Since 2015, ProFuture has utilized the know-how cultivated through the operation of ”
HR Pro
” to operate a forum for executives, the information site for executives, ”
Management Pro
.” This time, I will summarize the important points based on my knowledge and approach for executives.
When targeting executives, keep in mind “problems and solutions (empathy)”
”
Management Pro
” is a management/business problem-solving media released in August 2015 by ProFuture Co., Ltd., which operates Japan’s largest human resources portal media “HR Pro.”
In addition to disseminating news, columns, services, seminar information, etc. that are useful for solving management and business issues, we also hold forums for managers and provide users with the information and learning they seek.
Starting next month, we will set the theme for 2017-2018 as “More HR power in management!” We will once again emphasize the importance of “HR” in management, and provide information on the latest HR trends to win in management. We plan to provide it.
In May 2017, we held a collaboration project with the Nihon Keizai Shimbun Cross Media Sales Department called `
`Management Reform Forum to Utilize Human Resources’
‘.
With the theme of “Management that is resilient to change and management that takes full advantage of diverse human resources,” lectures were given by Akira Matsumoto of Calbee Co., Ltd., Motohiro Morishima, professor of the Department of Business Administration, Faculty of Economics, Gakushuin University, and executives from prominent companies. Approximately 200 top executives participated.
Calbee’s slogan for promoting change is “Our Business Is People Business”
Comments from participants at the “Management Reform Forum to Utilize Human Resources”
- I am convinced that Calbee Chairman Matsumoto’s reforms will become a model for the “work style reform” that Japanese companies are trying to advance.
- When people of various ages work together, unless managers understand the changing expectations and values of everyone in the workplace and make efforts to transform human resources into human resources, results will not be achieved. I understand that it doesn’t connect
- When it comes to human resources, we don’t just think about each individual, we only think about TeamWork. I think it’s “creating a system” that CEO Matsumoto was talking about. We believe that creating an environment where each person can move and work comfortably will lead to results and allow us to move forward on a growth path as a team and as a company.
The lecture by Akira Matsumoto, Chairman and CEO of Calbee Co., Ltd., which received many rave reviews, was as follows.
People are essential for an organization to achieve growth and change.
That’s why organizations need to create environments and systems that allow people to work efficiently and happily.
At Calbee Co., Ltd., we have made great strides as a company by promoting various initiatives for change, abandoning old systems and bad culture, and implementing new ways of working, with the slogan “Our Business Is People Business.” Ta.
This time, we invited Akira Matsumoto, the company’s representative director, chairman and CEO, to talk about his philosophy on management, specific initiatives, and the secret to success.
■Details of lecture notes
Our Business Is People Business – “Dream Management” that made Calbee soar – Utilizing human resources” Management Reform Forum Lecture Record
The environment surrounding corporate management is changing at an increasingly rapid pace, and we live in an era where it is difficult to predict what will happen in the next few years.
In order for a company to maintain growth amid such drastic changes, it is important to formulate a flexible management strategy and at the same time create a high-quality organization to support its realization.
In addition, the impressions of participants in these forums as a whole are
- It is difficult to participate in something that takes a long time.
- I was concerned that (the sponsor company lecture) had a strong advertising tone.
- (The sponsoring company’s speech) PR is too long. Maybe 15 minutes each is enough?
- (The lecture by the sponsoring company) strayed far from the theme, which is unfortunate.
- (The sponsoring company lectures) lacked specifics.
etc. were received. In addition to giving consideration to the timing of forums and events themselves, it is also necessary to consider the content of lectures to avoid simple product introduction seminars.
The point of case presentations is to give a sense of “realism.”
If you can even suggest how to apply it to your company, you will be successful! ?
Since 2013, our company has been holding forums for human resources executives, mainly directors, general managers and above, of major companies (500 or more employees). Let me introduce you to the department.
- Performance Management is at a major turning point at the global level, and the real-life stories from courageous and advanced companies were very helpful.
- I became keenly aware that our company was severely lacking in talent management and human resources development.
- I feel a little uncomfortable with the trend where divers = active roles for women, and mom MGR = shorter working hours. However, I also wondered if this is what the majority of people in Japan think now.
- I was able to confirm the saying that there is no need for a human resources department if the lines are solid, as small and medium-sized enterprises actually do this.
- The purpose of abolishing Rating is very understandable, and it made me think about various ways to apply it to my company.
Based on these comments, I feel it is necessary to be as broad as possible when setting themes so that executives can feel the significance of their participation, but also to clarify in advance what they will take home.
summary
◆In the online approach, we focus on communicating issues and solutions (empathy), and focus on simple and short sentences for busy business owners. Include topics and trends in copy and set as eye-catches
◆With an offline approach, avoid simple product introduction seminars and keep your eyes focused upwards. The theme and cut should be as wide as possible. Make sure that the content is not individual optimization, but overall optimization, and that the content is aimed at generalists rather than specialists.
◆Executives tend to value horizontal connections, so even if the seminar is held in a round table format, discussions will quickly become lively. Another idea is to consider closed plans for small groups, social gatherings, etc.