Unipos
Unipos releases new function “Organizational Status Report” The first feature visualizes “challenges” scattered within the company with quantitative and qualitative data to support the realization of human capital management
……
Unipos Co., Ltd. (Headquarters: Shibuya-ku, Tokyo), which provides the web service “Unipos” that changes culture and brings out the power of people and organizations, can use quantitative and qualitative data to understand the state of an organization and internal behavior during culture change. We are releasing a new feature “Organization Status Report”. The first step is to visualize the actions related to “challenges”, which were the most requested in various surveys and interviews, from the exchange of gratitude and praise accumulated on Unipos. We will strengthen our products to support the creation of an organizational culture that generates new ideas and innovation, and the realization of human capital management.
[Image 1
Background of the development of “Organizational Status Report” Unipos is gradually evolving its entire service from a product that exchanges gratitude and praise to a company that brings out the power of people and organizations and changes culture. Based on the results of interviews and various survey data about the state of the organization that companies are aiming for, it became clear that there is a need to create an organizational culture that encourages “challenge” that leads to new ideas and innovation in order to enhance the capabilities of the organization. Ta.
By sending Peer Bonuses (R) to Unipos, employees’ daily good actions are accumulated in the form of “messages of praise and gratitude.” Therefore, following on from the “connection function” announced the other day, we are now offering an “organizational status report” that allows you to use quantitative and qualitative data to understand the state of an organization and its internal behavior during culture change.
As the first step, we will visualize the “challenging behavior” accumulated in Unipos, which was the most requested. You will be able to easily understand and reflect on the daily challenges of your employees as results for the entire organization using both
quantitative and qualitative data.
What you can do with “Organization Status Report (Challenge)” Visualize in-house challenging behavior with quantitative and qualitative data based on data of gratitude and praise sent through Unipos. The results of personnel measures and changes in employee behavior can be determined using data such as increases and decreases in “challenging behavior.”
[Image 2
1. You can set a hashtag that shows your company’s original
“challenging behavior”
By setting your own hashtag for Unipos posts, you can spread the definition of “challenging behavior” that your company wants by linking it to your daily actions.
2. Know the amount of challenging behavior in the entire organization At a glance, you can see at a glance, “How many people are engaging in challenging behavior on average each month?” and “In which months are challenging behaviors increasing?” Since it is measured from Unipos posts sent in response to actual actions, it is possible to obtain realistic behavioral data.
3. Know the amount of challenging behavior in each department Data for each department allows you to quantitatively understand the results and characteristics of each department’s personnel policies. This can be used to devise the next move that suits the situation and characteristics of the department.
4. Learn about specific episodes linked to “challenging behavior” Pick up and display Unipos posts to see what kind of “challenging behavior” is actually taking place within your company. Through specific episodes, students will be able to understand and reflect on daily “challenging behavior” that tends to be overlooked from a qualitative perspective across the organization.
Please note that this feature is in beta version and will be made available to users with viewing privileges. This function will continue to expand the data that can be obtained.
Backing up the realization of “human capital management” in which management strategy and human resources strategy are linked
Now that we are living in an era of population decline due to a declining birthrate and aging population, the importance of “human capital management” is increasing, in which each employee maximizes his or her potential and leverages it into the strength of the organization. From the perspective of human capital management, there are many voices wishing for an organizational culture that encourages “challenge” that leads to new ideas and innovation, and for this to happen, “challenge” on the part of each and every employee is essential. However, it is difficult to identify each person’s “challenging” behavior and observe it with data.
We will support the realization of human capital management by making it possible to obtain both quantitative and qualitative data on “challenging behavior” using this “Organizational Status Report.” Can be used as an intermediate KPI to measure the execution status of human capital management
We define human capital management as “management that transforms the power of individuals into the strength of an organization.” As advocated in the recently announced “Human Capital Management Framework (Gen Tanaka Model) / Provided by Unipos Co., Ltd.”, in the step of implementing human capital management, how do you determine the intermediate indicators that concretely represent organizational change? We believe that setting it as a KPI is one of the important factors.
[Image 3
Some companies have already adopted “challenging behavior” as an intermediate KPI and are using it for human capital disclosure. *Click here for the press release regarding “Human Capital Management Framework (Gen Tanaka Model) / Provided by Unipos Co., Ltd.” />
[Adopted as a “main KPI” by unerry Co., Ltd. and used for human capital disclosure]
[Image 4
▲Used for disclosure information on human capital management strategy in unerry’s financial results briefing material (Source: unerry Co., Ltd. full-year financial results briefing material for the fiscal year ending June 2023)
The company aims to foster “teamwork that celebrates challenges.” In order to measure whether we are achieving this goal, we adopted the name “Challenge Praise Index.” This is an example where “specific employee behavior” is set as a KPI.
*Calculated independently during the development process of this function at the time of disclosure.
Unipos will further evolve in 2024
Unipos will further evolve in 2024 in order to meet the requests of companies that have adopted it and the needs for realizing human capital management.
In “Challenge behavior”, you will be able to see the “Top 5
departments with the highest increase in behavior amount” and the “Challenge penetration rate overall and by department.”
In addition, we are planning to add a report called “Cross-border Functions” to the “Organizational Status Report” that will quantify collaborations that occur across departments. Please stay tuned. *Function details are subject to change without notice depending on development status and usage status. Please note.
“Unipos” will continue to develop its functions and aim to further expand its services with the aim of creating a product that creates mutual communication not only between employees but also throughout the organization.
that’s all
■About Unipos, which “changes culture and brings out the power of people and organizations”
Unipos is a company-wide participatory culture platform centered on Peer Bonus (R).
By exchanging praise for contributions and small incentives, we foster a culture of praise and increase behavior that changes the
organization. We support the creation of “strong organizations” by improving psychological safety, engagement, and improving turnover rates.
https://unipos.me/ja/
■About Unipos Co., Ltd.
Unipos Co., Ltd.’s purpose is to “Create an era in which we can create the best groups ourselves,” and we support the creation of a foundation for cultural change in organizations with software and services.
■“Unipos BLOG” where the latest Unipos implementation examples are posted https://blog.unipos.me/
■“UNITE”: Know, learn, and utilize organizational culture reform https://unite.unipos.co.jp/
■Unipos Co., Ltd. Overview
Company name: Unipos Co., Ltd. (stock code: 6550)
Address: Aoyama Oval Building 7F, 5-52-2 Jingumae, Shibuya-ku, Tokyo Representative Director, President and CEO Gen Tanaka