Prevent mid-career immediate effectiveness and early turnover! Onboarding support for mid-career hires.
Is "being an experienced employee means being left alone" the cause of turnover? Achieving a quick ramp-up for mid-career employees through the visualization of tacit knowledge within the company and support for unlearning.
Do you have any of these concerns? ■ Mid-career hires, recruited for their immediate skills, are clinging to their previous job's methods and causing friction on-site. ■ Leaving them to figure things out on their own has led to stagnation in work due to a lack of understanding of local rules. ■ Without anyone to consult, they feel psychologically isolated and leave early before achieving the expected results. In mid-career hiring, there tends to be a focus on skill training, but what is truly necessary is "adaptation to organizational culture" and "unlearning past successful experiences." However, leaving the integration process to the field can lead to encountering unspoken knowledge and relational barriers, preventing them from demonstrating their true abilities. Our service supports the creation of a highly reproducible system to overcome the unique "three barriers (gaps, tacit knowledge, isolation)" faced by mid-career employees. We achieve a smooth onboarding process while minimizing the burden on the field by visualizing internal terminology and local rules (Wiki creation), clarifying expected roles, and designing mentoring relationships. We are currently offering a guide summarizing methods for retaining and empowering mid-career employees. *For more details, please feel free to request the catalog by clicking the download button.
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basic information
- Recruitment concept design / direction of content structure - Design, coding, and mobile compatibility - Support for content creation from employee interviews and on-site coverage - Designing pathways with job media
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【For sites struggling with such issues and processes】 - Sites that hire mid-career employees irregularly throughout the year, placing a heavy burden on HR and the field to provide individual follow-up each time. - Organizations where mid-career employees feel pressured to be "immediate assets" and are unable to express their true feelings, leading to stagnation in verification tasks and potential mental health issues. - Processes where there is a lot of "tacit knowledge" that is not documented, such as craftsmanship, in-house terminology, and unique application flows, resulting in a personalized acceptance system. 【Target Audience and Applicable Scenarios】 - Industry: General manufacturing (manufacturers, suppliers, technical trading companies, etc.) - Target positions: Mid-career hires in technical roles (design, development, production technology, quality assurance), factory management, sales, construction management, etc. - Utilization scenarios: Preparation for accepting mid-career hires, initial training and catch-up immediately after assignment, lectures on acceptance principles for field managers and instructors, and establishing a system for regular three-party meetings involving HR, the field, and the individual.
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Company information
Our company is engaged in the planning, design, and production of websites, as well as the planning, design, and production of internet rich content. With a wide range of expressive capabilities and accumulated, refined web know-how and technology, we aspire to be a company that not only produces but also provides "new value" through "thinking power." Furthermore, we aim to create smiles for everyone who interacts with what we provide.
