<Seminar Report> What is "Human Capital Management" in the Age of AI? Hiroyuki Nagashima, Representative of Toitoi LLC, Discusses the New Relationship Connecting Management, HR, and Managers

"Let's Work and Smile." Miidas Co., Ltd. (Headquarters: Shinagawa-ku, Tokyo, President and Representative Director: Yoshikiyo Goto), part of the Persol Group, held a seminar on Wednesday, March 18, 2026, with the theme "Human Capital Management x Organizational Transformation in the Age of AI," featuring Hiroyuki Nagashima, Representative of Toitoi LLC, as a guest. Speaker (left): Hiroyuki Nagashima, Representative of Toitoi LLC This seminar, with Hiroyuki Nagashima, Representative of Toitoi LLC, as the guest, was held on the theme of "Human Capital Management in the Age of AI ~ The New Relationship Connecting Management, HR, and Managers ~." While the importance of human capital management is increasing, many companies struggle with its implementation. This seminar delved into its essence from the perspectives of management and operations, and explored the ideal collaborative relationship among the three parties (management, HR, and managers). Furthermore, incorporating the latest global trends, it explained how AI should be utilized not merely for efficiency, but as a means to augment human and organizational capabilities and create added value. Representative of Toitoi LLC Hiroyuki Nagashima Founded Toitoi LLC with the mission of "creating organizations where beautiful questions abound." Supports the construction of HR strategies, organizational design, and human resource development linked to the management challenges of business leaders. Coaching sessions based on "questions" such as "Organizational Transformation 100 Knock" and "Manager 100 Knock" are popular. Before founding the company, he was involved in overseas marketing at Sony. After an overseas assignment in the U.S., he joined Nitori. Following two years as a store manager, he led organizational transformation as the head of HR under Chairman Akio Nitori. Subsequently, he served as Executive Officer / CHRO at Renova. Date: Wednesday, March 18, 2026, 19:00-21:00 (Doors open at 18:30~) Venue: FabCafe Tokyo (Address: FabCafe Tokyo, 1-22-7 Dogenzaka, Shibuya-ku, Dogenzaka Pier 1F) Participation Fee: Free ▼ Seminar Topics Introduction: From "Strategic HR" to "Human Capital," and then to "Manager Tech" 1. What is Human Capital Management (Redefinition of Terms) 2. The Shock of the AI Era ~ AI Agents and Organizational Transformation ~ 3. The New Relationship Connecting Management, HR, and Managers Introduction: From "Strategic HR" to "Human Capital," and then to "Manager Tech" In recent years, the positioning of HR technology has undergone significant changes. Previously, its role was primarily centered on supporting HR functions themselves, such as improving efficiency and sophistication of HR tasks. However, the focus is gradually shifting. Specifically, technology is shifting from directly supporting HR to supporting management by on-site managers. While managers supplement their daily decision-making and subordinate management with technology, HR oversees the overall picture through dashboards and focuses on areas where human intervention is necessary. Such a division of roles is becoming a reality. Broadly speaking, "Manager Tech" is emerging as a new phase, extending from concepts like "Strategic HR" and "Human Capital Management." This seminar will unravel how the role of HR will change in the future, keeping this trend in mind. 1. What is Human Capital Management (Redefinition of Terms) AI Should Be Used to Augment Human Capabilities, Not Replace Them At the beginning of the seminar, it was clarified that the commonality between "AI" and "Human Capital Management" is that both are for augmenting human capabilities. While past DX and AI utilization tended to focus on "replacement," such as reducing work or improving efficiency, it was pointed out that from now on, it is important to enable humans to concentrate on value-added work like challenges, initiative, learning, relationship building, and meaning-making. Furthermore, "human capital" refers to the abilities, skills, knowledge, and experience possessed by individual employees, and it is important to view this as directly linked to the company's economic performance. "Human Capital Management," it was explained, is not just a matter of disclosure compliance or a buzzword, but a management method that aims to increase corporate value in the mid-to-long term by maximizing human capital through investment in it. It was then mentioned the importance of identifying necessary skills, investing in them, and creating an environment where those skills can be fully utilized. The objective of human capital management, it was stated, is not to create attractive disclosures, but to draw a "value creation story" where human growth leads to business growth. What is "Human Capital"? 3 Key Points What is "Human Capital Management"? (General Interpretation) 2. The Shock of the AI Era ~ AI Agents and Organizational Transformation ~ Evolution of Talent Management Seen Overseas—From Jobs to Skills, and Deepening AI Utilization Looking at overseas trends, talent management has already begun to shift from a "job"-centric approach to one based on "skills." At HR Tech conferences in Las Vegas, USA, the importance of understanding where individuals can add value, starting from their individual skills and abilities rather than a position-first approach, was emphasized. Particularly symbolic is the advancement of internal mobility (internal transfers and development). While transfer decisions traditionally relied heavily on experience and intuition, they are evolving towards "evidence-based decision-making" through AI-driven skill visualization. This increases satisfaction with transfers and placements, enabling organizations to utilize talent flexibly and strategically. Furthermore, the phase of AI utilization is also changing. While it was previously centered on "replacement," such as improving efficiency and automating tasks, we are now entering a stage of discerning "which tasks should be handled by humans and which should be delegated to AI." Among these, AI agents are transforming talent management and organizational operations as entities that can acquire and analyze multiple data sources, and make autonomous judgments and proposals. However, its utilization has prerequisites: clear goal setting, accumulation of high-quality data, and cross-departmental information linkage are essential; without these, AI cannot function effectively. Moreover, alongside management based on traditional job descriptions, a new approach is emerging where AI infers "what skills a person can demonstrate" based on roles and activity logs on a project-by-project basis. The application of "skill tech," such as skill-based placement and compensation design, is also advancing, making talent management more dynamic and data-driven. Nagashima stated that in the future, redefining the roles of humans and AI with the premise of "augmentation" rather than "replacement" will be key to organizational transformation. Redefining the Roles of Humans and AI: Towards "Augmentation," Not "Replacement" 3. The New Relationship Connecting Management, HR, and Managers In the Age of AI, What's Required of HR and the Field is "Sense of Ownership" and "Observation Skills" In the age of AI, human roles will not disappear; rather, roles that only humans can perform will become even more important. Central to this are "sense of ownership" for grasping the meaning of work and "observation skills" for capturing changes and discrepancies in the field. While AI can handle analysis and judgment, it is humans who must determine what problems to address and what goals to pursue. A sense of ownership goes beyond mere responsibility or proactivity; it involves continuously understanding one's role based on the current situation (understanding the context), what needs to be done in that situation (understanding one's role), and where the organization is heading (understanding the whole). Instead of just completing assigned tasks, a mindset of continually questioning "what is this work for?" and "what value am I contributing to?" is required. On the other hand, observation skills are also indispensable. AI can present optimal choices based on data, but it is humans who can capture changes and discrepancies in the field and find meaning in them. Observation skills involve grasping subtle signs and atmosphere not reflected in numbers, identifying issues from them, and formulating questions. In other words, a sense of ownership is "the attitude of having questions," and observation skills are "the ability to find questions." When these two are combined, the value of humans in the AI era is realized. These changes are also deeply related to the "evolution of the role of HR" within the flow of the times. (See figure on the right). In this context, HR is expected not only to manage existing systems but also to support on-site managers, connect management and operations, and play a role in talent placement and development. With the evolution of manager tech, AI will supplement managers' decision-making, and HR will change to a form that involves participation in necessary situations while overseeing the whole. Furthermore, with the evolution of AI agents and skill tech, the previously fragmented relationship between management and operations is being complemented, increasing the feasibility of HR's role. Amidst these changes, the very question of "what is the role of HR?" is being re-examined. In the future, as AI functions not to replace human tasks but to augment human decision-making and potential, it will be necessary for HR, managers, and management to redefine their respective roles and enhance the overall value creation of the organization. ▼ Action Plan for Getting Started Tomorrow: "Human Capital Management Game" Mr. Nagashima introduced "Human Capital Management Game" (introduction video) proposed by Miidas as an actionable plan for getting started. Mr. Nagashima participated as a promotion advisor for this game. At the reception party, actual game goods and game screens were displayed. After this seminar, all participants gathered for a reception party with food and drinks. Bottom-left image: Explaining the content while looking at cards for the "Human Capital Management Game" proposed by Miidas. ▼ Participant Feedback - I had heard the term "human capital" before, but this was the first time I understood it so clearly. I feel like I've gained much better clarity by grasping the overall picture, including AI and overseas trends. - It was a good opportunity to review our company's challenges and the role of HR, considering the relationship between management, HR, and the field, and the impact of AI. I want to leverage the content, including how to enhance the added value of human capital, in the future. Miidas will continue to support the creation of better relationships between companies and people, valuing the concepts of "Human Capital Management" and "Worker First." ▼ What is the Human Capital Management Game? In this game, you can experience three years of management change by running a company solely on "investment in people" such as "recruitment," "transfers," and "HR measures." The correlation between talent placement and management figures through "HR decision-making" is realistically reproduced. You can experience firsthand how HR initiatives affect corporate profits, turnover rates, and employee engagement. Inquiries: Official Website for Human Capital Management Game Miidas HRDC Secretariat: hrdc@miidas.jp About Mid-Career Recruitment Service "Miidas" "Miidas" is a recruitment and job change service that supports candidates not only in reducing mismatches during recruitment and job searching, which is a world-first※1, but also in their success after joining the company. Amidst the worsening labor shortage due to population decline, it primarily supports small and medium-sized enterprises in enhancing their "recruitment capabilities." "Recruitment capability" as we define it is not just about streamlining recruitment activities, but about enhancing a company's appeal. We promote "recruitment enhancement branding" that increases corporate value centered on this "recruitment capability." Therefore, "Miidas" provides functions that identify challenges from recruitment to retention and support their resolution, based on the unique "4M2K" framework※2. Support ①: Efficient support for recruitment activities utilizing unique data analysis, AI, etc. In recruitment, we efficiently support everything from designing job postings that attract job seekers by objectively grasping competitive differences and the company's appeal through unique data analysis, to promoting applications using AI. Based on data from approximately 600,000 "potentiality diagnostics" (as of June 2025), we create opportunities for encounters with people and companies that were previously inaccessible. Support ②: Support for creating "companies that are chosen." In the post-recruitment phase, we provide mechanisms to support HR personnel in creating a work environment where employees can work with peace of mind. Through survey functions that visualize organizational engagement and analysis of employee feedback collected from these surveys, it is possible to identify issues and areas for improvement. By supporting data-driven organizational improvement and increasing employee satisfaction, we aim to help companies grow into "chosen companies" by job seekers. ※1: As a free smartphone app diagnostic service that enables recruitment, placement, and development of human resources using the "Bias Diagnostic Game" (a test to measure cognitive bias) and "Competency Diagnosis (Trait Diagnosis)" (May 2023 / Future Trend Research Institute Survey). ※2: The "4M2K" framework refers to a unique recruitment service that fully supports the four actions to guide corporate branding in recruitment – "Find & Scout," "Attract," "Guide," and "Assess" – along with the two elements that enable these actions: "Easy to Use" and "Low Price." "Miidas Organization Survey": Visualize employee and team conditions by category with simple monthly surveys, useful for performance improvement and preventing turnover. "Active Learning": Over 200 types of diverse online education and training courses, including management of employee learning history and comprehension tests. Service to support certification for "Health Management Outstanding Organization," which is difficult to obtain solely by the company itself due to the need for stress checks and training. "Employee Benefits" service: A wide variety of useful products available to employees at bargain prices. "Scout Plus" service: Enhances recruitment capabilities by reaching a large number of job seekers efficiently, with specialized operators introducing the company's appeal. Automatically sends scout requests to relevant candidates by pre-setting required skills and experience. "Miidas Company Housing" service: Enables employees to switch their current rental properties to company-name lease agreements, and a portion of the rent is deducted from their salary. This utilizes tax and social insurance systems to increase employees' take-home pay and reduce the company's selling, general, and administrative expenses (labor costs). Competency Utilization Courses: https://corp.miidas.jp/landing/competency_training_courses Bias Diagnostic Game Training Courses: https://corp.miidas.jp/landing/bias_training_courses ▶︎ Regarding recruitment using "Competency Diagnosis (Trait Diagnosis)," you can [download materials from here]. About Miidas Co., Ltd. Miidas Co., Ltd. was established in April 2019 with the aim of leading innovation in the HR domain for the entire Persol Group and further contributing to corporate human resource needs. The assessment recruiting platform "Miidas," operated by Miidas Co., Ltd., began service in July 2015. Starting with winning the Grand Prize in the "Professional Human Resource Recruitment and Employment" category at the Japan HR Award 2019 in 2019, the company went on to win the Excellence Award in the "HR System Service" category at the 8th HR Technology Awards in 2023. In 2025, it was selected for the "ITreview Best Software in Japan 2025" TOP100, and won "Leader" in five categories at the "ITreview Grid Award 2026 Winter." It has also received numerous other accolades, including "Good Service" in the Talent Management System category at the "BOXIL SaaS AWARD Autumn 2025." [Company Overview] Company Name: Miidas Co., Ltd. Establishment: April 1, 2019 Representative Director: Yoshikiyo Goto Location: 17th and 18th Floors, Sumitomo Fudosan Osaki Twin Building East Tower, 5-1-18 Kita-Shinagawa, Shinagawa-ku, Tokyo 141-0001 *Relocated from February 2026 Business Activities: Planning, development, and operation of the recruitment and job change support service "Miidas." Official HP: https://corp.miidas.jp [Contact for Inquiries Regarding This Matter] Miidas Co., Ltd. Public Relations: Abe E-mail: miidas-pr@miidas.jp