Since our founding in 2007, we have expanded our business by providing employment support to approximately 150,000 businesses, mainly major companies with over 1,000 employees, and providing employment support to 3 million part-time workers per year. I'm here. Compared to when we were founded, we strongly feel that the scale and speed of changes in the environment are accelerating, and that uncertainty is increasing day by day.
The new coronavirus infection virus that started in Wuhan, China at the end of 2019 has significantly changed lifestyles not only in Japan but also around the world. This does not apply to the working/employment environment. Japan, with its declining birthrate, aging population, and declining population, has been forced to make major changes compared to other countries.
Risks associated with employment continue to increase, including rapidly increasing recruitment advertising costs and recruitment-related fees, and increasingly complex labor management and revisions to the Labor Law and Employment Security Law. As securing human resources is directly linked to business performance, companies with multiple stores and other locations in particular are suffering from a shortage of on-site manpower, and problems are becoming more complex, such as poor communication with headquarters, and the worries of personnel and recruitment managers are increasing. It's just that.
The starting point of the issue is the current situation of ``not having enough people.''
Is it not possible to say that the recruitment issue, which was one of the human resources issues, is approaching the root of the human resources issues?
There are two key words that we consider to solve this problem: "TPO (Task Portfolio Optimization) business portfolio optimization" and "HPO (Hiring Portfolio Optimization) employment portfolio optimization."
“TPO (Task Portfolio Optimization)” refers to the appropriate allocation of tasks to people, AI, robots, etc.
For example, humans are responsible for "emotional labor," which is said to be directly linked to added value such as breaking down work and serving customers, while intelligence such as AI is responsible for "brain labor," where quantitative rules of thumb are effective. Technology such as robots can guarantee high levels of routine work and "simple labor."
"HPO (Hiring Portfolio Optimization)" refers to the appropriate combination of full-time employees, part-time employees, one-off employment, temporary employment, and outsourcing.
For example, a senior who works only 2 days a week, a housewife/husband who can only work 3 hours at lunch time, and a housewife/husband who can only work for 3 hours at lunch, and a person with limited Japanese communication ability, but are able to maintain a steady workforce of 5 days a week x 1 day/8 hours. A foreign national who can perform the work. A combination of attributes such as.
Those who value belonging to a company and being employed, and conversely those who value being free to choose their workplace without being employed. A combination of ways of working, such as:
We believe that the best way to improve your recruiting ability is to optimally combine the "business portfolio" and the "employment portfolio," taking into account the work content, the actual situation on the ground, and the busyness of the business.
We solve our customers' recruitment issues by providing consulting and high-quality solutions to each customer's recruitment issues. By striving to preserve the workplace environment and accept and promote diversity so that those who work in those workplaces can thrive, we hope to become an overwhelming force in eliminating the supply-demand gap, which is a social issue in Japan. I am.
“Connect, connect, connect.”
We aim to be a company that is indispensable to society and provides the "infrastructure of the recruitment market."
TSUNAGU GROUP HOLDINGS Inc., Ltd.
Representative Director and President Mitsuhiro Yoneda