'Is it Really Okay to Proceed Like This? How to Proceed with an HR System Revision Without Failing ~2027 Implementation Edition~' Seminar to be Held in Tokyo on June 9 and Osaka on June 11 [Capacity: 30 people]

Shin Keiei Service HR Strategy Institute Co., Ltd. (Headquarters: Kyoto City, Kyoto Prefecture, President: Katsuya Moriya), which has strengths in Japanese HR system consulting, will hold an in-person seminar titled 'Is it Really Okay to Proceed Like This? How to Proceed with an HR System Revision Without Failing ~2027 Implementation Edition~'. The event will take place on Tuesday, June 9, 2026, at KFC Hall & Rooms in Tokyo (Sumida-ku, Tokyo), and on Thursday, June 11, 2026, at AP Osaka Chayamachi in Osaka (Kita-ku, Osaka). [Tokyo Event]: https://jinji.jp/seminar/16642/ [Osaka Event]: https://jinji.jp/seminar/16643/ Targeting executives and HR department heads of small and medium-sized enterprises (SMEs), this seminar will organize the perspectives to be kept in mind from the initial stages and the key points of how to proceed in order to lead a system revision to success. We will convey concrete points to increase the feasibility of implementation in fiscal year 2027. ■ Background of the Event It is highly recommended for executives and HR personnel who have worries such as the following: - I started working on it, but I don't know what to do or how to proceed. - After drawing up the overall picture, there are more things to do than expected, and I am at a loss. - I am proceeding with the review, but I am worried if it is really okay to continue like this. ...etc. Revising an HR system is a crucial project that happens perhaps once every few years. Despite this, it is not uncommon for people to proceed with the mindset of 'I'll figure it out as I go' or 'As long as it takes shape in the end,' resulting in a system that differs from the ideal vision originally envisioned. The success or failure of a system revision depends heavily on the 'process' rather than the 'system design itself.' In this seminar, to lead the system revision to success, we will organize the perspectives to be grasped from the initial stages and the crux of how to proceed, conveying specific points to increase the likelihood of a successful rollout in fiscal 2027. ■ Speaker Instructor: Teruaki Tsuji Teruaki Tsuji (Senior Consultant, HR Strategy Institute) While valuing a company's unique culture and values, he supports the construction of practical HR systems that lead to the resolution of management issues and the continuous operation of those systems. He also actively writes for specialized newspapers. ■ Program Contents ■ Designing the HR System Revision Project ➤ Formulating the Project Plan ✓ Set the Why (Purpose), What (Scope), When (Schedule), Who (Members), Where (Meeting body), and How much (Budget) ✓ Are an HR philosophy and HR strategy necessary prior to the system revision? ✓ Introduction of a standard schedule toward a 2027 implementation ➤ Three Points That Determine the Success or Failure of a 2027 Implementation ✓ Points toward Management: Secure the materials for decision-making and consider the decision-making process ✓ Points toward Employees: Draw a story toward smooth consensus-building with the union and employees ✓ Points toward Project Members: Ensure adequate manpower (quantity/quality) can be secured ➤ Factors that Influence the Time and Man-hours Required from Explanation to Consensus Building with Management and Employees ✓ The 'Trust' of 4 elements is crucial ~The Trust Equation~ - Credibility (Words): Is there credibility in the content of the new system? - Reliability (Actions): Are the actions of the project members (toward management) or the company (toward employees) reliable? - Intimacy (Emotions): Will they be willing to listen to what we have to say? - Orientation (Motives): Are we thinking only of our own convenience (toward the company) or the company's convenience (toward employees)? ■ Propelling the HR System Revision Project Current Situation Analysis & Policy Formulation ~Current situation analysis is essential for smooth decision-making and consensus-building~ System Outline Design ~Aim for consensus-building at the outline stage before working out the details~ ➤ Grading System: Number of grade levels, professional/specialist systems, limited employee systems, etc. ➤ Evaluation System: Evaluation targets, evaluation schedule, where evaluation reflects in treatment, etc. ➤ Wage System: Types of basic salary, various allowances, bonus systems, etc. Detailed System Design ~Aim for final consensus-building considering both ideals and reality~ ➤ Grading System: Grading criteria, promotion/demotion requirements, course conversion rules, etc. ➤ Evaluation System: Evaluation criteria, evaluation operation rules, creating evaluation forms, etc. ➤ Wage System: Salary/bonus tables, transition simulations, etc. Preparation for Implementation ~Draw a story taking into account initiatives after system implementation~ ➤ Promoting Understanding of the New System: Employee explanation materials, employee briefing sessions, Q&A collections, etc. ➤ Leveling Up Operations: Evaluator training, evaluation adjustment meetings, evaluatee training, etc. ■ Seminar Event Overview Is it Really Okay to Proceed Like This? How to Proceed with an HR System Revision Without Failing ~2027 Implementation Edition~ Format In-person participation seminar