【Maxwell’s HOIKORO Co., Ltd.】 “I felt relieved when I realized that there was no point in continuing.” It has been decided that the second edition of the online event “HR Dada”, which continues to influence human resources personnel and managers even three months after the event, will be held. Once again, the effects and reality of all the latest HR measures will be revealed.
Consulente HYAKUNEN Co., Ltd. Press release: September 27, 2024 “I felt relieved when I realized there was no point in continuing.” It has been decided that the second edition of the online event “HR Dada”, which continues to influence human resources personnel and managers even three months after the event, will be held. Once again, the effects and reality of all the latest HR measures will be revealed.
https://prcdn.freetls.fastly.net/release_image/132731/13/132731-13-1244f8685499d97b80d72e09f4c32f7e-1925×2700.png
organization. I don’t know for sure, but I do feel that things aren’t going well. When that happens, we have no choice but to introduce measures and measures by saying, “Other companies are doing it, so let’s just…”. If there is a management team that is indifferent to people or the organization, it will be easier to gain understanding if the measures are in line with those of other companies. Perhaps in this way, one keyword or policy will gain citizenship in the HR industry. The introduction of measures that appear to be the latest and “popular” becomes an end in itself, and we end up repeatedly working for that purpose. In fact, in recent years, we have seen a repeating cycle of trends emerging and disappearing in the HR field. Looking back, I see that there are quite a few people in charge who have spent several years being swayed by such trends. Before we know it, our attitude of sincerely dealing with people and organizations is being swallowed up by a strange cycle. Giving misleading information to people who are seriously concerned about a person or organization. Year by year, we feel it is more meaningful to distance ourselves from this attitude and disseminate information from a professional standpoint. In “HR Dada”, we will share the simple, down-to-earth, honest, and sincere knowledge that can only be shared by those of us who have experienced many intervention sites. “Second HR Dada” Away from “mean” In the field of corporate revitalization and
transformation, we face all kinds of problems related to people and organizations. It’s not a pretty story, but I find myself perplexed and in agony, just lost beneath a vertical wall. What kind of pieces can be pieced together to recreate a broken organization? I think that if change is so obvious that it can change completely just by looking at it, like in the world of technology, we would be able to more easily receive the go signal for change and open the next door and move forward. Masu. However, this is not the case in the world of HR. I believe that the question “How do we get involved with people and organizations?” requires us to change within ourselves. Even if there is a “problem” that can be solved by introducing some amazing technology, if we are unable to introduce that technology, the “problem” will remain unsolvable. Problems slip away from one phase that can be solved with technology and tools to the next phase. To our own phase.
https://prcdn.freetls.fastly.net/release_image/132731/13/132731-13-7b6c762d7c39f4924b8a5b8764abc113-1109×1477.jpg The people we meet in the human resources departments of companies are all wonderful people. “We want to give our employees an opportunity to develop their unlimited potential.” “We want to update our company’s identity and leave it for the future” There is certainly a quiet power in his eyes that shows compassion for people and organizations. This power is expressed through self-improvement through participation in many seminars and study sessions and acquisition of qualifications, and through implementation of various personnel measures. On the other hand, despite these days of “studying” and “practicing,” there are voices saying that they are not confident in what they are doing, that they do not know whether it is effective or not, and that even though the measures are ineffective, the company and I often hear people say that they just keep going because they can’t get their boss to move. Hope and resignation. Romantic and real. The person who is changing the company, and the person who is just a company employee. Between the two, I swim in the water, sometimes feeling like I’m suffocating.
https://prcdn.freetls.fastly.net/release_image/132731/13/132731-13-796f23b74bebc1c1b6a231e6ad96e25c-1477×1108.jpg If you are reading this article, at least once in the past you have felt the need to improve the state of your organization, “want to intervene with people and organizations,” “want to change the organization.” There will be. But what exactly should we change? Read books and articles that introduce the latest HR policies and keywords, and use those as hints to observe your own organization. However, it is difficult to see with certainty what it takes to change an organization. I don’t know for sure, but I definitely feel that things aren’t going well. When that happens, we have no choice but to introduce measures and measures by saying, “Other companies are doing it, so let’s just…”. If there is a management team that is indifferent to people or the organization, it will be easier to gain understanding if the measures are in line with those of other companies. Perhaps in this way, one keyword or policy will gain citizenship in the HR industry. One employee, one business, one company. There’s a personality to it. However, human resources policies are always similar. HR, which fosters unique companies, has become averaged and has become interchangeable. During those days, without knowing if this is really the right thing to do, our “hope” turns into “resignation,” and “reforming HR” turns into “just an office worker.” Magic over us loses its potency much more easily than we think. Will such an averaged situation create rich human resources and businesses? Will a prosperous society ever come? In reality, we should know that this is nothing more than a convenient and convenient imagination, just as plants should not grow on dry land.
https://prcdn.freetls.fastly.net/release_image/132731/13/132731-13-03c543c2aaf3e564fe0086e907146aec-1477×1108.jpg From the outside, we are a small consulting firm and a data science company. However, the contents are a little different. Business scholars are, of course, professionals such as mathematicians, artists, statisticians, and doctors, and practitioners such as experienced consultants and managers, who cross the boundaries of their fields and take on difficult problems for clients on a daily basis. Masu. Diversity is the foundation of innovation and value creation, but it is extremely difficult to achieve. As human beings, we each have to go through a tedious process of bumping into each other, passing each other, and reaching true understanding. It is difficult to create and maintain such a miraculous place filled with human interaction. But that burden also makes us proud. Its weight is proof that it is indeed there. Scandals on the front page of newspapers Washing blood with the blood of a small owner company Sometimes a sudden arrest drama With a remix strategy that follows the same old style A super-large company that is forever flying low The founding owner, who retired due to dementia, suddenly returns to the role This brings about a lot of trouble When you line up keywords, our days are like a Sunday Western movie theater. There is much more to it than a bad drama, and there is also the sweat, tears, and wishes of human resources departments and managers who are trying to transform people and organizations. And, of course, the wealth of knowledge and data we have accumulated.
https://prcdn.freetls.fastly.net/release_image/132731/13/132731-13-25d5dfe242edf81edbc43b7b5544737b-1477×1108.jpg HR Dada is a place where we can deliver unique insights obtained from academic knowledge and data, and above all practical knowledge that we have cultivated as we take on the challenge of transforming companies and organizations, to like-minded people. This will be the buoyancy that will pull you to the surface of the water, as you swim, feeling as if you are suffocating and being torn silently apart in your daily life. This gives them the opportunity to rise to the surface of the water, which was far away for them to do alone, and breathe in their lungs full of outside air. Joining HR Dada will not give you answers to your problems. The time you have there is special, but to make the most of it requires honesty, patience, passion, and a dash of courage. However, if you do so, you will begin the process of breaking away from the sense of guilt and shabbiness (mean) of mindlessly repeating personnel measures that have no real effect. HR Dada is a place for human resources personnel and managers who are concerned about dealing with people and organizations to explore knowledge that will lead their companies into the future. It is a place to breathe deeply, regain yourself, and revitalize yourself. We are holding this event in the hope that it will give you a sense of freedom like the blue skies of October. [Click here to apply for the 2nd HR Dada]
https://www.maxwellshoikoro.com/event Regarding the holding of pre-event “Re:HR Dada 1” Prior to the “2nd HR Dada”, we have decided to hold a pre-event. In this pre-event, as the title “Re:HR Dada 1″ suggests, we will review the contents of the first HR Dada. If you are unsure whether to participate in the “2nd HR Dada” or are curious about the content of the 1st session, please take advantage of this opportunity. ■Pre-event “Re:HR Dada 1” event overview [Day1.] October 10th (Thursday) 16:00-17:30 [Three themes covered in Day 1] ・We will move away from ineffective engagement surveys and connect “diagnosis” to “change.” ・I will no longer tell people in the field that the training is useless. Towards HR that measures training effects and develops people. ・Explore approaches that encourage the retention and growth of new and young employees. [Application form]
https://tsuisee.com/news/predadaday1/ [Day2.] October 11th (Friday) 16:00-17:30 [Three themes covered in Day 2] ・The other side of “Please learn from work experience.” Key points of OJT and experiential learning that lead to performance revealed by data. ・The work of a boss who changes the organization. 1ON1, the center of its limits and possibilities. ・Do human resources policies lead the company to the future? Challenges required of HR explored using data based on contingency theory. [Application form]
https://tsuisee.com/news/predadaday2/ [Company Profile] Maxwell’s HOIKORO Co., Ltd. Representative Director and President Masami Maeyama TOSABORI IVY 3rd floor, 2-1-6 Tosabori, Nishi-ku, Osaka, Osaka URL (provided application) https://tsuisee.com URL (our website) https://www.maxwellshoikoro.com Cooperation: Consulente HYAKUNEN Co., Ltd. URL http://hyakunen.com