Eliminating "Preventable Resignations": Solving the "Neglect of Resignation Signs" Faced by 60% of SME Managers, HR Support "HR Department Pack" Renews with "Mikiwame AI" Partnership for Data x Organizational Improvement Coaching

Jinjibu (Osaka City), which supports the recruitment and retention of high school graduates in small and medium-sized enterprises (SMEs), has significantly renewed its HR support service, "HR Department Pack," as a resignation prediction and organizational improvement coaching model. We have started a partnership with Leading Mark Inc. (Minato-ku, Tokyo, hereinafter referred to as Leading Mark), which provides "Mikiwame AI." This collaboration supports human capital management by combining data-driven "resignation prediction" with professional "organizational improvement coaching" to solve issues between companies and the "true feelings of employees." ## One day, an employee suddenly announces their resignation--. However, in many cases, that decision is not sudden. As labor shortage bankruptcies are projected to reach a record high in 2025 (*1), "employee turnover" is a serious management issue for companies, causing a loss of approximately 5.8 million yen per person (*2). Especially for SMEs, continuing recruitment without improving fundamental company issues only leads to wasted recruitment and training costs. *2 The loss when a new employee resigns within one year is approximately 5.8 million yen. The proportion of "recruitment and training costs" to the total loss is 39%. This is a significant weight compared to 14% for employees in their fifth year. A mechanism is needed to timely grasp potential "resignation signs" and implement organizational improvements "on an execution basis." Behind this renewal is a "fatal gap" that managers must confront. According to a survey conducted by our company (*3), 63.9% of former young ace employees (aged 20-35) who previously resigned from SMEs (*4) responded that they "conveyed their true feelings," and 94% responded that they "would have stayed if the company had responded." On the other hand, 57.3% of SME managers and executives responded that they "noticed signs of resignation but could not take concrete measures or make improvements." *3 94% responded that they "would have stayed if the company had responded."