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<HR Column> The Nature of Work - What Does It Mean to "Work"?

<HR Column> The Nature of Work - What Does It Mean to "Work"?

Why do people work?

When thinking about "human resource management," it has become unavoidable to consider the question of "why and for what purpose do we work?" Those of you viewing this page may often hear terms like "motivation" and "drive." I believe these words are strongly connected to the question of "why and for what purpose do we work?" *For more detailed information, please refer to the related links. *For consulting on HR system reform for small and medium-sized enterprises, you can visit the URL below: https://www.primec.co.jp/service.html For more details, please feel free to contact us.

  • Management Seminar

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Human Resource Management Equation: The Role of Allowances

Human Resource Management Equation: The Role of Allowances

An explanation of various allowances that are inseparable when considering monthly wages!

Monthly wages can be broadly divided into base salary and various allowances. The base salary is determined mainly based on factors related to the "quality of work," such as role responsibilities and individual capabilities, and is positioned as the core fixed pay corresponding to the prescribed working hours. In contrast, various allowances address variable wage issues and concerns specific to certain employees, serving an important function in complementing the base salary. Specifically, they reflect four elements in wages that the base salary cannot fully cover: "amount, type, and location of work," and "living conditions." *For more detailed information, please refer to the related links. Feel free to contact us for further inquiries.*

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Visualizing the effects of the personnel system

Visualizing the effects of the personnel system

"Visualization" for having a common understanding of important issues - Introducing consulting case studies.

At Company C, which is engaged in manufacturing, we will 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 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 staff 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 staff. - 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.

  • Management consultant/Small business consultant

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What is organizational structure? ★ Human Resource Management Equation - 6 ★

What is organizational structure? ★ Human Resource Management Equation - 6 ★

Thinking about organizational structure - Principles for creating an organization and the core and support functions it performs.

To conduct business and achieve results, companies need to hire and organize people. However, simply hiring people does not create an organization. It is necessary to create a workspace for the hired individuals and to assign them roles. Next, they must be motivated and managed. This involves providing roles and goals, conducting training, evaluating their work, offering rewards, and engaging in various forms of communication. In this way, an organization is not just a collection of people. There are several principles that shape an organization. This time, we will look at the principles of creating an organization and the core and support functions that the organization performs: - Principles for creating an organization - Organizational hierarchy and response to change - What are core functions? - What are support functions? *For more detailed information, please refer to the related links. Feel free to contact us for more details.

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What is a wage table that can respond to economic fluctuations? ★ Human Resource Management Equation - 12 ★

What is a wage table that can respond to economic fluctuations? ★ Human Resource Management Equation - 12 ★

Introducing the concept of wage tables and particularly the wage logic to respond to the deflationary era♪

The wage table must clearly determine each person's base salary based on the grade and performance decided according to individual roles and responsibilities. First, it is necessary to understand what "base salary" actually is... The base salary referred to here is not constructed from various wage components like age-based pay, skill-based pay, or performance-based pay. Instead, it refers to a single wage item that represents the "compensation for work" (which is a cost for the company). We explain the concept of the wage table and the wage logic that can respond to unpredictable economic fluctuations. *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," which can realize a performance-based wage system that is acceptable to everyone.

Characteristics 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 based on 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 the realization of a merit-based wage system that is sufficiently convincing from the perspective of everyday life. (2) Ability to Forecast Salary Increase Resources - The resources for annual salary increases can be easily estimated. Not only can the basic salary determination process be clearly explained, but it also encourages lower-paid employees to aspire for salary increases while promoting discipline and a sense of urgency among higher-paid employees, thus motivating each individual. *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: Performance-Based Bonuses

Human Resource Management Equation: Performance-Based Bonuses

Let's take a little break from discussing 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 does not effectively encourage 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 offer no 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 policy of zero bonuses. *For more details, please refer to the related links. Feel free to contact us for more information.*

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The necessity of a better reward system from the "Human Resource Management Equation."

The necessity of a better reward system from the "Human Resource Management Equation."

A compensation system that can be understood and accepted by the majority of organizational members, from executives to individual staff, is required!

Whether it is wages or bonuses, there are no scientific laws or truths regarding how they should be distributed. What exists is the decision-making process on how to rationally and optimally redistribute the income obtained from external sources within the organization, based on political and overall judgments, as well as the selection of methods and know-how. The same applies to structuring the organization. Someone must make personnel decisions. It is a very difficult task, but someone must exercise that authority. *For more detailed information, please refer to the related links. Feel free to contact us for further inquiries.

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[Case] Examination and formulation of management strategy utilizing the "thinking process."

[Case] Examination and formulation of management strategy utilizing the "thinking process."

Consultants navigate the creation of specific execution plans! ~Introduction of consulting case studies~

We would like to introduce a case where we assisted Company S, engaged in precision parts manufacturing, in clarifying the root causes of various issues they were facing and finding fundamental solutions. The company urgently needed to review its overall strategy due to rapid changes in the market environment and the aging of core personnel. Through our consulting, we provided a basic lecture on strategy formulation, allowing them to observe various phenomena as they are, calmly understand their structure and causes, and consider the next improvement measures. 【Case Overview】 ■ Background and Challenges - They believed that formulating a medium- to long-term strategy with a future-oriented perspective was essential. ■ Results - They were able to clearly understand the current situation and grasp the root causes. - They were able to have a reform plan that they were confident would succeed. *For more details, please refer to the related links or feel free to contact us.

  • Management consultant/Small business consultant

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