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[Example] Visualizing the effects of the personnel system.

[Example] Visualizing the effects of the personnel system.

"Visualization" for shared understanding of important issues - Introducing consulting case studies.

At Company C, which is engaged in manufacturing, we would like to introduce a case study on quantitatively understanding the effects of less visible system revisions and the current state of human resource management. The company requested a quantitative grasp and analysis of the current situation of employees and labor costs in order to improve future human resource management by identifying "what challenges exist." Through consulting, we conducted a quantitative analysis. By visualizing and graphing data from five years ago to the present, we were able to establish a common understanding among relevant executives and responsible employees regarding: - The current state of human resource management - Future challenges [Case Summary] ■ Background and Challenges - Although a human resource system was introduced, appropriate system operation and effectiveness had not been verified. ➡ The effectiveness and challenges were not visible. ■ Results - A common understanding of the current state and challenges of human resource management was achieved among relevant executives and responsible employees. - Important issues were highlighted, allowing for appropriate problem-solving to commence. *For more details, please refer to the related links or feel free to contact us.

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[Example] Achieving evaluations linked to the company vision and mission.

[Example] Achieving evaluations linked to the company vision and mission.

Key Points of Linking Management Plans with Organizational Goals and Performance Evaluation - Introduction of Consulting Case Studies

We would like to introduce a case study of Company T, which operates in the machinery manufacturing industry, regarding the transition from a "functional qualification system" to a "role grading system." Challenges faced by the company: - The personnel system itself is complex and difficult to understand. - The operation is cumbersome. - The expected effects, such as increased employee motivation and improved company performance, are not being realized. In response, the company transitioned to a "role grading system" centered on work and the associated accountability for results, and introduced "evaluation categories and criteria based on roles." [Case Overview] ■ Background and Issues - The management and supervisors were dissatisfied with the fact that the goal management system was not functioning well. - They did not understand the reasons behind the dysfunction. - They aimed to create a system that all employees could understand and feel positive about. ■ Results - The compensation system (grades, wages, evaluations) was restructured to provide rewards based on roles and contributions. - The evaluation system was improved, allowing for the recognition of appropriate performance and behaviors in relation to roles within the organization, aligned with goals and evaluation criteria. ➔ Achieved evaluations linked to the company's vision and mission. *For more details, please refer to the related links or feel free to contact us.

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The Formation of Management Systems ★Human Resource Management Equation -5★

The Formation of Management Systems ★Human Resource Management Equation -5★

How is a "company" established? Looking at it from the perspective of the company's management system.

Companies create markets, provide value to customers, and on the other hand, they generate employment and provide people with a means of livelihood. The role that companies play in society is very significant, and there are social needs that only companies can fulfill. A company becomes a company by hiring people. By employing individuals, it can execute various tasks that could not be accomplished by sole proprietorships, leading to a substantial social role. However, at the same time, significant changes occur that did not happen while operating as an individual business. This time, we will examine how that "company" is established from the perspective of the corporate management system. (1) Hiring people and assigning them work (2) The mechanism of a management system that is perpetually repeated (3) Profits serve as the capital for the company's future *For detailed content of the article, please refer to the related links. For more information, feel free to contact us.*

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[Human Resource Management Equation] Setting Appropriate Performance Standards to Achieve Results

[Human Resource Management Equation] Setting Appropriate Performance Standards to Achieve Results

An explanation of work and people management to achieve results!

Every job has its procedures (arrangements, processes). This is true no matter how simple the task may be. For example, let's say you want to make coffee at home, and not instant coffee, but a delicious drip coffee. First, you go to the kitchen, put mineral water on the stove, and grind the coffee beans into powder. You place the coffee powder in a filter, and when the water boils, you pour it over the coffee. You pay attention even to the way you pour the water, doing it slowly to allow it to bloom. At the same time, you pour hot water into the cup to warm it up. When you think about it this way, making a delicious cup of coffee takes quite a bit of effort. However, if it's for your own enjoyment, you can appreciate that effort. Now, what happens when it comes to products offered to customers? *For more details, you can view the related links. Please feel free to contact us for more information.*

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Human Resource Management Equation: Performance-Based Bonuses

Human Resource Management Equation: Performance-Based Bonuses

Let's take a step away from the discussion of monthly base salary and allowances, and share some thoughts on bonuses!

It seems that many companies still determine the amount of bonuses based on a certain number of months' worth of wages. This approach tends to legitimize and promote the idea of bonuses as an entitlement, which has little effect on fostering a sense of participation in management and results in significant losses in terms of talent management. On the other hand, it appears that there are also an increasing number of companies that do not offer bonuses at all. While this may be unavoidable given the tough business environment, it seems necessary to find some creative solutions rather than applying a blanket zero policy. *For more details, you can view the related links. Please feel free to contact us for further information.*

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Human Resource Management Equation: The Role of Top Management

Human Resource Management Equation: The Role of Top Management

Explaining the necessity of sharing management goals and the role that top management should play!

Even small businesses with dozens of employees must have a clear strategy to ensure they achieve results and survive in market competition. Small businesses need to leverage their strengths, find niche markets, and build entry barriers that prevent others from entering. By quickly identifying market opportunities and demonstrating agility in product and service development, they can rapidly gain market share and establish a competitive advantage. They cannot invest resources on the scale of large corporations. They must aim for the largest possible results with the smallest possible investment. This requires meticulous strategy, and for that, objective management goals are necessary. *For more details, please refer to the related links. Feel free to contact us for further information.*

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