Creating an environment that allows steady development of human resources even in a society where human resources are fluid. Started providing in-house content “Subordinate Development Ability Improvement Program” and “Knowledge Management Training” as an integrated training in-house support service.
*Kizuku Network Co., Ltd.*
Press release: August 5, 2024
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Creating an environment that allows steady development of human resources even in a society where human resources are fluid. Started providing in-house content “Subordinate Development Ability Improvement Program” and “Knowledge Management Training” as an integrated training in-house support service.
*~By supporting the creation of an environment that allows for effective training within the company, regardless of personnel turnover, employment type, or work style, we contribute to preventing customer turnover and improving performance~*
photo by PIXTA
Creating an environment where the PDCA cycle for development can be carried out within the customer
Kizuku Network Co., Ltd. (Chuo-ku, Fukuoka City, CEO
Takeda
In order to promote the further growth of our customers, we at Yoshiaki Yoshiaki have implemented the “Integrated Training In-house Support Service” that we have been providing based on customer requests. From August 1, 2024, we will begin offering the “Development Capability Improvement Program” and “Role Recognition and Knowledge Management Training.”
[Integrated training in-house support service information]
Our mission is to create a system for continued growth by turning our assets into assets that can be inherited within our customers. Therefore, if training can be done in-house, we believe it is better to do it in-house, and we provide support for in-house training.
Characteristics include the development of programs and content, the implementation of training, and the goal of “reducing the customer’s workload and man-hours as much as possible” and “keeping it as an asset so that it can be carried out even if the person in charge changes”. We provide consistent support, right up to the provision of a complete set of content.
Integrated in-house production support flow
-Integrated in-house production support flow-
STEP 1: Develop training programs and content while meeting with customers STEP 2: For the first time, our instructor will be on stage to provide training so that you can confirm the flow and key points.
Video shooting while having the person who is an in -house instructor observe the contents of the stage
STEP 3: Deliver the training content (with instructor guide and talk script) STEP 4: Continued implementation at the customer’s company using the training content, referring to the instructor’s guide and filming content.
Overview of integrated in-house production support:
https://kiduku-network.com/coursedetail?wgd=blog-108
[Background of why we started providing our own content]
When you are in the position of fostering children, there are not many opportunities to systematically learn what kind of support is appropriate at what times. Teaching, coaching, and various
communication methods may or may not match depending on the stage and situation of subordinates and juniors, and unless you understand this and respond accordingly, well-intentioned support may have the opposite effect. .
Also, the methods of teaching and training are easy to pass on. This means that if you have a boss who provides inappropriate training, that will be inherited and the inappropriate training will continue into the future. Therefore, we believe that the instillation of appropriate training methods is the most important asset for an organization.
Similarly, daily efforts and actions will change depending on the level of role recognition, and the accumulation of knowledge that leads to results will continue to have a positive impact on
individuals and organizations.
These two types of training are commissioned and implemented every year as content for rank-specific training, but there is a limit to the number of companies that can be supported each year. We have come to the conclusion that by in-house production and disseminating it within each company and customer, we will be able to achieve our mission of “creating a system for continuous growth through capitalization.”
In-house production has the advantage of eliminating commission fees and reducing costs, but as human resources become more fluid and diverse work styles become the norm, it is important to have appropriate training skills and knowledge that are shared within the company. We are confident that we can contribute to the continued growth of our customers by establishing this as a recognition and language, and implementing the PDCA cycle while matching it with actual practice.
[Contents to start providing]
1. Kizuku style training ability improvement program
This is a program that strengthens the ability to develop subordinates and juniors.
By learning the “development method by growth stage” that
systematically understands the guidance and development according to the growth stage of subordinates and juniors, and penetration through practice, reflection and reinforcement, as well as the “questioning skills” that contribute most to training by type. , is a six-month program that covers the basics of training. Each year, we receive requests from companies for promotion to managerial and supervisory positions, and for OJT personnel.
Kizuku style training ability improvement program system
-Overview of the Kizuku style training ability improvement program- STEP 1: Understand the training method for each growth stage, practice for 3 months, reflect and strengthen
STEP 2: Confirm the communication method by type to confirm the communication method that promotes action
STEP 3: Acquire questioning skills appropriate to your growth stage to encourage “early independence,” “switching perspectives and promoting action,” and “further growth.”
Outline of each training: https://kiduku-network.com/seminar
2. Role recognition and knowledge management training
This is training to develop a common understanding and common language of roles and specific actions in each rank and job category.
By using cards and having everyone set the required elements for each level and job type, we will take stock of, share, and systematize specific actions that will embody the required elements after thinking deeply about the role. By following up on training, accumulating and deploying efforts and actions that have led to results, we achieve continuous growth for individuals and organizations. We receive requests for second-year training, career design training, training for promotion to supervisory positions, and training to promote the advancement of women.
Training overview: https://kiduku-network.com/coursedetail?wgd=blog-109
【Fee】
Please inquire as it varies depending on the scope of support.
【inquiry】
Kizuku Network Co., Ltd.
info@kiduku-network.com
[About Kizuku Network Co., Ltd.]
Head Office: 5F, 1st Sun Building, 4-1-18 Tenjin, Chuo-ku,
Fukuoka-shi, Fukuoka 810-0001
Tokyo Office: 160-0022 Shinjuku Entre Salon Building 2F, 2-12-13 Shinjuku, Shinjuku-ku, Tokyo
Representative: Representative Director Yoshiaki Takeda
Established: January 11, 2011
Capital: 3 million yen
Tel: 092-738-5056
URL: https://kiduku-network.com
Business content: Consulting, training, in-house production support, knowledge management support, development and sales of training tools, video production, instructor support platform “Kopla” operation