[April Dream] Raising the Compensation of HR and Labor Managers Nationwide by 2 Million Yen.
TECO Design announced its 'April Dream' to raise the compensation of HR and labor managers nationwide by 2 million yen. This aims for a comprehensive value improvement, encompassing not only salary increases but also role expansion, enhanced evaluation, and increased market value.
📋 Article Processing Timeline
- 📰 Published: April 1, 2026 at 17:30
- 🔍 Collected: April 1, 2026 at 09:04
- 🤖 AI Analyzed: April 21, 2026 at 10:07 (481h 3m after Collected)
## Our Dream
To elevate the evaluation of HR and labor managers in society and increase their compensation by 2 million yen.
The "2 million yen compensation improvement" in this initiative refers to an overall increase in value, not just a salary increase for HR and labor managers nationwide, but also encompassing multiple elements such as:
- Role expansion (shifting from routine tasks to roles involving process improvement and operation design)
- Improved evaluation (involvement in internal decision-making)
- Increased market value (accumulation of skills and experience)
## Originally, HR and Labor Management is a "Creative Job"
Currently, the evaluation and compensation of HR and labor managers do not sufficiently reflect the importance of their work.
Originally, HR and labor management is a creative job that "designs a state where the workplace can move smoothly and enhances organizational productivity."
However, in reality, a significant amount of time is spent on daily tasks such as payroll calculation and attendance management, leaving insufficient time for "designing the organization to move forward," which they should inherently be focused on.
Furthermore, due to the pressure of tasks where no mistakes are allowed and an evaluation structure that considers "being able to do it" as a given, the value of HR and labor management continues to be difficult to assess accurately.
## The Structure Itself Lowers the Value of HR and Labor Management
The very structure that prevents them from dedicating their efforts to work that should inherently create value is driving down the market value of HR and labor management.
That is why we are changing this structure.
## Declaration for the Future
Together with our sponsoring SaaS vendor partners, who have walked alongside us, we declare here:
- Eliminate "operational tasks" from HR and labor management. Starting with payroll calculation.
- Evolve HR and labor management from a "cost" to a "value-generating design function."
- By changing this structure, HR and labor managers...
To elevate the evaluation of HR and labor managers in society and increase their compensation by 2 million yen.
The "2 million yen compensation improvement" in this initiative refers to an overall increase in value, not just a salary increase for HR and labor managers nationwide, but also encompassing multiple elements such as:
- Role expansion (shifting from routine tasks to roles involving process improvement and operation design)
- Improved evaluation (involvement in internal decision-making)
- Increased market value (accumulation of skills and experience)
## Originally, HR and Labor Management is a "Creative Job"
Currently, the evaluation and compensation of HR and labor managers do not sufficiently reflect the importance of their work.
Originally, HR and labor management is a creative job that "designs a state where the workplace can move smoothly and enhances organizational productivity."
However, in reality, a significant amount of time is spent on daily tasks such as payroll calculation and attendance management, leaving insufficient time for "designing the organization to move forward," which they should inherently be focused on.
Furthermore, due to the pressure of tasks where no mistakes are allowed and an evaluation structure that considers "being able to do it" as a given, the value of HR and labor management continues to be difficult to assess accurately.
## The Structure Itself Lowers the Value of HR and Labor Management
The very structure that prevents them from dedicating their efforts to work that should inherently create value is driving down the market value of HR and labor management.
That is why we are changing this structure.
## Declaration for the Future
Together with our sponsoring SaaS vendor partners, who have walked alongside us, we declare here:
- Eliminate "operational tasks" from HR and labor management. Starting with payroll calculation.
- Evolve HR and labor management from a "cost" to a "value-generating design function."
- By changing this structure, HR and labor managers...