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Institutional Reform Supportの製品一覧

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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.

  • Consulting companies
  • Institutional Reform Support

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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.

  • Consulting companies
  • Institutional Reform Support

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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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Zone-based wage table reflecting performance evaluation ★Human Resource Management Equation★

Zone-based wage table reflecting performance evaluation ★Human Resource Management Equation★

I will introduce the features of the "zone-based wage table" that can realize a satisfactory merit-based wage system.

Features of Zone-Type Wage Tables Compared to Other Common Wage Tables (1) Balanced Salary Increases and Decreases - A system is incorporated that realizes wage levels corresponding to performance evaluations S, A, B, C, and D. Whether increasing or decreasing wages, by using a system that gradually approaches the wage ceiling according to performance evaluations S, A, B, C, and D, balanced salary increases and decreases can be carried out without difficulty, preventing excessive fluctuations in wages. ★ This allows for a performance-based wage system that is sufficiently convincing from the perspective of everyday life. (2) Ability to Forecast Salary Increase Resources - The annual salary increase resources can be easily estimated. Not only can the basic salary determination process be clearly explained, but it also encourages lower-paid employees to strive for salary increases while promoting discipline and a sense of urgency among higher-paid employees, thus motivating each individual. *For more detailed information, please refer to the related links. Feel free to contact us for further inquiries.

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[Case Study] Drawing a Vision for Human Resource System Reform with a Holistic System Approach

[Case Study] Drawing a Vision for Human Resource System Reform with a Holistic System Approach

Creating a vision that gives hope to the young and encourages veterans to demonstrate their abilities! - Introduction of consulting case studies -

We would like to introduce a case study from Company I, which operates in the paint manufacturing industry, where a vision for reforming the human resources system was developed through an analysis of the current situation and dialogue with all management personnel. Due to the aging of employees, the burden of labor costs has been increasing, and the company has consciously continued to suppress salary increases over the past few years. As a result, younger employees have felt anxious due to a lack of salary increase expectations, leading to cases of resignation. Through consulting, the company's unique issues and their causes became clear, and the focus for reforming the human resources system was defined. 【Case Overview】 ■ Background and Challenges - As a result of consciously suppressing salary increases, younger employees felt anxious, which became a reason for their resignation. ■ Outcomes - A vision for talent utilization that all management personnel could share and empathize with was obtained. - Awareness of being stakeholders in talent utilization and a sense of mutual solidarity were fostered. - By clarifying the relationship between compensation and contribution, it led to "giving hope to younger employees and encouraging veterans to demonstrate their abilities." *For more details, please refer to the related links or feel free to contact us.

  • Consulting companies
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[Case Study] Reemployment System After Retirement - What is the Secret to Maintaining High Employee Motivation?

[Case Study] Reemployment System After Retirement - What is the Secret to Maintaining High Employee Motivation?

Eliminating Employee Anxiety Through the Introduction of a Reemployment System After Retirement! ~Introduction of Consulting Case~

We would like to introduce a case where we consulted on a re-employment system after retirement to maintain high employee motivation at Company O, which is engaged in the manufacturing of electrical equipment. The company has the intention of having highly skilled and motivated employees continue to work even after retirement in order to pass on their specialized skills and techniques cultivated over many years. However, until now, they have dealt with each case individually and did not have a clear system in place as a company. By establishing a system, employees can recognize early on that "the conditions will be like this after retirement," making it easier for them to envision their life plans post-retirement, which also contributes to preventing turnover among younger employees. [Case Overview] ■ Background and Issues - The treatment system after retirement was not well established. - Each time a retiree occurred, individual negotiations on conditions were conducted. ■ Results - Established rules applicable to all employees, reducing the burden of individual negotiations for each person. *For more details, please refer to the related links or 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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