnel to perform the business Means for storing the necessary number of people information, means for storing the number of personnel to be allocated to the task, and necessary number information storage means for storing the number of personnel to be allocated to the task, The necessary number information corresponding to the business to be obtained is acquired from the necessary number information storage means, and the identification information and the possessed capacity information corresponding to the business are stored in the retained capacity information Based on the necessary number of people information, identification information, and possessed competence information obtained from the stage, at least one person who possesses the competence capable of performing the task independently is assigned to the task, and Arrangement of the personnel in the business so that the number of personnel to be deployed is allocated to the business by allocating the personnel who do not have the ability to perform the business independently. Arrangement pattern deriving means for deriving a pattern.

  Further, the business staff assignment system according to claim 2 is the business staff assignment system according to claim 1, wherein the placement pattern derivation means is based on the acquired necessary number information, identification information, and possession ability information. Identify the number of personnel who have the competence capable of independently performing the work to be assigned the personnel, and the number of personnel to be placed in the work, based on the number of people identified, If the number of personnel possessing the competence that can perform the task independently satisfies the number of personnel necessary for deriving the allocation pattern of the personnel to the task, the task can be performed independently. Deriving the placement pattern of the personnel for the business so that only the personnel possessing the competence are assigned to the business, the number of personnel possessing the competence capable of performing the business independently If the number of personnel necessary for deriving the allocation pattern of the personnel for the relevant business is not satisfied, the relevant personnel may be assigned to the relevant business so that the personnel who do not have the competence to perform the relevant business alone are assigned to the relevant business. The arrangement pattern of the personnel is derived.

  Further, in the business staff assignment system according to claim 3, in the business staff assignment system according to claim 1 or 2, the placement pattern deriving means can independently perform the work for which the staff is placed. If the personnel with sufficient competence cannot be assigned to the task, the personnel who do not have the competence capable of performing the task alone are assigned to the task with a predetermined condition. The arrangement pattern of the personnel is derived.

Also, business personnel assignment system according to claim 4, in business personnel assignment system according to any one of claims 1 to 3, wherein the holders force information storage means, identifies the presence of Jo Tokoro qualifications Further storing qualification information, the arrangement pattern derivation means obtains the qualification information corresponding to the work to be arranged for the personnel from the possession ability information storage means, based on the obtained qualification information, An arrangement pattern of the personnel to the business is derived so that the personnel who do not have a predetermined qualification are preferentially allocated to the business.

  Further, the business staffing system according to claim 5 is the business staffing system according to any one of claims 1 to 4, wherein the possessed capacity information storage means is a component of the business. Further storing activity information for identifying the activity capability information for identifying the competence possessed by the personnel to perform the activities, and the possession capability information corresponds to the possession capability information. This is information for specifying the lowest competence among the competencies possessed by the personnel in order to carry out the activities that are the components of the business.

According to a sixth aspect of the present invention, there is provided a business personnel assignment method for deriving a staff assignment pattern for a target business , wherein the control means assigns the business information for identifying the business and the personnel. The holding power information storing step for storing the identification information for uniquely identifying and the holding power information for specifying the power held by the personnel to perform the work in association with each other in the storage means, and the control means, and operational information for identifying the business, and necessary number information identifying the number of the personnel to be placed on the work, and the required number information storing step of storing in the storage means in association with each other, the arrangement pattern derivation means, the necessary number information corresponding to the business of interest to place the personnel acquires from the storage unit, the identification information and the held force corresponding to the business Information is obtained from the storage means, and at least one person who possesses the competence capable of performing the work independently is allocated to the work based on the obtained necessary number information, identification information, and possession ability information. In addition, by allocating the personnel who do not have the competence capable of performing the business independently to the business, the number of personnel to be allocated is allocated to the business. An arrangement pattern deriving step for deriving an arrangement pattern of the personnel.

In addition, according to the seventh aspect of the present invention, there is provided the business personnel assignment program, in which the computer has business information for identifying the business, identification information for uniquely identifying the personnel, and the competence possessed by the personnel for performing the business. Possessing competence information storing means for correlating and storing the possessing competence information, task information for identifying the task, and necessary number information for identifying the number of the personnel to be placed in the task, Necessary number of people information storage means to be stored in association with each other, and the computer obtains the necessary number of people information corresponding to the work for which the personnel are to be placed from the required number of people information storage means, and The identification information and the possession ability information corresponding to the business are acquired from the possession ability information storage means, and the obtained necessary number information, identification information, and possession ability information are Therefore, at least one person who has the competence capable of performing the work alone is assigned to the work, and the person who does not have the ability to carry out the work alone is assigned to the work. A business personnel assignment program for functioning as an arrangement pattern deriving unit for deriving an arrangement pattern of the personnel to the business so that the number of personnel to be arranged is arranged in the business by arranging is there.

  According to the business staff assignment system according to claim 1, the business staff assignment method according to claim 6, or the business staff assignment program according to claim 7, the placement pattern derivation means can perform the work independently. At least one person who has competence is assigned to the work, and the person who does not have the ability to perform the work alone is assigned to the work, so that the number of personnel to be assigned Since the assignment pattern of personnel to the relevant business is derived so as to be assigned to the relevant business, it is possible to effectively utilize the personnel who do not have the competence to perform the business independently, and the capability to perform the business independently. It is possible to derive a staffing pattern that can guarantee the safety and quality in the work by the staff who possesses.

  According to the work personnel assignment system according to claim 2, the arrangement pattern derivation means requires the number of personnel possessing the ability to carry out the work independently to derive the assignment pattern of the personnel for the work. If a sufficient number of employees are satisfied, a staffing pattern for the relevant work is derived so that only personnel with the ability to perform the work independently can be assigned to the relevant work. If the number of personnel possessing the competence that can be executed in the above does not satisfy the number of personnel necessary for deriving the personnel assignment pattern for the relevant job, the person does not have the competence that can carry out the job alone. As the staff is assigned to the relevant work, the assignment pattern of the staff to the relevant work is derived, so only when the number of personnel possessing the ability to carry out the work independently is insufficient. Able to carry out business independently It is possible to effectively utilize the personnel do not possess the amount, which can more reliably ensure the safety and quality of the work, it is possible to derive the staffing pattern.

  According to the work personnel assignment system according to claim 3, the placement pattern deriving means is configured such that when a person who has the ability to independently perform the work to be assigned the staff cannot be placed in the work, Since the personnel who do not have the competence that can carry out the work independently are assigned to the work with a predetermined condition, the assignment pattern of the personnel to the work is derived. Even if there is a shortage of personnel, personnel allocation is possible to ensure the minimum safety and to make effective use of personnel who do not have the ability to carry out their work independently. A pattern can be derived.

  According to the work personnel assignment system according to claim 4, the placement pattern deriving means assigns a person who does not have a predetermined qualification to the work with priority based on the qualification information. Deriving personnel allocation patterns, in addition to effectively utilizing personnel who do not have the specified qualifications, derive personnel allocation patterns that enable active on-site training for those personnel. be able to.

  According to the business personnel assignment system according to claim 5, the possessed competence information stored in the possessed competence information storage means is used by personnel to perform each activity that is a component of the business corresponding to the retained competence information. Since it is the information that specifies the lowest competence among the possessed competence, each competence is evaluated after evaluating the competence possessed by personnel to perform each activity and considering the features of the operation. It becomes possible to appropriately evaluate the level of competence possessed by each person.

It is a block diagram which illustrates a business personnel arrangement system. It is the table | surface which illustrated the information stored in holding power DB. It is the evaluation item table which illustrated the evaluation item for evaluating the amount of possession of each personnel for every action. It is the table | surface which illustrated the information stored in required number of people DB. It is a flowchart of arrangement pattern derivation processing. It is a fullness degree table which illustrated the calculation result of fullness. It is the table | surface which illustrated the derivation | leading-out result of the arrangement pattern of the staff to the object business by an arrangement pattern derivation part.

  DESCRIPTION OF EMBODIMENTS Hereinafter, embodiments of a business personnel assignment system, a business personnel assignment method, and a business personnel assignment program according to the present invention will be described in detail with reference to the drawings. However, the present invention is not limited by this embodiment. Note that the business staffing system, the business staffing method, and the business staffing program according to the present invention can be used to derive staffing patterns for various kinds of business, but in the following embodiments, The case where it uses for derivation | leading-out of the arrangement pattern of the staff to hospital work is demonstrated as an example.

(Constitution)
First, the configuration of the business staffing system according to the embodiment will be described. FIG. 1 is a block diagram illustrating a business staffing system according to an embodiment. As shown in FIG. 1, the business staffing system 1 includes an input unit 10, an output unit 11, a control unit 12, and a data recording unit 13.

(Configuration-input part)
The input unit 10 is an input unit that receives input of various types of information. As this input part 10, input means, such as a well-known keyboard, a mouse | mouth, a touch panel, can be used, for example.

(Configuration-output part)
The output unit 11 is an output unit that outputs various types of information based on the control of the control unit 12. For example, a flat panel display such as a known liquid crystal display or an organic EL display, a known printer, or the like can be used.

(Configuration-control unit)
The control unit 12 is a control unit that controls the business staffing system 1. Specifically, the control unit 12 is a CPU, various programs that are interpreted and executed on the CPU (a basic control program such as an OS, and the OS is started on the OS. And an internal memory such as a RAM for storing the program and various data. In particular, the business staff assignment program according to the embodiment is substantially installed in the business staff assignment system 1 via an arbitrary recording medium or network, thereby substantially configuring each unit of the control unit 12.

  The control unit 12 includes an arrangement pattern deriving unit 12a in terms of functional concept. The arrangement pattern deriving unit 12a is arrangement pattern deriving means for deriving the arrangement pattern of personnel for the target business. Details of processing executed by each component of the control unit 12 will be described later.

(Configuration-Data recording part)
The data recording unit 13 is a recording unit that records a program and various data necessary for the operation of the business staffing system 1, and uses, for example, a magnetic recording medium such as a hard disk (not shown) as an external storage device. It is configured. However, any other recording medium including a semiconductor storage medium such as a flash memory or an optical recording medium such as a DVD or a Blu-ray disk can be used instead of or together with the hard disk.

  The data recording unit 13 includes a holding power database 13a (hereinafter, the database is referred to as “DB”) and a necessary number of users DB 13b.

(Configuration-Data recording section-Holding power DB)
The possession competence DB 13a stores business information for identifying the business, identification information for uniquely identifying the personnel, and retained competence information for identifying the competence possessed by the personnel to perform the business in association with each other. It is a holding power amount information storage means. FIG. 2 is a table exemplifying information stored in the retained power DB 13a. As shown in FIG. 2, the holding power amount DB 13 a corresponds to the items “target business”, “action”, “holding power amount of each person for each action”, and “holding power amount of each person for each target business”. Information is stored in association with each other. Furthermore, qualification information for specifying the presence / absence of a predetermined qualification is also stored in the holding power DB 13a.

  Information stored in correspondence with the item “target job” is job information for identifying a job to be staffed (“blood sampling” in FIG. 2). Here, “business” means one unit constituting a series of business processes.

  The information stored in correspondence with the item “action” is activity information for identifying each activity that is a component of the work (“patient information confirmation” in FIG. 2). Here, “activity” means an activity necessary for deriving the output desired by the business from the input to each business. Specifically, the input, task, output, This includes converting and checking resources and controls.

  The information stored corresponding to the item “capacity held by each person for each action” is activity capacity information for specifying the capacity possessed by the person to perform each activity. In the example of FIG. 2, the level of competence possessed by the personnel to perform each activity in association with each piece of identification information (alphabet “A” to “K” in FIG. 2) that uniquely identifies the personnel. A numerical value indicating “3” in FIG. 2 or the like is stored as activity ability information. If the personnel do not have the prescribed qualifications (for example, qualifications such as doctors, nurses, clinical technologists, etc.) and are not eligible for assignment to work, the symbol “-” indicating that will be active Stored as competence information.

  FIG. 3 is an evaluation item table illustrating evaluation items for evaluating the holding power amount of each person for each action. In this evaluation item table, information corresponding to the items “target business”, “action”, and “level-specific evaluation items” is stored in association with each other. Among these, the information stored in correspondence with the item “target job” is the job information for specifying the job to be staffed. The information stored corresponding to the item “action” is information relating to the activities that constitute the business, and is information that specifies the attribute of each activity corresponding to the small item “action type” (in FIG. 3, “input confirmation”). Etc.) and activity information for identifying each activity corresponding to the small item “action name” is stored. The information stored corresponding to the item “Evaluation item by level” is the evaluation item for evaluating the competence possessed by the personnel for performing each activity by level (that is, each item when performing an activity). Items that can be specifically implemented by level personnel, and evaluation items corresponding to each of the sub-items “Level 1”, “Level 2”, “Level 3”, and “Level 4” The information indicating the contents of is stored. Here, “Level 1” means that an activity that requires systematic knowledge has systematic knowledge, but an advanced instruction is required for every case in the activity. . “Level 2” means that a basic case in an activity can be dealt with, but in a standard case that should be dealt with in accordance with a business standard, an instruction from an advanced person is required. Here, the “business standard” refers to a collection of correspondence methods that can be assumed in the business. “Level 3” means that a standard case that can be handled according to the business standard can be performed independently. Further, “level 4” means that difficult cases that cannot be dealt with by business standards can be carried out independently. In the example of FIG. 3, for example, when evaluating the competence for performing the activity “execution of blood collection” in the work “blood collection”, the content of the evaluation item of level 1 is “can grasp blood vessels suitable for blood collection”, The contents of the level 2 evaluation items are “can be confirmed with eyes. Blood can be collected from blood vessels”, and the contents of the level 3 evaluation items are “can be confirmed by palpation. Blood can be collected from blood vessels. A winged needle can be used”. The content of the evaluation item of level 4 is “It is possible to collect blood from a patient whose blood vessel is difficult to confirm”. Based on these evaluation items, by evaluating the competence possessed by personnel to perform each activity by level, considering the characteristics of hospital work such as the diversity of patient needs and the presence or absence of biological intervention, It is possible to appropriately evaluate the level of competence possessed by each person. Note that there is little difference between basic cases, standard cases, or difficult cases, and activities that have a low need to set evaluation items by level (for example, activities to transport goods) are only for Level 3. Evaluation items may be set, and setting of evaluation items may be omitted for other levels. In the example of FIG. 3, “---” is stored as information indicating that the setting of the evaluation item is omitted. It should be noted that the numerical value “1” stored corresponding to the item “the holding power amount of each person for each action” in the holding power amount DB 13a in FIG. 2 indicates “level 1” in the evaluation item table in FIG. This indicates that personnel can implement the contents of the evaluation items. Similarly, the numerical value “2” stored corresponding to the item “the holding power amount of each person for each action” in the holding power amount DB 13a indicates the contents of the evaluation item “level 2” in the evaluation item table of FIG. The numerical value “3” stored in correspondence with the item “capacity of each employee for each action” in the retained power amount DB 13a is an evaluation item of “level 3” in the evaluation item table of FIG. The value “4” stored in correspondence with the item “the holding capacity of each employee for each action” in the holding power DB 13a is “level” in the evaluation item table of FIG. 4 ”indicates that personnel can implement the contents of the evaluation item.

  Returning to FIG. 2, the information stored in correspondence with the item “held capacity of each staff for each target business” in the stored capacity DB 13 a is the capacity held by the staff to perform the work that is the target of the staff assignment. It is the holding power information that identifies In the example of FIG. 2, the level of competence possessed by the personnel to perform the work is associated with each piece of identification information (alphabet “A” to “K” in FIG. 2) that uniquely identifies the personnel. The numerical value shown (“3” in FIG. 2) is stored as the holding power information. The possessed competence information is information that specifies the lowest competence among the competencies possessed by the personnel to perform each activity that is a component of each business. For example, the competence possessed by the personnel “A” for performing the “blood collection” operation is determined by the personnel for performing each activity (“patient information confirmation” in FIG. 2) as a component of the operation. Among the possessed abilities (“3” or “4”), the lowest abilities are “3”.

  In addition, qualification information for specifying the presence or absence of a predetermined qualification (for example, qualification of a doctor, nurse, clinical laboratory technician, etc.) is stored in association with identification information for uniquely identifying a person. In the example of FIG. 2, qualification information (no mark if there is a qualification, symbol “*” if there is no qualification) is added to the alphabet indicating the identification information that uniquely identifies the person.

  The timing and method in which these pieces of information are stored in the holding power amount DB 13a are arbitrary. For example, the information is previously input to the data recording unit 13 via the input unit 10 and stored in the holding power amount DB 13a.

(Configuration-Data recording part-Required number of people DB)
Returning to FIG. 1, the necessary number DB 13 b is necessary number information storage means for storing business information for identifying a business and necessary number information for identifying the number of personnel to be assigned to the business in association with each other. FIG. 4 is a table illustrating information stored in the necessary number of people DB 13b. As shown in FIG. 4, information corresponding to the items “target business”, “situation”, “necessary number of people [people]”, and “target business frequency” are stored in association with each other. Yes. Among these, the information stored corresponding to the item “target business” is business information for specifying the business. The information stored corresponding to the item “situation” is the work status that affects the number of personnel to be assigned to the work (for example, working hours, work occurrence status for inpatients, outpatient visit status, etc.) ). In the example of FIG. 4, information indicating the working time zone (“day working zone” in FIG. 4) is stored corresponding to the item “situation”. The information stored corresponding to the item “necessary number of people [person]” is necessary number of people information for specifying the number of personnel to be assigned to the business (“1” in FIG. 4). The information stored in correspondence with the item “target job frequency” is frequency information for specifying the frequency with which the personnel to be placed is placed in the work (“0.1” in FIG. 4). For example, when “0.1” is stored corresponding to the item “target job frequency”, the same staff is not always placed in the job, but rotation is set, and the placement target Indicates that each person is assigned to the task at a rate of once per 10 times. In this case, even if the required number of tasks is one, the number of personnel to be assigned to the task is 10 people obtained by dividing the required number “1” by the frequency “0.1”. On the other hand, when “1” is stored in correspondence with the item “target operation frequency”, it indicates that the same personnel that are to be allocated are always allocated to the operation. In this case, the required number of tasks corresponds to the number of personnel to be assigned to the task.

(processing)
Next, an arrangement pattern derivation process executed by the business personnel assignment system 1 configured as described above will be described. FIG. 5 is a flowchart of the arrangement pattern derivation process (in the following description of each process, step is abbreviated as “S”). This arrangement pattern derivation process is started when, for example, an instruction input indicating that the arrangement pattern derivation process is to be executed is made via the input unit 10 after the business personnel assignment system 1 is turned on.

  After starting the arrangement pattern deriving process, the arrangement pattern deriving unit 12a waits until a task for deriving the arrangement pattern of personnel is designated via the input unit 10 (SA1, No).

  When an operation for deriving a staffing pattern is designated via the input unit 10 (SA1, Yes), the placement pattern deriving unit 12a displays the designated task (hereinafter referred to as “target job” as necessary). The necessary number information and frequency information corresponding to “)” are acquired from the necessary number DB 13b (SA2).

  Subsequently, the arrangement pattern deriving unit 12a acquires identification information and possession capability information corresponding to the target business, and qualification information from the possession capability DB 13a (SA3).

  Next, the arrangement pattern deriving unit 12a, based on the necessary number of people information acquired in SA2, and the identification information and possessed competence information acquired in SA3, the competence capable of performing the target business independently (that is, the competence of level 3 or higher) ) And the number of personnel to be assigned to the job (SA4).

  Subsequently, the arrangement pattern deriving unit 12a determines, based on the number of persons specified in SA4, that the number of personnel possessing the ability to perform the target task independently is the number of personnel necessary for deriving the personnel allocation pattern for the task. The degree of satisfaction indicating the degree of satisfaction is calculated (SA5). Specifically, the arrangement pattern deriving unit 12a calculates a value obtained by multiplying the number of personnel holding the competence capable of independently performing the target business by the frequency specified based on the frequency information acquired in SA2. A value obtained by subtracting the number of personnel to be assigned to the work is calculated as the sufficiency.

  FIG. 6 is a sufficiency degree table illustrating the calculation result of the sufficiency degree. As shown in FIG. 6, in addition to the information in the required number of people DB 13b illustrated in FIG. 4, information corresponding to the items “number of people held by level [person]” and “satisfaction degree” is stored in the satisfaction degree table. Is done. Among these, the information stored in correspondence with the item “number of people held by level [person]” is information indicating the number of personnel by level that can be placed in the target business. For example, when the target business is “pre-measurement processing”, according to FIG. 6, the arrangement pattern deriving unit 12a is a level 4 personnel based on the identification information and the possession ability information acquired from the possession ability DB 13a illustrated in FIG. Is identified as 0, Level 3 personnel 8 and Level 2 personnel 3. The information stored corresponding to the item “satisfaction degree” is information indicating the degree of satisfaction calculated by the arrangement pattern deriving unit 12a in SA5. For example, when the target business is “pre-measurement processing”, according to FIG. 6, regarding the situation “day shift / standard”, the number of personnel to be allocated to the business is 2 and the personnel to be allocated are allocated to the business The frequency is 1, and the number of personnel who have the ability to perform the work independently (ie, the ability of level 3 or higher) is 8, so the sufficiency is 8 × 1-2 = 6 Is calculated. On the other hand, with respect to the situation “duty zone” in the work “pre-measurement processing”, according to FIG. 6, the number of persons to be placed in the work is one, and the frequency of assignment of personnel to be placed in the work is 0.1. Since the number of personnel who have the ability to perform the task independently (ie, the ability of level 3 or higher) is 8, the degree of satisfaction is 8 × 0.1-1 = −0. 2 is calculated.

  Returning to FIG. 5, after the process of SA5, the arrangement pattern deriving unit 12a determines whether or not the degree of satisfaction calculated in SA5 is 0 or more (that is, the number of personnel possessing the ability to perform the target business independently). However, it is determined whether or not the number of personnel necessary for deriving the staffing pattern for the task is satisfied (SA6).

  As a result, if the degree of satisfaction is 0 or more (that is, the number of personnel possessing the ability to perform the target business independently satisfies the number of personnel necessary for deriving the personnel allocation pattern for the business) (SA6, Yes), the arrangement pattern deriving unit 12a is a person who possesses the competence capable of performing the work alone (ie, the ability of level 3 or higher), and corresponds to the work Personnel who do not have the prescribed qualifications (hereinafter referred to as “level 3 or higher unqualified personnel”) are assigned to the task (SA7). Specifically, the arrangement pattern deriving unit 12a determines that the number of level 3 or higher unqualified personnel is equal to or higher than level 3 when the number of unqualified personnel is equal to or greater than the number of persons to be allocated to the target job (hereinafter referred to as “necessary number” if necessary). It is assumed that the required number of unqualified personnel may be assigned to the task. On the other hand, if the number of unqualified personnel at level 3 or higher is less than the required number, all the unqualified personnel at level 3 or higher are assigned to the task.

  Next, the arrangement pattern deriving unit 12a is a person whose level of competence possessed for performing the target work is a level 2 person and does not have a predetermined qualification corresponding to the work (hereinafter referred to as necessary). Accordingly, “level 2 unqualified personnel”) is allocated to the task with the simultaneous allocation condition of personnel of level 3 or higher (SA8).

  Specifically, the arrangement pattern deriving unit 12a is a value obtained by dividing the number of unqualified level 2 personnel by the frequency of the target business (that is, the number of personnel necessary for deriving the personnel allocation pattern for the target business). If the number of unqualified personnel of level 3 or higher placed in the target business in SA7 is subtracted (hereinafter referred to as “remaining required number P1” if necessary) and the frequency of the target business is 1 (that is, always In the case where the same personnel are allocated to the target job), it is assumed that the remaining necessary number P1 from the unqualified level 2 personnel may be allocated to the job. However, since Level 2 unqualified personnel do not have the competence to perform the target business independently, at least one person who possesses the competence capable of performing the business independently is assigned to the business at the same time. There is a need. Therefore, the number obtained by subtracting one person from the required number shall be the maximum number of Level 2 unqualified personnel, and there shall be room for at least one person who possesses the competence capable of performing the target work alone. And In addition, if the number of Level 2 unqualified personnel is equal to or greater than the remaining required number P1 and the frequency of the target business is less than 1 (that is, the personnel assigned to the target business are rotated), the Level 2 unqualified personnel It is assumed that there is a possibility that the maximum number of persons obtained by subtracting one person from the required number of persons will be assigned to the task.

  On the other hand, when the number of Level 2 unqualified personnel is less than the remaining necessary number P1 and less than the necessary number of people, all the Level 2 unqualified personnel are set to be assigned to the task. In addition, if the number of Level 2 unqualified personnel is less than the remaining necessary number P1 and is more than the necessary number, the number of Level 2 unqualified personnel will be the maximum number of subtracted one from the necessary number. A setting that may be placed.

  Next, the arrangement pattern deriving unit 12a is a person who possesses the competence capable of performing the target task independently (that is, the competence of level 3 or higher) and has a predetermined qualification corresponding to the task. Personnel (hereinafter referred to as “qualified personnel of level 3 or higher” as necessary) are assigned to the task (SA9). Specifically, when the frequency of the target job is 1, the arrangement pattern deriving unit 12a determines the target job in SA7 and SA8 from the value obtained by dividing the required number of persons from the qualified personnel of level 3 or higher by the frequency of the target job. It is assumed that the number obtained by subtracting the number of arranged personnel (hereinafter referred to as “remaining necessary number of people P2” as necessary) is likely to be allocated to the task. In addition, when the frequency of the target business is less than 1, it is set that there is a possibility that the required number of personnel from the level 3 or higher qualified personnel may be allocated to the business.

  Also, in SA6, the satisfaction degree calculated by the arrangement pattern deriving unit 12a in SA5 is not 0 or more (that is, the number of personnel who have the ability to perform the target business independently is the number of personnel to the business. If the number of persons necessary for deriving the arrangement pattern is not satisfied (SA6, No), the arrangement pattern deriving unit 12a arranges unqualified personnel of level 3 or higher corresponding to the target job in the job (SA10). Specifically, as in SA7, when the number of unqualified personnel at level 3 or higher is greater than the required number, the arrangement pattern deriving unit 12a determines that the maximum required number of unqualified personnel at level 3 or higher The setting may be placed in On the other hand, if the number of unqualified personnel at level 3 or higher is less than the required number, all the unqualified personnel at level 3 or higher are assigned to the task.

  Next, the placement pattern deriving unit 12a places qualified personnel of level 3 or higher corresponding to the target business in the business (SA11). Specifically, when the frequency of the target job is 1, the arrangement pattern deriving unit 12a sets all the qualified personnel of level 3 or higher to the job. In addition, when the frequency of the target business is less than 1, it is set that there is a possibility that the required number of personnel from the level 3 or higher qualified personnel may be allocated to the business.

  Subsequently, the arrangement pattern deriving unit 12a determines whether or not personnel (hereinafter referred to as “level 3 or higher personnel”) capable of performing the target job independently can be simultaneously arranged in the job. (SA12) Specifically, the arrangement pattern deriving unit 12a can perform the target job independently when the level 3 or higher personnel are allocated in SA10 or SA11 for the target job with two or more required persons. It is determined that personnel possessing the appropriate competence can be simultaneously assigned to the task.

  As a result, if the personnel who have the ability to perform the target business independently can be simultaneously allocated to the business (SA12, Yes), the placement pattern deriving unit 12a has the capability to perform the target business. The level 2 personnel (hereinafter referred to as “level 2 personnel” if necessary) are allocated to the task with the simultaneous allocation condition of level 3 or higher personnel (SA13).

  Specifically, the arrangement pattern deriving unit 12a determines that the number of level 2 personnel is SA10 based on a value obtained by dividing the necessary number by the frequency of the target business (that is, the number of personnel necessary for deriving the personnel allocation pattern for the target business). In addition, if the number of personnel of level 3 or higher assigned to the target job in SA11 is subtracted (hereinafter referred to as “remaining required number P3” if necessary) and the frequency of the target job is 1, among level 2 personnel The remaining necessary number P3 is set to be likely to be placed in the business. In addition, when the number of level 2 personnel is equal to or greater than the remaining required number P3 and the frequency of the target job is less than 1, the maximum number of people subtracting one from the required number is assigned to the job from the level 2 personnel. The setting may be

  On the other hand, if the number of level 2 personnel is less than the remaining necessary number P3 and less than the necessary number of people, all the level 2 personnel are set to be assigned to the task. In addition, when the number of level 2 personnel is less than the required number of remaining people P3 and more than the required number, the number of level 2 personnel that can be assigned to the target job is a maximum of 1 subtracted from the required number. The setting should be appropriate.

  Further, in SA12, when the personnel who have the ability to perform the target business independently cannot be allocated to the business at the same time (SA12, No), that is, the arrangement pattern deriving unit 12a is in the level in SA10 and SA11. When three or more personnel are not allocated to the target job, or when the required number of target jobs is one, the arrangement pattern deriving unit 12a allocates the level 2 personnel to the job with a hold condition (SA14). . For example, the arrangement pattern deriving unit 12a applies a support request to a level 3 or higher person who is not arranged at the same time or waits for an instruction from a level 3 or higher person to hold a required number of people from level 2 A setting that may be placed in a business.

  After the process of SA9, SA13, or SA14, the arrangement pattern deriving unit 12a causes the output unit 11 to output the result of deriving the arrangement pattern of personnel to the target business by the arrangement pattern deriving unit 12a (SA15). Thereafter, the control unit 12 ends the arrangement pattern derivation process.

  FIG. 7 is a table exemplifying a result of derivation of a staffing pattern to a target job by the layout pattern deriving unit 12a (layout pattern table). As shown in FIG. 7, in the arrangement pattern table, information corresponding to the items “target work”, “situation”, “necessary number of people [people]”, and “target staff group (lower part is attribute of staff)” Stored in association with. Among these, the information stored in correspondence with the item “target job” is the job information for specifying the job to be staffed. The information stored corresponding to the item “situation” is information indicating the business situation that affects the number of personnel to be assigned to the business. The information stored corresponding to the item “required number of people [persons]” is necessary number of people information for specifying the number of personnel to be assigned to the work. The information stored corresponding to the item “target personnel group (lower part is personnel attributes)” is information for identifying the personnel to be placed in the target business and the attributes of the personnel (in FIG. 7, the personnel “ About “A”, “Inspector / Veteran”). In addition, information for specifying the personnel placement pattern (white circles, black circles, double circles, “*”, “**”, diagonal lines, and blanks in FIG. 7) is stored in association with each target job and each personnel. Has been.

  For example, when the target business is “pre-measurement processing” and the situation is “day shift / standard”, the satisfaction degree is 6 according to FIG. 6 (SA6, Yes), so the arrangement pattern deriving unit 12a Arrangement of 3 or more unqualified personnel (SA7) and level 2 unqualified personnel with simultaneous deployment conditions (SA8). Here, according to FIG. 2, since there is no unqualified personnel of level 3 or higher for the target job “pre-measurement processing”, the arrangement pattern deriving unit 12a selects the level 2 unqualified personnel “J” and “K”. The number of people “1” obtained by subtracting one from the required number of people “2” is set to have the possibility of being placed in the job with the simultaneous placement condition (“*” in FIG. 7) (double in FIG. 7). Circle). Furthermore, the arrangement pattern deriving unit 12a arranges qualified personnel of level 3 or higher in the business (SA9). In other words, the arrangement pattern deriving unit 12a determines the remaining number of persons from the level 3 personnel “A”, “B”, “C”, “D”, “E”, “F”, “H”, and “I”. It is assumed that “one person” may be assigned to the task as P2 (white circle in FIG. 7). As a result, level 2 unqualified personnel can be used effectively, and level 3 personnel can guarantee the safety and quality of work. Note that the personnel “G” whose level of ability for the target job “pre-measurement processing” is level 1 is not arranged (blank in FIG. 7).

  Further, for example, when the target business is “pre-measurement processing” and the situation is “day shift / peak”, the satisfaction degree is 5 according to FIG. 6 (SA6, Yes), so the arrangement pattern deriving unit 12a is , Level 3 or higher unqualified personnel are placed (SA7), and Level 2 unqualified personnel are placed with conditional placement (SA8). Here, according to FIG. 2, there is no unqualified personnel of level 3 or higher for the target job “pre-measurement processing”, and the number of level 2 unqualified personnel “2” is less than the remaining required number P1 “3” In addition, since it is less than the required number of people “3”, it is set to arrange all the level 2 unqualified personnel “J” and “K” with the simultaneous arrangement condition (“*” in FIG. 7) in the business concerned. (Black circle in FIG. 7). Furthermore, the arrangement pattern deriving unit 12a arranges qualified personnel of level 3 or higher in the business (SA9). That is, the arrangement pattern deriving unit 12a selects the remaining necessary number P2 from the level 3 personnel “A”, “B”, “C”, “D”, “E”, “F”, “H”, “I”. Assuming that “one person” is likely to be assigned to the job (white circle in FIG. 7). As a result, level 2 unqualified personnel can be used effectively, and level 3 personnel can guarantee the safety and quality of work. Note that the personnel “G” whose level of ability for the target job “pre-measurement processing” is level 1 is not arranged (blank in FIG. 7).

  Further, for example, when the target job is “sample measurement” and the situation is “day shift”, the satisfaction degree is −1 according to FIG. 6 (SA6, No), so the arrangement pattern deriving unit 12a Place 3 or more unqualified personnel (SA10) and level 3 or more qualified personnel (SA11). Here, according to FIG. 2, the level 3 or higher qualified personnel for the target job “sample measurement” are “E” and “F”, and the target job “sample measurement” in the situation “day shift”. Since the frequency is “1”, the setting is such that all qualified personnel “E” and “F” of level 3 or higher are assigned to the task (black circles in FIG. 7). Furthermore, since it is possible to arrange personnel of level 3 or higher at the same time (SA12, Yes), the allocation pattern deriving unit 12a allocates level 2 personnel to the task with the simultaneous allocation condition of personnel of level 3 or higher (SA13). . That is, the arrangement pattern deriving unit 12a simultaneously arranges “one person” as the remaining necessary number P3 among the level 2 personnel “A”, “B”, “C”, “D”, “H”, “I”. It is assumed that there is a possibility of being placed in the task with a condition (“*” in FIG. 7). As a result, the level 2 personnel can be effectively utilized, and the safety and quality in the business can be guaranteed by the level 3 personnel. Note that the unqualified personnel “J” and “K” are not placed in the target job “sample measurement” according to FIG. 2 (hatched lines in FIG. 7).

  For example, when the target job is “blood collection” and the situation is “day shift”, the satisfaction degree is −0.7 according to FIG. 6 (SA6, No), so the arrangement pattern deriving unit 12a Level 3 or higher unqualified personnel (SA10) and level 3 or higher qualified personnel are allocated (SA11). Here, according to FIG. 2, the level 3 or higher qualified personnel for the target work “blood collection” are “A”, “H” and “I”, and the target work “blood collection” in the situation “day shift”. The frequency of “0.1” is “0.1”, so there is a possibility that a maximum number of qualified personnel “A”, “H” and “I” of level 3 or higher will be assigned to the task. Set (white circle in FIG. 7). Furthermore, since the number of persons required for the target job “blood collection” is one and personnel at level 3 or higher cannot be allocated at the same time (SA12, No), the arrangement pattern deriving unit 12a assigns level 2 personnel with a holding condition. (“**” in FIG. 7) is allocated to the task (SA14). In other words, the placement pattern deriving unit 12a makes a request for support to the level 3 or higher personnel who are not simultaneously deployed, and the level 2 personnel "B", "C", The setting is such that the necessary number of people “1” from among “D”, “E”, “F”, and “G” may be placed in the target business. As a result, the level 2 personnel can be effectively utilized, and the safety and quality in the business can be guaranteed by the level 3 personnel. Note that the unqualified personnel “J” and “K” are not placed in the target work “blood collection” according to FIG. 2 (the hatched lines in FIG. 7).

(effect)
As described above, according to the embodiment, the arrangement pattern deriving unit 12a can allocate at least one person who has the ability to independently execute a task to the task and can perform the task independently. By assigning personnel who do not have sufficient competence to the job, the assignment pattern of personnel to the job is derived so that the number of personnel to be assigned is assigned to the job. Efficiently utilize personnel who do not have the competence that can be performed, and derive personnel assignment patterns that can guarantee the safety and quality of operations by personnel who have the capability to perform operations independently. be able to.

  In addition, the placement pattern deriving unit 12a possesses the competence capable of independently performing the task when the personnel having the capability to independently perform the task for which the staff is to be allocated cannot be allocated to the task. When the personnel who have the competence to carry out the work alone is insufficient because the assignment pattern of the personnel to the work is derived so that the unassigned staff is assigned to the work with a predetermined condition. Even so, it is possible to derive a personnel assignment pattern that can effectively utilize personnel who do not have the competence that can perform the work independently while ensuring the minimum safety.

  In addition, since the arrangement pattern deriving unit 12a derives the arrangement pattern of the personnel to the business so as to preferentially arrange the personnel who do not have the predetermined qualification based on the qualification information. In addition to making effective use of unqualified personnel, it is possible to derive a personnel allocation pattern that can actively carry out on-site education for the personnel.

  In addition, the possessed ability information stored in the retained ability DB 13a specifies the lowest competence among the ability possessed by the personnel to perform each activity that is a component of the business corresponding to the retained ability information. Since it is information, the competence possessed by personnel to carry out each activity is evaluated according to the level, and the characteristics of hospital work such as the diversity of patient needs and the presence or absence of biological intervention are taken into account. It is possible to appropriately evaluate the level of competence possessed by personnel.

[Modifications to Embodiment]
Although the embodiments of the present invention have been described above, the specific configuration and means of the present invention can be arbitrarily modified and improved within the scope of the technical idea of each invention described in the claims. Can do. Hereinafter, such a modification will be described.

(About problems to be solved and effects of the invention)
First, the problems to be solved by the invention and the effects of the invention are not limited to the above contents, and may vary depending on the implementation environment and details of the configuration of the invention. May be solved, or only some of the effects described above may be achieved.

(About distribution and integration)
Further, each of the electrical components described above is functionally conceptual and does not necessarily need to be physically configured as illustrated. That is, the specific form of distribution or integration of each part is not limited to the one shown in the figure, and all or a part thereof is functionally or physically distributed or integrated in arbitrary units according to various loads or usage conditions. Can be configured.

(About arrangement pattern derivation processing)
In the above-described embodiment, it has been described in SA8 of FIG. 5 that the arrangement pattern deriving unit 12a arranges level 2 unqualified personnel in the target job with simultaneous arrangement conditions of personnel of level 3 or higher. The arrangement pattern of personnel for the business may be derived so that only personnel of level 3 or higher are allocated to the business. As a result, it is possible to effectively utilize personnel who do not have the competence to carry out the work alone, only when the number of personnel who have the ability to carry out the work alone is insufficient. It is possible to derive a staffing pattern that can be assured of safety and quality in business.

DESCRIPTION OF SYMBOLS 1 Business personnel allocation system 10 Input part 11 Output part 12 Control part 12a Arrangement pattern derivation part 13 Data recording part 13a Holding power DB
13b Required number of people DB

Claims (7)

It is a system for deriving the staffing pattern for the target business,
The business information for identifying the business, the identification information for uniquely identifying the personnel, and the competence information for identifying the competence possessed by the personnel for performing the business are stored in association with each other. Holding capacity information storage means;
Necessary number information storage means for correlating and storing the work information for identifying the work and the necessary number of persons information for specifying the number of the personnel to be placed in the work;
Obtaining the necessary number information corresponding to the work to be staffed from the necessary number information storage means, the identification information corresponding to the work and the possession ability information from the possession ability information storage means Based on the acquired necessary number information, identification information, and possessed competence information, at least one person who possesses the competence capable of performing the work independently is assigned to the work, and the work By arranging the personnel who do not have the competence that can be performed alone in the business, the personnel allocation pattern for the business is changed so that the number of personnel to be deployed is allocated in the business. Arrangement pattern deriving means for deriving;
Business staffing system equipped with. The arrangement pattern derivation means is based on the acquired necessary number information, identification information, and possession capability information, and the number of the personnel possessing the competence capable of independently performing the work to be arranged for the personnel. And the number of the personnel to be assigned to the business, and based on the identified number of personnel, the number of the personnel possessing the ability to perform the business independently is determined by the number of the personnel to the business. If the number of people necessary to derive the allocation pattern is satisfied, the personnel are allocated to the business so that only the personnel having the ability to perform the business independently can be allocated to the business. If the number of personnel who have the ability to derive the pattern and perform the task independently does not satisfy the number of personnel required to derive the allocation pattern of the personnel for the task, Alone The personnel to be placed in the business who do not have line capable force derives the arrangement pattern of the personnel to the business,
The business staffing system according to claim 1. The placement pattern deriving means has the competence capable of independently performing the task when the personnel having the competence capable of independently performing the task to which the personnel are to be allocated cannot be allocated to the task. Deriving an arrangement pattern of the personnel to the business so that the personnel who have not been placed in the business with a predetermined condition,
The business staffing system according to claim 1 or 2. The holdings force information storing means further stores credentials for identifying the presence or absence of Jo Tokoro qualification,
The arrangement pattern deriving unit obtains the qualification information corresponding to the work to be arranged for the personnel from the possessed competence information storage unit, and has the predetermined qualification based on the acquired qualification information. Deriving an arrangement pattern of the personnel to the business so as to preferentially allocate the personnel to the business,
The business personnel assignment system according to any one of claims 1 to 3. The possessed competence information storage means further includes activity information that identifies each activity that is a component of the business, and activity competence information that identifies the competence possessed by the personnel to perform each activity. Store and
The possessed competence information is information that specifies the lowest competence among the competence possessed by the personnel to perform the activities that are the components of the business corresponding to the retained competence information.
The business staffing system according to any one of claims 1 to 4. A method for deriving a staffing pattern for a target business,
The control means mutually includes business information for identifying the business, identification information for uniquely identifying the personnel, and competence information for identifying the competence possessed by the personnel for performing the business. Holding power information storing step for storing in association with storage means;
The required number information storage step in which the control means stores the work information for specifying the work and the necessary number information for specifying the number of the personnel to be placed in the work in the storage means in association with each other;
An arrangement pattern deriving unit obtains the necessary number of people information corresponding to the business to which the personnel are to be arranged from the storage unit, and the identification information and the possessed competence information corresponding to the business from the storage unit. Based on the acquired necessary number information, identification information, and possessed competence information, at least one person who possesses the competence capable of performing the work independently is assigned to the work, and the work By arranging the personnel who do not have the competence that can be performed alone in the business, the personnel allocation pattern for the business is changed so that the number of personnel to be deployed is allocated in the business. An arrangement pattern deriving step for deriving;
Business staffing method including Computer
Ability to store business information that identifies business, identification information that uniquely identifies personnel, and competence information that identifies the competence possessed by the personnel to perform the business in association with each other Information storage means;
A required number of people information storage means for correlating and storing the business information for specifying the business and the necessary number of people information for specifying the number of the personnel to be placed in the business;
The computer,
Obtaining the necessary number information corresponding to the work to be staffed from the necessary number information storage means, the identification information corresponding to the work and the possession ability information from the possession ability information storage means Based on the acquired necessary number information, identification information, and possessed competence information, at least one person who possesses the competence capable of performing the work independently is assigned to the work, and the work By arranging the personnel who do not have the competence that can be performed alone in the business, the personnel allocation pattern for the business is changed so that the number of personnel to be deployed is allocated in the business. Arrangement pattern deriving means for deriving;
Business personnel assignment program to function as

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