Moving to a Proactive Era: 'A&I Engagement Standard Survey' Evolves to Accelerate Human Capital Management with New Department-Level Simulation Feature
Agile HR has launched a new simulation feature for its A&I Engagement Standard Survey, developed with Intage, enabling departments to predict the impact of engagement improvement measures. This transforms the survey from a measurement tool into a decision-making tool.
📋 Article Processing Timeline
- 📰 Published: April 24, 2026 at 19:00
- 🔍 Collected: April 24, 2026 at 10:31
- 🤖 AI Analyzed: April 25, 2026 at 03:04 (16h 33m after Collected)
Agile HR Inc. (Headquarters: Minato-ku, Tokyo; CEO: Keiji Matsuoka), which supports corporate performance management transformation, has implemented a new "Department-Level Engagement Simulation Feature" for the "A&I Engagement Standard Survey" co-developed with Intage Inc. This feature predicts future engagement metrics on a departmental basis.
This functionality evolves initiatives that previously stopped at merely conducting engagement surveys into "planned decision-making" tailored to each organization's characteristics, supporting organizational management that delivers solid results with minimal resources.
1. Background of Development: From "Measurement Tool" to "Decision-Making Tool"
As the importance of human capital management grows, many companies are adopting engagement surveys, but the following issues have surfaced on the frontlines:
- Tracking score trends has become the primary goal.
- Even when issues are visible, concrete countermeasures are not determined.
- Even when measures are executed, the effects are hard to see.
- It does not lead to proactive improvement behaviors on the frontline.
Through joint research with the University of Tokyo, the "A&I Engagement Standard Survey" has modeled the causal structure of engagement. Furthermore, by combining nationwide survey data and statistical analysis, an analysis platform that goes beyond mere visualization has been built. This new feature develops those insights to provide a new value of "predicting future states" on a department-by-department basis.
2. What is the "Department-Level Simulation Feature"?
The engagement simulation feature is a system function based on advanced analysis algorithms that predicts "how the engagement score will change if certain factors are improved to a certain degree."
Within a company, the structure of engagement is not uniform; issues and influencing factors vary greatly by department. With this update, simulations that could previously only be performed on a company-wide basis can now be executed at the organizational (departmental) level.
As a result, effects that could previously only be grasped after implementing measures can now be visualized, compared, and selected per department in advance, enabling decision-making for engagement improvement measures that align with the actual conditions of each organization.
3. The Value Delivered by the "Department-Level Simulation Feature"
This implementation brings the following values to companies:
- Maximization of ROI: Identifies different engagement drivers for each organization and concentrates resources on the most impactful measures, achieving maximum results with limited investment.
- Concrete Goal Setting for Engagement Improvement: Through simulation, it becomes clear "which factors need to be improved and to what level," enabling concrete goal setting. This allows for the consideration of actionable improvement measures that lead to results, rather than abstract goals.
- Sophisticated Decision-Making for Frontline Managers: Because the relationship between measures and outcomes can be understood in advance, "what should be done" becomes clear. It supports decision-making to select and implement management measures that reliably produce effects without relying on experience or intuition.
- Promotion of Autonomous Organizational Transformation: Showing the basis for measures as data improves conviction on the frontlines. It creates a continuous improvement cycle led by the frontline rather than top-down.
4. Future Outlook: Engagement Surveys as Decision-Making Tools
Since its service launch in 2023, the "A&I Engagement Standard Survey" has consistently pursued "engagement measurement based on academic backing." With features like those below, this survey will continue to evolve from a diagnostic tool that visualizes the current state into a decision-making support tool that derives concrete directions for organizational improvement, maintaining its position as the "most trusted survey in Japan."
- Survey model with verified reliability and validity through joint research with the University of Tokyo.
- Measures work engagement and organizational commitment separately.
- Visualizes the causal structure including the causes and outcomes of engagement.
- Designed to be answerable in about 5 minutes with 33 questions (ensuring high response quality).
- Enables benchmark comparisons with nationwide survey data continuously collected since 2023.
- Equipped with a simulation feature to predict future changes in engagement.
***
- Agile HR Inc.
Agile HR Inc. is a company that supports the realization of new era performance management and career management. Centered on the cloud service "WAKUAS" that supports OKR and 1on1s, the company offers training services related to OKR, 1on1s, and career development, as well as the introduction of 360-degree feedback and engagement surveys...
This functionality evolves initiatives that previously stopped at merely conducting engagement surveys into "planned decision-making" tailored to each organization's characteristics, supporting organizational management that delivers solid results with minimal resources.
1. Background of Development: From "Measurement Tool" to "Decision-Making Tool"
As the importance of human capital management grows, many companies are adopting engagement surveys, but the following issues have surfaced on the frontlines:
- Tracking score trends has become the primary goal.
- Even when issues are visible, concrete countermeasures are not determined.
- Even when measures are executed, the effects are hard to see.
- It does not lead to proactive improvement behaviors on the frontline.
Through joint research with the University of Tokyo, the "A&I Engagement Standard Survey" has modeled the causal structure of engagement. Furthermore, by combining nationwide survey data and statistical analysis, an analysis platform that goes beyond mere visualization has been built. This new feature develops those insights to provide a new value of "predicting future states" on a department-by-department basis.
2. What is the "Department-Level Simulation Feature"?
The engagement simulation feature is a system function based on advanced analysis algorithms that predicts "how the engagement score will change if certain factors are improved to a certain degree."
Within a company, the structure of engagement is not uniform; issues and influencing factors vary greatly by department. With this update, simulations that could previously only be performed on a company-wide basis can now be executed at the organizational (departmental) level.
As a result, effects that could previously only be grasped after implementing measures can now be visualized, compared, and selected per department in advance, enabling decision-making for engagement improvement measures that align with the actual conditions of each organization.
3. The Value Delivered by the "Department-Level Simulation Feature"
This implementation brings the following values to companies:
- Maximization of ROI: Identifies different engagement drivers for each organization and concentrates resources on the most impactful measures, achieving maximum results with limited investment.
- Concrete Goal Setting for Engagement Improvement: Through simulation, it becomes clear "which factors need to be improved and to what level," enabling concrete goal setting. This allows for the consideration of actionable improvement measures that lead to results, rather than abstract goals.
- Sophisticated Decision-Making for Frontline Managers: Because the relationship between measures and outcomes can be understood in advance, "what should be done" becomes clear. It supports decision-making to select and implement management measures that reliably produce effects without relying on experience or intuition.
- Promotion of Autonomous Organizational Transformation: Showing the basis for measures as data improves conviction on the frontlines. It creates a continuous improvement cycle led by the frontline rather than top-down.
4. Future Outlook: Engagement Surveys as Decision-Making Tools
Since its service launch in 2023, the "A&I Engagement Standard Survey" has consistently pursued "engagement measurement based on academic backing." With features like those below, this survey will continue to evolve from a diagnostic tool that visualizes the current state into a decision-making support tool that derives concrete directions for organizational improvement, maintaining its position as the "most trusted survey in Japan."
- Survey model with verified reliability and validity through joint research with the University of Tokyo.
- Measures work engagement and organizational commitment separately.
- Visualizes the causal structure including the causes and outcomes of engagement.
- Designed to be answerable in about 5 minutes with 33 questions (ensuring high response quality).
- Enables benchmark comparisons with nationwide survey data continuously collected since 2023.
- Equipped with a simulation feature to predict future changes in engagement.
***
- Agile HR Inc.
Agile HR Inc. is a company that supports the realization of new era performance management and career management. Centered on the cloud service "WAKUAS" that supports OKR and 1on1s, the company offers training services related to OKR, 1on1s, and career development, as well as the introduction of 360-degree feedback and engagement surveys...