JP6875151B2 - Personnel management system - Google Patents

Description

The present invention relates to a personnel management system in which a new employee in a company or the like can decide an assignment destination by his / her own will.

In organizations such as companies, it is important to utilize the abilities of employees, etc. to increase productivity and maximize profits, and in order to achieve this purpose, the abilities of employees, etc. and contribution to the company are justified. Need to be evaluated. In order to achieve this, it is common for a boss who manages employees to carry out personnel evaluations of his subordinates (see, for example, Patent Document 1).

In order to improve the above-mentioned general personnel evaluation method, the applicant sets points (virtual currency) according to the work requested or undertaken by the employee in the company, and the orderer and the order are received. By exchanging points according to the work between the accounts of the employee who will be the person, the amount of work and value will be quantified, and the increase amount of the account that manages the points will be used for personnel evaluation in a predetermined period. (See, for example, Patent Document 2).

In addition, all new employees usually receive the same training according to a predetermined employee education program for several months after joining the company, and are generally assigned to a department decided by the company.

Japanese Unexamined Patent Publication No. 2006-185080 Japanese Unexamined Patent Publication No. 2016-126586

When a new employee joins a company, etc., he / she can learn about the functions of the departments in the company and the contents of the work while receiving explanations of the work contents of each department through training for several months, for example, two months. However, even if a new employee is given the opportunity to offer the desired department, basically, the department that manages personnel within the company decides the assignment destination, and the new employee himself is directly involved in the process. Most of the time you can't do that.

Furthermore, in the short-term training as described above, the information provided according to the training program prepared by the company is limited, and new employees who have just joined the company actually work in each department and the atmosphere of each department. It is not easy to obtain detailed information such as. Also, even from the perspective of the department to which they are assigned, it is difficult to grasp the abilities and personalities of new employees in detail before they are assigned. Mismatches may occur that do not match the work, characteristics, and system of the company, and they may be confused with each other. In such cases, we will try to eliminate the mismatch with each other over time, but there is a high possibility that it can be avoided if the department to be assigned is properly decided at the time of assignment. Is considered to be.

The present invention has been made in view of the above facts, and its main technical problem is to provide a personnel management system in which a new employee can fully experience the work in the company after joining the company and reflect his / her intention in deciding the assignment destination. To provide.

In order to solve the above-mentioned main technical problem, according to the present invention, according to the present invention, a personnel management system composed of a computer, a department account of a department, and an individual account of an employee belonging to the department linked to the department. The control means includes at least an account storage means for storing, a control means for managing points of each account stored in the account storage means, and a terminal means for connecting to the control means and inputting information, and the control means is a business. Set the point setting unit that stores the points set in accordance with the above and the department to which the new employee belongs as an individual as an in-house university, and execute the list creation step to create a list of new employees belonging to the in-house university. Transfer the points set according to the work from the list creation department and the account of the department that requested the work to the new employee or the account of the individual who requested the work to the account of the new employee who carried out the contracted work. and point exchange unit for executing a point transfer step, new employees belonging to the university in the該社is, with at least a business training management unit for managing to graduate from being assigned to the university in the該社, the, the business training management unit Determines whether or not the total number of points transferred to the new employee account has reached a predetermined value, and if it is determined that the total points have reached the predetermined value, the new employee is nominated by a department within the company. Register the information that you are a qualified graduate of the in-house university who has the right to receive the information in the list of new employees and notify each department, and accept the nomination for the new employee from each department and accept the nomination. By accepting the answer of the new employee as to whether or not it is, a personnel management system is provided in which the new employee can decide the assignment destination from the nominated department.

The business training management department receives the registration of the content of the business prepared by the department requesting the new employee and the points set for the business, and can post the content on the terminal means of the in-house university for viewing. a state, if register accepts the task to be carried out new employees is selected in the work shown該掲, there were applicants two or more new employees for one of the business which is the posted, each accepting bids at the point where new employees is subtracted from the point set in the business, it is preferable to determine that the business has been awarded by the new employees who bid at lower points.

The personnel management system configured based on the present invention is stored in a department account of a department, an account storage means for storing personal accounts of employees belonging to the department linked to the department, and the account storage means. A control means for managing points of each account and a terminal means connected to the control means for inputting information are provided, and the control means includes a point setting unit for storing points set according to business. The department that sets the department to which the new employee belongs as an individual as an in-house university, and the list creation department that executes the list creation step to create the list of new employees belonging to the in-house university, and the department that requested the new employee to do the work. To the point exchange department that executes the point transfer step to transfer the points set according to the work to the account of the new employee who carried out the contracted work from the account or the account of the individual who requested the work, and the in- house university The business training management department has at least a business training management department that manages the time from being assigned to the in-house university to graduation , and the business training management department determines the total points transferred to the new employee account. It is determined whether or not the value has been reached, and if it is determined that the specified value has been reached, the new employee is a qualified graduate of the in-house university who has the right to be nominated by the in-house department. By registering the information in the list of new employees and notifying each department, accepting nominations for the new employees from each department, and accepting the answers of the new employees as to whether or not to accept the nominations. The new employee can decide the assignment destination from the nominated department, can prevent confusion after being assigned to the department, and does not require special command and order for the new employee to join the company. Special management for new employees can be abolished.

It is a drawing which shows the whole block diagram of the personnel management system constructed based on this invention. It is a drawing for demonstrating the detail of the management server which comprises the personnel management system shown in FIG. It is explanatory drawing for demonstrating the flow of work using the personnel management system of this invention. It is a drawing which shows an example of the balance of the account aggregated by the personnel management system of this invention. It is a flowchart explaining the flow from admission to graduation of the in-house university system in the personnel management system of this invention. It is explanatory drawing for demonstrating the new employee list in the personnel management system of this invention. It is explanatory drawing explaining the auction system of the business training activity carried out by a new employee in this invention. It is explanatory drawing for demonstrating the draft system which is carried out when a new employee graduates from an in-house university in this invention.

Hereinafter, the personnel management system configured based on the present invention will be described in detail with reference to the attached drawings.

FIG. 1 schematically shows an example of a personnel management system configured based on the present invention. The personnel management system 1 of the present embodiment includes terminal means Y1 to Y3 assigned to each department (department A to department C), a management server 10 to which the terminal means Y1 to Y3 are connected, and an evaluation department terminal 20. The terminal means Y1 to Y3, the evaluation department terminal 20, and the communication network 2 as a connection means for connecting the management server 10 are included, and further, after the new employee joins the company in parallel with the departments A to C. It includes an "in-house university" set as an assignment destination and a terminal means Y4 used by a new employee belonging to the in-house university and connected to the communication network 2. Although the figure shows only three departments for convenience of explanation, it is not limited to this, and includes the case where the company is organized by a larger number of departments. Further, in FIG. 1, with the alternate long and short dash line as a boundary, the inside of the company is shown on the left side, and the external organization having different accounting from the company is shown on the right side.

The management server 10 is composed of a computer and includes a high-speed central processing unit (CPU) and large-scale storage means (main storage device such as RAM and ROM, auxiliary storage device such as magnetic disk). It is preferable, but not limited to this. The management server 10 is provided with a control means, an account storage means, a new employee list storage means, and the like, and the details will be described later.

In this embodiment, for convenience of explanation, an example in which the terminal means Y1 to Y4 are arranged in units of departments and in-house universities is shown, but it is not always necessary to have one for each department and in-house university, and one unit is assigned to each individual. You may do so. The terminal means Y1 to Y4 can use a personal computer, but are not limited to this, and can input business information described later, such as using a portable tablet terminal, and transmit the information to the management server 10. Any terminal can be used as long as it is equipped with.

The communication network 2 can use a generally known Internet line. By configuring the communication network 2 on the assumption that the Internet line is used, it is possible to access the management server 10 and input necessary information even when the terminal means Y1 to Y3 are outside the company. The present invention is not limited to this, and the communication network 2 may be configured only by a LAN (Local Area Network) line limited to the company, or a combination of an Internet line and a LAN in the company may be configured. It is possible to adopt any network means that can connect the terminal means Y1 to Y4 and the management server 10, including wired and wireless.

As shown in the figure, employees (a1 to a12, b1 to b8, c1 to c10) belonging to each department A to C are associated with each department A to C, and each department to be evaluated is evaluated. Departments A to C and employees are grouped. The "department" in the present invention may refer to an aggregate to which a plurality of employees belong, and is not limited by a form or a name, and includes any aggregate such as a department, a department, a section, a person in charge, or a group. .. In addition, new employees (n1 to n10) belong to the in-house university, and the new employees are also employees of the company, but in this specification, for convenience of explanation, they belong to a normal department. Persons are called "employees", and employees who are assigned to the in-house university after joining the company are called "new employees" to distinguish them.

The management server 10 is connected to an external organization G (supplier, government office, transportation company, user, licensor, licensee, etc.) on which money is expected to be exchanged via the communication network 2, and is connected to the external organization G. Information on the business with the company and the amount of payment for the business is managed by the management server 10.

The management server 10 of the personnel management system 1 in the present embodiment will be described in more detail with reference to FIG. The management server 10 is provided with at least a control means 12, an account storage means 14, and a new employee list storage means 15. The control means 12 is composed of a point setting unit 12a, a point exchange unit 12b, an external expenditure / receipt management unit 12c, a personnel evaluation unit 12d, and an in-house university management unit 12e.

The external expenditure / receipt management unit 12c is composed of an external expenditure management unit 121 and an external income management unit 122, and the personnel evaluation unit 12d is composed of a department evaluation unit 123 and an individual evaluation unit 124. The point setting unit 12a, the point exchange unit 12b, the external expenditure input management unit 12c, the personnel evaluation unit 12d, and the in-house university management unit 12e constituting the control means 12 are composed of computer programs and are registered in the memory of the management server 10. , The assigned process is appropriately executed based on the information input from the terminal means Y1 to Y4. Further, the account storage means 14 and the new employee list storage means 15 are composed of an auxiliary storage device such as a magnetic disk, and are assigned to a department account, an individual account, and a new employee set in the account storage means 14. The points of the account are managed by the point exchange unit 12b.

The personnel evaluation unit 12d executes department evaluation and individual evaluation while referring to the balance information of the points of the employee's account stored in the account storage means 14, and the personnel evaluation unit 12d can execute the personnel evaluation. The evaluation information is set so that it can be viewed from the evaluation department terminal 20 identified as being accessed by the person in charge of personnel evaluation among the terminal means for accessing the management server 10.

The personnel management system 1 of the present invention is generally configured as described above, and an example of the flow of business and points regarding how the points distributed in the personnel management system 1 are transferred to each account. An example of the configuration of the department account and the individual account will be described with reference to FIG. 4 based on FIG. In FIG. 3, for convenience of explanation, the description of the in-house university is omitted.

An example of the departments and employee accounts handled in the present invention is shown in FIG. 4 (a). The accounts of department A are the department account XA that manages the points of department A and the personal account that is assigned to the employees (12 people in total) associated with department A and manages the points generated by the execution of individual business. It is composed of a1 to a12.

Similar to the above-mentioned department A, the department B account is assigned to the department account XB that manages the points of the department B and the employees (8 people in total) associated with the department B, and is generated by the individual business execution. It is composed of personal accounts b1 to b8 for managing points, and the account of department C is also the same as above, the department account XC that manages the points of department C and the employees associated with department C (10 in total). It is composed of personal accounts c1 to c10 for managing points assigned to (name) and generated by individual business execution. Here, the "department account" is for managing points transferred from outside the department to the department and the employee to which it belongs, and points transferred to the external department or personal account by the department and the employee to which the department belongs. The "individual account" is for managing the points exchanged in connection with the work requested or undertaken by the individual employee. More specifically, when points are transferred from a department account or an employee's personal account to an employee's personal account belonging to another department, the points are added to the transferred employee's personal account. At the same time, the same amount of points will be added to the department account of the department to which the employee's personal account to which the points have been transferred is linked. In addition, when points are transferred from the personal account of an employee belonging to a department to the personal account of an employee belonging to another department, the points are deducted from the personal account of the transferred employee and the transferred individual. The points are also deducted from the department account of the department to which the account is linked. If points are exchanged between the personal accounts of employees belonging to a department, or between the personal accounts of employees belonging to a department and the department accounts, the department accounts of the department will not change.

The above-mentioned information on the balance of each account is stored in the account storage means 14 provided in the management server 10, and is the department of each department at the beginning of a predetermined period to be evaluated by personnel, for example, at the beginning of the year. The point balances of the accounts XA, XB, XC, and the individual accounts a1 to a12, b1 to b8, and c1 to c10 are all set to 0. Then, the work performed by each department and each employee by the terminal means Y1 to Y3 assigned to each department A to C, the points set according to the work, the information that each work is completed, etc. By inputting, the point balance of each account changes. The process of increasing or decreasing the point balance of each account after the actual work occurs will be explained more concretely.

First, it is assumed that the user U classified as the external organization G places an order with the department C in charge of sales in order to purchase the product P (10 million yen) of the company concerned ((A) in FIG. 3). Since this work is a work that receives income from the external organization G, the employee c1 belonging to the department C to which the work is assigned is the control means 12 configured in the management server 10 from the terminal means Y3. Accessing the external income management department 122 of the external expenditure management department 12c, department C received an order for product P for 10 million yen, and employee c1 was assigned the work with 1,000,000 points. Enter.

Since the above product P needs to be customized according to the required specifications of the user U for the base product, the employee c1 customizes the base product based on the required specifications of the user U by the employee of the department B in charge of designing. Ask b1 ((a) in FIG. 3). At this time, a point is set between the employee c1 and the employee b1 according to the work related to the design in consideration of the load and time required for the work. In the present embodiment, the points corresponding to the design work are set to 1,000,000 points, and the contracted employee b1 accesses the control means 12 of the management server 10 from the terminal means Y2 of the department to which the contractor belongs. In the point setting unit 12a, the department information of the requesting source, the business content, and the corresponding points are input.

Employee b1 performs a customized design according to the required specifications and completes the above-mentioned design work ordered. Report the completion of the design drawing of the product P to the employee c1 ((c) in FIG. 3), and if it is officially received, the information that the work performed by the employee b1 is completed is sent to the terminal means Y2. Access the control means 12 from and input. Since this work is a work undertaken by department C, the point exchange department 12b of the control means 12 transfers 1,000,000 points from the department account XC of department C to the personal account b1 of employee b1. Carry out the exchange. In this embodiment, points are transferred directly from the department account XC to the personal account b1, but the points are not limited to this, and 1 is formally transferred from the department account C to the personal account c1 which is the employee in charge. You may transfer million points to the personal account b1 of department B via the personal account c1. At this point, the department accounts XB, XC of the department B and the department C, and the personal accounts b1 of the employee b1 change as follows.

Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = -1,000,000 points

Supplementally, when points are transferred from a department account or an employee's personal account to an employee's personal account belonging to another department by the action of the "point exchange unit" of the present invention, the transferred employee Since points are added to the personal account of the employee and the same points are also added to the department account of the department to which the employee belongs, the employee of another department B from the department account XC of the department C 1,000,000 points are transferred to the personal account b1 of b1, and the same points are also added to the department account XB.

Based on the completed design drawing, employee c1 requests the manufacturing department A to manufacture the product P. The design drawing created by the employee b1 is sent to the department A in charge of manufacturing, and the manufacturing work load of the product P undertaken by the department A and the manufacturing cost such as the parts cost required for manufacturing are taken into consideration. Million points are set and ordered ((d) in FIG. 3). The production of the product P is performed by a plurality of employees belonging to the department A, and the order is placed to the department A instead of the individual employees. In department A, four employees a1 to a4 are assigned as persons in charge of manufacturing the product P, and 500,000 points are set for each person according to the manufacturing work. Then, the person in charge said that the department A received an order for the production of the product P from the department C at 8,000,000 points, and assigned the manufacturing work to the employees a1 to a4 in the department A, and the employees a1 to a4. Accesses the management server 10 from the terminal means Y1 of the department A and inputs the fact that the company has undertaken the manufacturing work with 500,000 points to the point setting unit 12a. In this embodiment, the department C requests the department A to manufacture the product P. For example, the department B in charge of the design is requested to perform the work including the manufacturing, and the department B to the department A. On the other hand, the production of the product P may be requested.

Since it is necessary for department A to purchase parts p1 and p2 from an external supplier in order to manufacture product P, the necessary parts p1 and p2 are ordered from supplier S of external organization G for 6 million yen (in FIG. 3). (E)). Since this work involves spending on the external organization G, the work content and the actual amount of the planned expenditure are registered in the external expenditure management unit 121 of the external expenditure management unit 12c of the control means 12. For convenience of explanation, the parts to be ordered are described only in p1 and p2, but it is assumed that a larger number of parts are actually ordered from a plurality of suppliers.

When the parts p1 and p2 ordered from the supplier S are delivered to the department A ((f) in FIG. 3), the department A pays the supplier S an amount of 6 million yen according to the parts p1 and p2. .. When the information that the parts p1 and p2 are delivered and the price of the parts p1 and p2 is paid is input from the terminal means Y1 to the control means 12, the external expenditure management unit 121 is executed to execute the account storage means. The information is transmitted to the point exchange unit 12b that manages 14 points, and points corresponding to the price = 6,000,000 points are deducted from the department account XA of department A. At this point, the balances of the department accounts XA, XB, XC of departments A to C and the personal accounts b1 of the employees are as follows.

Department A:
Department account XA = -6,000,000 points Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = -1,000,000 points

Employees a1 to a4 in charge of manufacturing product P in department A perform the assigned work, assemble and complete product P, and deliver it to department C, which is the contact point with user U (in FIG. 3). (G)). Since department A and department C are departments within the same company, the "delivery" does not necessarily mean that the product P is physically moved to department C, and the product P is moved into department A. Alternatively, it may be stored in a predetermined finished product storage place in the company and a report to the department C that the product P has been completed may be made. Then, after the product P is delivered to the department C, the terminal means Y1 of the department A in charge of manufacturing inputs to the control means 12 that the manufacturing operation of the product P has been completed. As a result, 8,000,000 points are transferred from the department account XC of the department C to the department account XA of the department A based on the points set in the point setting unit 12a, and at the same time, from the department account XA to the department A. 500,000 points will be transferred to each of the personal accounts a1 to a4 of the employees a1 to a4 who are in charge of manufacturing to which they belong. Here, in the control means 12 configured based on the present invention, when points are transferred from the department account to the employee belonging to the department, the account of the department account XA is not changed. As a result, the balance of each account becomes as follows.

Department A:
Department account XA = 2,000,000 points Personal account a1 = 500,000 points Personal account a2 = 500,000 points Personal account a3 = 500,000 points Personal account a4 = 500,000 points Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = -9,000,000 points Personal account c1 = -9,000,000 points

To supplement the above change in the account balance, 8,000,000 points transferred from the department account XC of the department C to the department A are transferred to the department account XA of the department A, and the balance of the department account XA is -6. From, million points to 2,000,000 points. Then, 500,000 points are transferred from the department account XA to the individual accounts a1 to a4 of the employees a1 to a4 who are in charge of manufacturing the product P. Here, as described above, since the department account is not changed by exchanging points within the same department, the department account XA of the department A remains unchanged at 2,000,000 points.

Upon receiving the completion of the product P, the department C delivers the product P to the user U (in FIG. 3 (c)). The user U who receives the product P pays 10 million yen to the department C as the price of the product P. The employee c1 inputs the delivery completion and payment completion information from the terminal means Y3. The price of 10 million yen paid by the user U is the actual money paid by the external organization G, and when the external income management unit 122 shown in FIG. 3 is executed, the price of 10 million yen is paid by the user U. Information to the effect that there was income is sent to the point exchange department 12b, and 10,000,000 points, which is equivalent to the price of 10 million yen, is transferred to the department account XC of department C. At the same time, when the work is completed, 1,000,000 points will be transferred from the department account XC to the personal account c1 of the employee c1 who was in charge of the work in the department C. As described above, the product P is ordered from the user U of the external organization G, each department cooperates in the company, and the business until the product P is finally delivered to the user U is executed. As a result, the balance of each account becomes as follows.

Department A:
Department account XA = 2,000,000 points Personal account a1 = 500,000 points Personal account a2 = 500,000 points Personal account a3 = 500,000 points Personal account a4 = 500,000 points Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = 1,000,000 points Personal account c1 = 1,000,000 points

The above-mentioned point transfer, exchange, etc. are just an example, and the point exchange timing, such as the transfer destination and point amount when points are transferred along with the work, is adjusted between departments and employees as appropriate. .. For example, in the above-described embodiment, the customized design of the product P is directly requested to the employee b1 of the department B, but the work is requested to the department B instead of the individual employee b1 and the work is requested in the department B as appropriate. The necessary work may be assigned to a suitable person. In that case, the points to be considered for the customized design are transferred from the department account XC of the department C to the department account XB of the department B, and from the department account XB to the personal account b1. Points will be transferred according to the work to.

In the above-described embodiment, the balance of each account may become a negative value (minus) in the process of completing the business. Therefore, if the evaluation is performed in the middle of this stage, the evaluation result may be unfair if the evaluation is performed based on the balance of the account even though each employee is performing the work without any problem. is assumed. In order to prevent this, the point exchange unit can be provided with a configuration that plays a role like a virtual "bank" in which points from the occurrence of business to the completion of business are temporarily repaid and transferred. In this embodiment, the transfer from the department account XC of the department C to the personal account b1 of the employee b1 of the department B, the point transfer to the department account XA of the department A that manufactured the product P, or the external from the department A. When the "bank" repays the points paid for the payment of money to the supplier S of the organization G and the points are transferred to each account upon completion of each business, the points were repaid. The points may be repaid to the "bank". By doing so, it is possible to prevent an unreasonably low evaluation depending on the timing of the evaluation, even though the work is being carried out smoothly and without delay.

As described above, the balance of points in the department account and personal account increases or decreases as the work undertaken by each department or employee is carried out. FIG. 4A shows the point balance of the account accumulated by carrying out the business for a predetermined period, for example, 6 months. In FIG. 4A, the balances of all personal accounts are not shown for departments A and C except department B, and some of them are omitted. Here, as shown in FIG. 4A, the balance of the department account XA of the department A is 12,000 million points, and among the individual accounts, the individual account with the highest balance is the individual account a3, 1, It is understood that the personal account with the lowest balance of 250,000 points was 500,000 points of the personal account a4.

Similarly, the balance of the department account XB of department B is 12,000 million points, the highest balance of the personal account is 1,600,000 points of the personal account b8, and the lowest is the personal account b2. In addition, the balance of the department account XC of department C is 1,000,000 points, and the balance of the personal account is the highest at 2,500,000 points of the personal account c2, which is the lowest. It is understood that is 900,000 points of personal account c10. As described above, the balance of each account does not simply increase as the business is carried out, but increases or decreases by placing orders and orders for the business. In addition, the department account includes points directly transferred to the department account in addition to the points of the individual accounts of the employees belonging to each department, and it is not necessarily the sum of the points of the individual accounts from the above explanation. As you can see.

The operations of the department evaluation unit 123 and the individual evaluation unit 124 of the personnel evaluation unit 12d will be described. The department evaluation department 123 sets the balance of the department accounts XA to XC of each department A to C at the end of the predetermined period as the number of members of the department (department A: 12 people) in order to carry out the evaluation of the department in the predetermined period. , Department B: 8 people, Department C: 10 people). As a result, as shown in FIG. 4B, the points per person in each department are calculated. Evaluation of departments A to C is carried out based on this numerical value. In the example of FIG. 4B, the highest evaluation is given to department B, and the lowest evaluation is given to department A. In this way, even if the balance of the department account of a department is simply large, that department is not necessarily highly evaluated, and the department with high points per person is evaluated as efficiently contributing to the business performance of the company. ..

On the other hand, the individual evaluation is carried out based on the balance of points in the individual account by executing the individual evaluation unit 124. As is clear from FIG. 4A, the employee with the highest balance was employee c2 belonging to department C, and the employee with the lowest balance was employee a4 belonging to department A. In this way, the evaluation of the department and the individual are carried out based on the evaluation of the department and the balance of the points of the individual account.

As shown in FIG. 2, in the management server 10 of the personnel management system 1, in order to realize the in-house university system configured based on the present invention in the company, the in-house university management department 12e, the new employee list. A storage means 15 is provided, and further, new employee accounts n1 to n10 for storing points of new employees belonging to an in-house university are set in the account storage means 14.

The in-house university management department 12e includes a list preparation department 125 and a business training management department 126. The list creation unit 125 has a function of executing a list creation step of creating a new employee list 151 including information of new employees belonging to the in-house university in the new employee list storage means 15. In addition, the business training management department 126 manages the period from when a new employee belonging to the in-house university is assigned to the in-house university until graduation, and each department or employee is a new employee belonging to the in-house university. When a business training project prepared for use is bridged to a new employee and the new employee undertakes and executes the business training project as a business, the department account of each department that requested the business via the point exchange unit 12b described above. Or, it has a function to execute a point transfer step of transferring points from an employee's personal account to a new employee's new employee account. Under the in-house university system, all new employees will belong to the in-house university after joining the company, and if they meet the graduation conditions of the in-house university, they will be qualified to graduate and will be assigned to each department. The graduation condition in this embodiment is that the total points transferred to the new employee account will reach 20 million points by implementing the business training project within two years. The in-house university system will be described more specifically with reference to FIGS. 5 to 8.

As shown in FIG. 5, a new employee who has joined the company must first enroll (assign) to an in-house university, and the list creation department 125 executes the list creation step and belongs to the in-house university. A new employee list 151 in which information on new employees is recorded is created (step S1). As shown in FIG. 6, the new employee list 151 is set in the storage area of the new employee list storage means 15 in the management server 10. The new employee list 151 stores basic information such as the name, age, major, etc. of new employees, and the history of business training projects undertaken after being assigned to an in-house university, and is accumulated by conducting the business training. The balance of points recorded in the account storage means 14 is read and stored. In this embodiment, the number of new employees belonging to the in-house university is 10, and each new employee is a new employee n1 to n10.

New employees n1 to n10 belonging to the in-house university execute business training activities (step S2) in which each department or individual employee undertakes the work prepared as a business training project for the new employee, and points as compensation. By earning, points are accumulated in each new employee account n1 to n10. The in-house university management department 12e of the control means 12 has a function of bridging business training projects prepared by each department or individual employee to new employees n1 to n10, and the business training is described with reference to FIG. The process of bridging projects will be explained more concretely.

Department A, department B, and department C prepare business training projects A, B, and C to be requested to new employees n1 to n10, respectively, and register them in the auction system set in the business training management department 126. To do. At this time, the contents of each business training project A to C, the implementation deadline, the predetermined points (for example, 100,000 points) to be given after the implementation are registered in the auction system, and newcomers belonging to the in-house university are registered. Employees n1 to n10 can view the business training project registered in the auction system from the terminal means Y4 of the in-house university. When new employees n1 to n10 browse the information posted on the auction system and find a business training project that they want to implement, they select and register the business training project that they want to implement. In the embodiment shown in FIG. 7, since the new employee n1 is registered in the business training projects A to C and the new employee n2 is registered in the business training projects A and C, the two compete with each other in the business training projects A and C. An auction will be held to decide which of the business training projects A and C will be requested. More specifically, new employees n1 and new employees n2 decide how many points can be undertaken for business training projects A and C, and bid with points deducted from the above predetermined points (100,000 points). To do. Then, the one with the smaller bid points wins each business training project and acquires the right to undertake the business training project. In this embodiment, it is assumed that the business training project A is sold to the new employee n1 with 95,000 points, and the business training project C is sold to the new employee n2 with 90,000 points. As a result, the business training project A is requested by the new employee n1 from the department A, and the business training project C is requested by the new employee n2 from the department C, and the new employee n1 and the new employee n2 execute the business training project C. Since the new employee n1 has registered the business training project B independently, if there is no further registration from other new employees, the new employee n1 will make a successful bid and carry out the business training project B under the registered conditions. In this way, when the new employee n1 and the new employee n2 undertake and carry out the business training projects A to C, the points (95,000 points) when the business training projects A and C are awarded by the above-mentioned auction system. , 90,000 points), but for business training project B, the points (100,000 points) preset by department B are transferred by the point exchange department 12b so that they are transferred to the new employee account n1 and the new employee account n2, respectively. The step is performed.

Requests for business training projects as described above are not necessarily limited to the use of the auction system. For example, as shown in FIG. 7, when the department C wants the new employee n3 to carry out the business training project D, the new employee n3 directly via the business training management unit 126 without using the auction system. It is also possible to request. Further, in the above-described embodiment, the new employees are made to carry out the business training projects A to D prepared by each department A to C, but the business training project is not necessarily prepared for each department, and the employee. Individual members may prepare business training projects and request them using the auction system or the like. In this way, new employees n1 to n10 belonging to the in-house university undertake actual work as business training projects from various departments and individual employees, and carry out the actual work while seeking direct guidance in each department, and earn points. , Gradually accumulate points in new employee accounts n1 to n10. By executing business training projects, each new employee can not only experience the work, but also know the work content of each department, how to proceed with the work, and the atmosphere in the department. It is possible to grasp in detail the ability, aptitude, and personality to carry out the work of ~ n10.

Returning to the flow of Fig. 5 and continuing the explanation, each new employee n1 to n10 will receive points by conducting business training projects under the in-house university system, and the total points transferred within two years will be totaled. It is always checked whether or not it has reached 20 million points (step S3). If it is determined in step S3 that the number of points has reached 20 million points (Yes) within two years after joining the company, the process proceeds to step S4, and the person becomes a qualified graduate who can graduate from the in-house university, and the new employee list 151 Information indicating that the student is qualified to graduate is recorded in the column of the prescribed basic information of each individual.

As shown in FIG. 8, when a new employee becomes a qualified graduate (in this embodiment, the new employee n5 and the new employee n10), the new employee provided in the business training management department 126 is acquired. The draft system for this is executed (step S5), and each department is notified that new employees n5 and n10 have been newly added to the list of qualified graduates. The department wishing to assign the new employees n5 and n10 listed on the graduation qualified person list decides the points to be contributed to the new employees n5 and n10 in order to acquire the new employees n5 and n10, and determines the points to be contributed to the new employees n5 and n10. Announcing the nomination on the draft system (step S6). In addition, the numerical value of the points to be contributed is registered together with the expression of the intention to acquire, but the points to be contributed are not disclosed to the third party. Then, when the new employee n5 and the new employee n10 are nominated in step S6 (Yes), the process proceeds to step S7, and the new employee himself considers whether or not to accept the bid. Here, for example, as shown in FIG. 8, when a plurality of departments (department A, department B) express their intention to acquire one new employee n5, in principle, the contributions presented by each department. The department with the highest points (department A in this embodiment) has the right to negotiate with the new employee n5 for assignment. If there is no objection to the new employee n5, the nomination from the department A, that is, the bid is accepted (Yes), and the assignment destination of the new employee n5 is decided to the department A.

However, the assignment destination of the new employee n5 is decided based on the intention of the new employee n5, and if the new employee n5 does not accept the bid from the department A in the above step S7 (No), the contribution is made. Negotiate with department B, which has the second point, or carry out a recruitment destination activity to find the department to which the new employee n5 himself wants to be assigned (step S8), and after consulting with the desired department, the assignment destination To determine. In this way, if the assignment to the department that bid in step S7 is accepted, or if the assignment destination is determined by the recruitment destination activity in step S8, the affiliation will be transferred from the in-house university to the assignment destination. , The in-house university will be graduated.

Returning to step S3 of FIG. 5 and continuing the explanation, if it is determined in step S3 that the points transferred by the execution of the business training project have not reached 20 million points (No), in-house in step S9. It is determined whether two years have passed since being assigned to the university. If two years have not passed (No), the process returns to step S2, and the business training project is continued, aiming for 20 million points. If two years have passed without reaching 20 million points and the result is Yes in step S9, at that point, search for a place of assignment by yourself and search for a department that will accept you. That is (step S10). If you find a place to be assigned, you will be transferred to the place of assignment without becoming a qualified graduate, and you will be voluntarily withdrawn from the in-house university.

The new employees n1 to n10 assigned to the in-house university set based on the present invention are deleted from the new employee list of the in-house university by being assigned to each department, and the affiliation becomes each department and is linked to each department. Become an attached general employee. After being assigned to each department, like other employees, they receive work requests from the department to which they belong, other departments, or individual employees, perform work, earn points, and accumulate them in their personal accounts. You can use the points to request work from other departments or individual employees. Then, based on the accumulated points, personnel evaluation is performed as an employee at the end of the fiscal year.

The in-house university system adopted in the personnel management system 1 configured based on the present invention is not limited to the above-described embodiment, and various modifications can be assumed as long as it is included in the technical scope of the present invention. .. For example, the graduation conditions after being assigned to an in-house university can include the implementation of mandatory business training projects that everyone should implement. For example, if you are a company that develops and manufactures processing equipment for semiconductor wafers, it is essential to provide business training related to the processing equipment, such as improvement and maintenance of the processing equipment, and customer support using the processing equipment. It may be a case, and it may be a condition that a predetermined point is obtained by the essential business training case.

Further, the conditions for obtaining the graduation qualification are not limited to one pattern, and various conditions can be combined and set so as to obtain the graduation qualification in a plurality of patterns. For example
A) When the points transferred by executing a business training project related to semiconductor wafer processing equipment (hereinafter referred to as "important business training project") reach a predetermined point and then reach a total of 20 million points. B) When the points transferred by the important business training project reach half of the prescribed points and then 20 million points are accumulated by other business training projects c) The important business training project is not implemented (half of the prescribed points) The condition for graduation can be the case where 20 million points are reached by implementing other business training projects in less than), and which of the conditions a) to c) was met to qualify for graduation? May be added to the graduation qualified person information of the new employee list 151.

In this embodiment, the points circulated on the above-mentioned personnel management system 1 are defined as having the same value as the currency (yen) circulated in the real world, but the currency is not limited to this and is actually circulated. It can be separated from the above and used as a unique point devised as a virtual currency within the company. It is preferable to distribute the same numerical value as the currency distributed in the real world as a point, because it is possible to obtain an effect that makes it clear at a glance how much each employee or department has contributed to the company. In addition, by distributing points equivalent to the actual currency, it is possible to efficiently judge the cost between when requesting business to the outside and when requesting to a department inside the company, and it is also possible to reduce unnecessary costs. Connect.

In the above-described embodiment, an example in which the control means 12 and the account storage means 14 are arranged on the management server 10 in the company is shown, but the place where the control means 12 and the account storage means 14 are actually arranged is There is no particular limitation. In recent years, in order to avoid loss of information in the event of a disaster or the like, servers are distributed and placed outside the company, and the servers are placed outside the company via the communication network 2. The personnel management system 1 can be configured by registering the control means 12, the account storage means 14, and the new employee list storage means 15.

1: Personnel management system 2: Communication network 10: Management server 12: Control means 12a: Point setting unit 12b: Point exchange unit 12c: External expenditure management unit 12d: Personnel evaluation department 12e: In-house university management department 125: List creation department 126: Business training management department 14: Account balance storage department 15: New employee list storage means 1511: New employee list 20: Evaluation department terminals Y1 to Y4: Terminal means

Claims (3)

It is a personnel management system composed of computers.
A department account of a department, an account storage means for storing personal accounts of employees belonging to the department linked to the department, a control means for managing points of each account stored in the account storage means, and the like. It has at least a terminal means that is connected to a control means and inputs information.
The control means
A point setting unit that stores points set according to work,
A list creation department that sets the department to which a new employee belongs as an individual as an in-house university and executes a list creation step to create a list of new employees belonging to the in-house university.
Points to transfer points set according to the work from the department account of the department that requested the new employee or the individual account of the individual who requested the work to the new employee account of the new employee who carried out the contracted work The point exchange part that executes the transfer step and
At least a business training management department that manages new employees belonging to the in-house university from being assigned to the in-house university to graduation is provided.
The business training management department determines whether or not the total of the points transferred to the new employee account has reached a predetermined value, and when it is determined that the total points have reached the predetermined value, the new employee determines. Register the information that you are a qualified graduate of the in-house university who has the right to be nominated by the department in the company in the list of the new employee and notify each department, and accept the nomination for the new employee from each department. A personnel management system that allows the new employee to determine the assignment destination from the department that received the nomination by accepting the answer of the new employee as to whether or not to accept the nomination. The business training management department receives registration of the content of the business prepared by the department requesting the new employee and the points set for the business, and posts the content on the terminal means of the in-house university for viewing. a state, if register accepts the task to be carried out new employees is selected in the work shown該掲, there were applicants two or more new employees for one of the business which is the posted, each The personnel management system according to claim 1, wherein a new employee accepts a bid at a point subtracted from the points set for the business, and determines that the business is successful bidder by a new employee who bids at a lower point. The department account and the personal account of the employee who belongs to the department linked to the department account are
When points are transferred from the department account or the personal account of an employee belonging to another department, the points are transferred to the department account of the department to which the personal account of the employee to whom the points are transferred is linked. The points are also added,
If points are transferred from the personal account of an employee belonging to the department to the personal account of an employee belonging to another department, or to the new employee account, the department account of the department to which the transferred personal account is linked. The point is also subtracted from
If points are exchanged between the personal accounts of employees belonging to the same department, or between the personal accounts of employees belonging to the department and the associated department account, the department account of the department will be changed. The personnel management system according to claim 1 or 2, which does not change.

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