Talent and Organization

In corporate management, innovation in human resources and organization is an unavoidable and important theme. As digitalization and globalization progress rapidly, business people are increasingly required to be flexible and swiftly responsive. However, many companies are troubled by the challenges of diversifying the workforce and quickly acquiring the necessary skills. Human resources and organization are the foundation of a company. In order to overcome the drastic changes in the business environment, it may be a good idea to infuse new blood into the company.

Our Essential

Having achieved high growth in the human resources business, we have the ability to maximize the potential of excellent human resources and organizations. Using advanced human resource management technology and a data-driven approach, we provide solutions that match our clients' organizational culture and business goals. In particular, we work together with our clients to build success through systems for developing human resources and organizations that can adapt to change, as well as leadership development. In these uncertain times, why not inject our know-how into your human resources and organizations?

Featured Cases

Creation of New Business Management Talent

We provided end-to-end support, from planning a program to develop core talent committed to management and capable of overseeing new business initiatives, to evaluating the environment necessary for effective new business management. The program included defining criteria for identifying core talent candidates, establishing a monitoring policy to develop these candidates into true core talent, and creating a system to support the core talent in their roles. Additionally, we implemented a business assessment function to ensure that the developed core talent could effectively manage new business initiatives.

Consideration of Offensive and Defensive DX Organizational Structure

For a client whose IT department’s role had previously been limited to improving business efficiency, we assisted in evaluating the optimal organizational structure for accelerating aggressive DX initiatives. Divided the department into offensive and defensive units, with the offensive unit’s mission focused on leveraging digital technology to transform and create new business models, and the defensive unit’s mission centered on enhancing and streamlining business operations using digital technology. We supported the overall organizational design by formulating KGIs and KPIs aligned with each unit’s mission and defining the appropriate personnel.

Restructuring Investment Governance

For general trading companies, investing in and acquiring profitable companies that generate synergies with existing businesses was a crucial element in building a competitive advantage. While each business division had the capability to assess the attractiveness of businesses, it was challenging for anyone other than the head office to discern the investment balance in the context of the company's overall portfolio and synergies with other divisions. In this context, by reviewing the roles and authorities of each division and restructuring investment governance, we established enablers that allowed us to capture attractive M&A opportunities.

Cases

Data-driven mid-career hiring reform

Supported a food manufacturer's mid-career hiring reform. Visualized challenges through recruitment data analysis and stakeholder interviews, and developed a hiring strategy, selection process, and agent-utilization measures along with an implementation roadmap. Contributed to strengthening execution capability through job posting guidelines and interviewer training.

Consulting mindset training to support the launch of a newly established consulting organization

Supported the launch of a newly established consulting organization by designing and delivering a consulting mindset training program. Covering problem definition, hypothesis-driven thinking, structured problem solving, and communication, the program established a common consulting mindset and way of working, helping improve the consistency and quality of project execution across the organization.

Organizational and HR issue assessment support for upcoming HR policy/system revisions

Supported an organizational and HR assessment to prepare for the redesign of the HR system. Conducted quantitative and qualitative analyses to identify key issues, structured discussion points using analytical frameworks, and validated improvement hypotheses. Clarified priority issues and strategic options, providing a solid foundation for decision-making on the HR system redesign.

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