Services
Proven track record and trust
We support small and midsize companies in improving their organizational capabilities through a wide range of projects, from consulting on the design and establishment of personnel systems to lectures, training, and training centered on diversity management, as well as salary surveys and other research activities.
1. Management consulting
2. Survey
3. Training
1. Management Consulting
Since its founding in 2004, Minori Management Research Institute (Minori) has consistently provided management support so that diverse human resources can demonstrate their abilities anywhere in the world and work energetically. We have named the concept that forms the core of this concept the "Minori Concept," and propose a logical and easy-to-understand personnel system based on roles. We provide management support (consulting) necessary for building this personnel system in response to the needs of client companies.
(1) Organization Design to Help Achieve the Corporate Strategy
The human resource system plays a major role in ensuring that each and every employee works actively and positively to realize the company's philosophy and strategy. and the personnel systemFor degrees to work, it is important that the organization is well designed. personnel systemIt doesn't matter if the injury is good or bad. Both the organization and human resources are filled with the direction the company should take and the thoughts of management.It is important to communicate to others.
At Minori Management Research Institute, we provide perspectives and approaches for organizational design that can (should) be commonly applied to organizations of any size. What should the president or the person in charge of human resources do when he or she wants the employees to work energetically? Instead of issuing orders blindly, we create an organization in which each person's thoughts are conveyed and each person works positively to realize those thoughts. I am convinced that the organization will be designed from such a perspective.
(2) HR system infrastructure construction (HR strategy formulation, role analysis, importance measurement)
A personnel system that enables diverse human resources to demonstrate their abilities anywhere in the world and work with vitality requires a foundation for that purpose. It is not enough to simply create a personnel system, but the message that the personnel system sends to employees will differ greatly depending on what the basis for building the personnel system is.
At Minori Management Research Institute, we believe that roles are the core of a personnel system that accepts diversity, is easy to understand, and allows everyone to play an active role. I'm coming. The three foundations are:
[1] Human resources strategy
[2] Role/job analysis
[3] Measuring the importance of roles
Based on the experience we have accumulated so far, such as templates for building personnel strategies that support management strategies, how to view and define roles, and "measures" for measuring the weight of clearly defined roles. We provide clear and easy-to-understand consulting based on
(3) Construction of personnel system for realizing management strategy
By building a personnel system foundation and clearly defining the contents of each role in the organization, it is possible to construct the entire personnel system as a coherent system centered on roles to realize the management philosophy and strategy. can.
[1] Building a role-based evaluation system
Evaluate how well each person has accomplished what is expected of them in their role. Instead of arbitrary personnel evaluations by superiors, it is possible to visually evaluate how well each person has fulfilled their expected role in a way that is closely related to the business plan for the relevant fiscal year.
[2] Building a salary system based on role
In a role-based personnel system, by measuring the weight of a role, it is possible to build a salary system that achieves a salary level that matches the weight of the role. By reflecting the evaluation results based on each person's role, it is possible to determine a salary level that matches the contribution to the company through each person's role.
[3] Recruitment, development, promotion, and construction of metabolism measures based on roles and personnel strategies
Various measures necessary to realize the management philosophy and strategy based on personnel strategy, such as defining human resource requirements necessary for roles, developing executive candidate selection and training programs, designing and building human resource development and training systems, and formulating measures for human resource metabolism. can be constructed.
(4) Construction of officer personnel system
Corporate governance does not become more effective just by arranging its form. It is important that the content of the system, that is, the personnel system for directors, executive officers, and executive officers, is transparent and supports the company's philosophy and strategy.
At Minori Management Research Institute, based on our long experience in this field, we provide a wide range of consulting, from explaining the corporate governance structure of each country to proposing an executive personnel system based on the current governance structure of our client companies.
Specifically, we have established various systems such as clarification of the roles of directors and executive officers in client companies, a compensation system and performance evaluation system for directors and executive officers, a promotion system, and an executive incentive plan system. .
(5) Building a personnel system for expanding overseas bases
Companies are globalizing. It is no exaggeration to say that the key to global management is to build a personnel system that attracts excellent human resources and encourages them to work energetically and produce results when expanding overseas bases.
Based on the Minori concept, the role-based personnel system that Minori Management Institute continues to provide is a global standard personnel system.
We have partners in North America, Europe, India and Malaysia, and we will provide consulting for overseas base expansion while cooperating with them.
(6) Support package for building a personnel system
Good news for companies that want to consult with a consulting company to revise their personnel system, but are concerned about costs.
At Minori Management Research Institute, we have developed a package that completes a one-year consulting period on "a personnel system foundation and evaluation/salary system for the global age, with a focus on managers."
This package targets companies with 100 to 300 employees in the suburbs of Tokyo. was aimed at.
Consulting is included for a total of 12 visits per year. Please contact us for pricing.
In addition, we will flexibly respond to your request, such as adding additional work or various incidental services, such as adding goal setting training.
(7) A 360-degree candidate selection system that supports the realization of the right people in the right jobs
How does your company select the best talent?
Minori's 360-degree candidate selection system selects the most suitable personnel from multiple candidates based on evaluations by superiors, subordinates, and colleagues. It is a system that can be used for training.
Questions for evaluation will be created based on your company's corporate philosophy, vision, code of conduct, business strategy, policies and strategies of the department to which the target position belongs, and job description.
In 360-degree evaluation, there are usually multiple evaluators for one candidate, and the evaluators are different for each candidate. One of the features of the Minori 360 Degree Candidate Selection System is that it incorporates a function to adjust the degree of variability in how the evaluator assigns points. Since the degree of sweetness and variation is adjusted, it is possible to compare the scores themselves of each candidate.
The evaluation results report consists of (1) overall results for all candidates, (2) results for each candidate, (3) scores from superiors/colleagues/subordinates, and (4) recommendations from Minori as a summary. It is a date.
For details,please please see the section on Mino360 degree candidate selection system
2. Survey
Since its founding in 2004, Minori Management Research Institute (Minori) has consistently provided management support so that diverse human resources can demonstrate their abilities anywhere in the world and work energetically. We have named the concept that forms the core of this concept the "Minori Concept," and propose a logical and easy-to-understand personnel system based on roles. We also provide surveys necessary for building this personnel system at the same time to meet the needs of client companies.
(1) Role/Job-based salary survey
Minori Management Institute provides role-based salary surveys necessary for role-based salary systems. We will conduct a survey on the Internet and investigate the monthly basic salary and total annual income by industry. The analysis results are divided into five levels, Q3 (third quartile), Q1 (first quartile), mean, median, and mode, by age and role weight for each salary. display.
The survey method is to send questions about various attributes, monthly basic salary, and total annual income to members working in the industry from among the members of our partner company (Internet research service company), and answer them. and provide charts of salary levels by age, role, and market.
Each market chart contains your company's salary trend line (practice line) to visualize the position of your company's salary level in the market.
(2) Value-added analysis survey that contributes to management improvement and total personnel cost management
How to determine the total labor cost that our company should have? The answer is to find the ideal distribution structure for the added value created by management and employees. Once this is found, all that remains is for management and employees to work together to realize that structure. Minori Management Research Institute provides value-added analysis for that purpose.
To find the ideal distribution structure, we must first know ourselves and others. Specifically, calculate and compare the added value distribution structure of your company and your competitors or target company. Then, for example, a company with a high labor share but a low level of compensation per employee, or a company with a low labor share but a high level of compensation per employee, etc., can be clearly seen from the graph of the added value analysis results. Therefore, in order to achieve the sales and added value amount of the management plan, and to sufficiently return to employees, we carefully considered what kind of added value structure would be good for our company, and decided on an ideal distribution model. it will be possible to create.
Once this distribution model is created, we can determine how many years it will take to achieve this, create a scenario based on that possible number of years, and complete a plan for the personnel cost frame for each year. After that, it is only necessary to calculate the basic salary increase and bonus resources within the personnel cost frame every year. This mechanism in which the company and employees work together is a mechanism for total personnel cost management that is necessary for "a system that is directly linked to management strategy and allows each employee to work energetically and comfortably."
In addition, value-added analysis can be used not only for total personnel cost management, but also for calculating appropriate personnel, and based on this, it is possible to formulate a company-wide personnel plan, and even to formulate a value-added management plan. can do.
Why don't we reach an agreement between labor and management and work together to achieve the ideal value-added structure? And let's become a company where you can work comfortably with transparent resource management.
(3) Tailor-made surveys to collect personnel-related information
Minori Management Institute also provides tailor-made surveys to collect the personnel-related information required by client companies.
Below is an example of a tailor-made survey that we have conducted.
[1] Management remuneration of owner companiesresearch on how to
Taking advantage of the change of president, we received a request from a company that needed information such as other companies' case studies and ideas that would contribute to the treatment of managers as an owner company. We provided high-level information in a short time, including interviews.
[2] Survey on Japanese corporate governance structure
A foreign-affiliated company asked Minori to conduct a survey and provide an explanation in order to have its overseas head office understand the reason for the existence of a Japanese board of directors, its structure, management methods, and executive compensation levels. The report was highly evaluated by the head office, and we were able to introduce a retirement allowance system for executives and a variable salary system for managerial positions, which were desired by the Japanese subsidiary.
3. Training
Since its founding in 2004, Minori Management Research Institute (Minori) has consistently provided management support so that diverse human resources can demonstrate their abilities anywhere in the world and work energetically. We have named the concept that forms the core of this concept the "Minori Concept," and propose a logical and easy-to-understand personnel system based on roles. At the same time, we also provide the training necessary to make this personnel system work, responding to the needs of client companies.
(1) Training for role-based personnel system operation
[1] Role Analysis Seminar
In order to build the foundation of a role-based personnel system, it is important to start with the question of how we view roles in the first place. A seminar to answer that question is a role analysis seminar. Starting with the definition of roles and the structure of roles, we will proceed with the seminar, including lectures and exercises, to know-how such as how to write it in the most easy-to-understand way for the company and employees.
[2] Role measurement seminar
If you can clearly define roles, you can weigh them and build the foundation of your HR system. The role measurement seminar is a seminar that carefully explains how to measure the weight and the method from scratch.
[3] Goal setting training
Goal setting is the key to the operation of the personnel system we have built. Instead of the so-called performance appraisal, which can be done at the discretion of the boss, based on a well-defined role, the goal of how far the role is to be achieved each term is clearly indicated, and the degree of achievement is measured. Seeing is evaluated. The big difference from normal goal management is that the goal has two parents. In other words, the business plan for the current term is the first parent, and my role is the second parent, and the goals for this term are born from these parents. This evaluation system is indispensable for diverse human resources to work energetically and produce results, regardless of age, gender, or nationality. We offer this essential training as goal setting training.
(2) Diversity training as the basis of management
The origin of "each employee can work lively and comfortably" is essential to the existence of a boss who can recognize and utilize the differences of each employee. Many companies already have such managers. For managers who have grown up in traditionally large, homogeneous groups, this can be a difficult task.
Minori collaborates with overseas partners to plan and provide training to cultivate a diversity mindset as the basis of management, in order to make it possible for employees to transform into managers who can utilize diverse human resources. .
In training to change the mindset of employees, first of all, it is more important than anything that the person himself/herself gains "awareness". Even if you listen to a lecture and understand it in your head, in many cases that is the end. When you really get it in your heart, not in your head, "Oh, that's right!" To that end, we have prepared various devices and modules such as presentations through group discussions, absorbing various opinions, watching videos on the differences between male and female brains based on the latest brain science, and understanding speech and behavior that we have not noticed before.
Managers who have gained a lot of awareness through this training will transform themselves into managers who can utilize diverse human resources, and this will become the strength of the company to survive in the future. is.
(3) Global human resource development training for realizing management strategy
In the midst of globalization, it has become an urgent issue to develop human resources who can play an active role on a global scale. To that end, it is important to first clarify the definition of global human resources within your company. This will give you an idea of what kind of training is needed.
At Minori Management Research Institute, we provide the awareness and knowledge that are universally necessary for global human resources to enable the management of diverse human resources. In order to meet these needs, we are able to meet a variety of needs, from the design of the training itself to custom-made training.
(4) Leadership training for realization of management strategy
Minori Management Institute develops and provides the following three types of leadership training.
[1] Leadership basic training
In collaboration with Creelman Research of Canada, we have developed a basic training that provides basic awareness and knowledge necessary to improve leadership.
In the basic training, you will acquire the necessary knowledge as a leader in a compact form. Here, students acquire three basic knowledge: managing oneself, managing diverse human resources, and managing the work of subordinates.
How to manage yourself in today's competitive and time-pressed world, knowing what type of person you are and how to manage yourself. Learn
On top of that, you will learn how to demonstrate leadership to each and every one of your diverse subordinates and how to raise the motivation of each individual. You will learn how to explain roles and how to set goals that are necessary.
[2] Training for outstanding leaders
This training is taught directly by Professor Naya of the University of Texas. His unique leadership theories provide many suggestions for participants. The central issue is how important the theory of life is to a leader. This view of life/businessIt is a lens for leaders, a filter through which they understand the world. Therefore, you will learn that constantly reassessing your outlook on life and business and training and training is the only way to acquire outstanding leadership.
[3] FCustomized training
We provide custom-made training as needed, from defining what kind of leader a client company should be to designing and implementing training.
Minori 360 Degree Candidate Selection System
Support the realization of the right person for the right job
How does your company select the best talent?
Minori's 360-degree candidate selection system selects the most suitable personnel from multiple candidates based on evaluations by superiors, subordinates, and colleagues. It is a system that can be used for training.
Features of the Minori 360 Degree Candidate Selection System
1. Questionnaire customized based on your company philosophy and vision:
Candidate selection questions are based on your company's mission, vision, code of conduct, business strategy, the policies and strategies of the position's department, and the job description of the position. create a sentence.
Therefore, it is exactly the question to select the best person for the position in your company.
2. Built-in Sweetness and Variation Adjustments:
In 360-degree evaluation, there are usually multiple evaluators for one candidate, and the evaluators are different for each candidate. The problem here is that there are differences in the degree of sweetness and the degree of variation in scores depending on the evaluator.
For example, in the evaluation between 1 and 5 points, some evaluators give 4 points when they feel "good", while others give 3 points. This difference must be reconciled so that a comparative study is possible. This is called sweet and spicy adjustment.
Also, some evaluators distribute scores evenly from 1 to 5 with 3 as the center, while others give scores between 2 and 4 with 3 as the center. This also needs to be adjusted to make it comparable. This is called variation adjustment.
One of the features of the Minori 360 Degree Candidate Selection System is that it incorporates a function to adjust the degree of variability in how the evaluators assign scores. Since the degree of sweetness and variation is adjusted, it is possible to compare the scores themselves of each candidate.
3. Hierarchical weighting is possible:
For each candidate, an evaluator is selected from three levels: superior, colleague, and subordinate. Typically, there will be a lot of selection of 1 boss, 2 colleagues, and 3 subordinates. In this case, if we do not weight each class, the score of the class with a large number of people will be greatly reflected, and the relative weight of the score of the boss will be too small.
In order to eliminate this unfairness, it is possible to weight the scores from each evaluator for each stratum. By weighting, you can give each layer the same weight, or you can give it your own weight.
For example, in the classic example above, you could give equal weight to boss/colleague/subordinate, with 1/3 boss, 1/3 with 2 colleagues, and 1/3 with 3 subordinates.
4. Two types of evaluation result sheets:
The evaluation results are shown on two sheets, Figure 1 and Figure 2.
(1) Overall results of all candidates
Shows (1) overall score, (2) scores by cluster (question group) and their radar chart for all candidates for a certain position on one sheet. Now you can compare all the candidates.
Exhibit 1: All Candidates for Position Ximage of overall results
(2) Results by candidate
(1) Overall score, (2) Cluster-specific scores and their radar charts, (3) Cluster-specific question scores and their radar charts are displayed on one sheet for each candidate. This allows you to see the strengths and weaknesses of each candidate.
Figure 2: Result sheet image of one candidate for position X
5. ReportContents of:
The evaluation results report consists of (1) overall results for all candidates, (2) results for each candidate, (3) scores from superiors/colleagues/subordinates, and (4) Minori's recommendations. .
(1) Overall results for all candidates:in chart 1Based on this, we will show you the comparison results of all candidates.
(2) Results by Candidate:Based on Figure 2, together with the total score, the balance of the cluster (question group), the score comparison for each question within the cluster, the best 3 and worst 3 in all questions, and the characteristics of the candidate as a summary of individual results , and improvements are indicated.
(3) Scores from superiors/colleagues/subordinates: You can see at a glance which candidates are highly evaluated from which hierarchy.
(4) Minori's recommendation: You can see at a glance which candidate is highly evaluated from which rank.
Please try Minori's 360-degree candidate selection system for recruiting the right person in the right position necessary to realize your company's philosophy/strategy.