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The essence of salary and its relationship to corporate growth ★ Human Resource Management Equation - 9 ★

The essence of salary and its relationship to corporate growth ★ Human Resource Management Equation - 9 ★

Salary is not a cost, but the energy of the company! What is important to consider when thinking about a reward system?

Companies pay their employees a salary every month. If they hire people, they must pay them. In exchange for that salary, employees provide their labor and engage in production and sales. On the other hand, employees consume with the salaries they receive. If consumers do not purchase goods and services, companies cannot make a profit and cannot pay salaries. In this way, there is a close interdependent relationship between labor and consumption, and the medium that facilitates this is the salary. Whether this interdependent relationship functions well has a significant impact on the development of society and the economy. Shall we reconsider the "reward system"? *For more details, you can view the related links. Please feel free to contact us for more information.*

  • Management Seminar

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Human Resource Management Equation: Definition of Business

Human Resource Management Equation: Definition of Business

An explanation of the definition of a business, which serves as the starting point for setting "management goals"!

For a company to grow sustainably, it means hiring people, creating customers, and continuously achieving results. To achieve this, it is necessary to have a vision for the organization, a forecast for the future, and a strong conviction in the organization's mission. In short, one must seriously consider "why and for what purpose to run the company" and "under what outlook do we want to shape the company," and be able to communicate this direction in their own words and numbers in a way that resonates with those around them. *For more details, you can view the related links. Please feel free to contact us for further information.*

  • Management Seminar

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

[Example] Achieving evaluations linked to the company's 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, that transitioned 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 organization 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 for 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 incorporation of appropriate performance and behaviors related to roles within the organization into 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.

  • Management consultant/Small business consultant

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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 are "businesses" formed? Looking at it from the perspective of business management systems.

Companies create markets and provide value to customers, while also generating employment and providing 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 becomes possible to execute various tasks that could not be achieved as a sole proprietorship, leading to a greater social role. However, significant changes also 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 its management system. (1) Hiring people and assigning work (2) The mechanism of a management system that is perpetually repeated (3) Profits serve as the capital for the company's future *For more detailed information, please refer to the related links. Feel free to contact us for more details.

  • Management Seminar

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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

Create 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 is engaged in the paint manufacturing industry, where a vision for reforming the personnel system was developed through a reality analysis and dialogue with all management staff. 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 specific issues and their causes became clear, and the focus for personnel system reform was defined. 【Case Overview】 ■ Background and Issues - 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 could share and empathize with was obtained. - A sense of awareness as stakeholders in talent utilization and mutual solidarity was 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.

  • Management consultant/Small business consultant

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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 Studies~

We would like to introduce a case study of consulting on a re-employment system after retirement to maintain high motivation among employees at Company O, which manufactures 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 the special 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 helps prevent 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.

  • Management consultant/Small business consultant

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