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Enhancing the power of transformation of people and organizations leads to many innovations and to achieving growth

Past human resource development and organizational transformation disciplines focused on measures to change the system and culture of the organization by providing knowledge and skills.
However, the true need is to enhance the power of individual transformation (identity capital), and at the same time, to strengthen the foundation for creating organizational transformation (social capital).

What do you need to change for human resource development and organizational transformation?

The foundation of human resource development and organizational transformation is not the elimination of problems with people or the organization, but rather building the system to enable better relationships, thinking and ways of acting.

Enhance social capital

What would you need to build a system as a foundation for transformation?
The first step is to develop mutual respect and trust and to strengthen the cooperative working relationships within the organization.
Once these relationships are strengthened, the degree of autonomy and openness becomes better. New thinking and actions will be produced where people are not bound by the current situation or existing framework.
In addition, you can look back, leading to further new thinking and actions.
The foundation to produce such a cycle is called social capital.

Enhance identity capital

  • Development and organizational transformation in a true sense cannot be achieved by merely increasing the social capital.
    For transformation, it is necessary to achieve a mutually complementary relationship between social capital and identity capital.
  • Identity capital is the power for every member of the organization to search for meaning in day-to-day work, which leads to the daily thinking and actions and practice, so that he and she looks back every day and further searches for the meaning of existence and keeps evolving.
    It is necessary for everyone to do this kind of work to create organizational transformation.
    At the same time, it is necessary to increase the social capital as a foundation for the individual to increase the identity capital.
  • The SI (Social Capital and Identity Capital) Model is the term Human Value, Inc. uses for the model of the system for increasing both social capital and identity capital.
Social Capital

Establish the belief (belief, sense of value)

Increasing identity capital and social capital does not mean simply raising the quality of thoughts and actions of individuals and the organization.
The important thing is not the discussion to figure out the good approach, but to look back at the beliefs (belief, sense of value) behind your work and your recognition and understanding of events.
Look behind the actions as individuals and collectively as a group and search for whether they are truly the desired actions that produce the new beliefs that in turn will lead to the new actions.

Our approach in detail

  • Human Value, Inc., in collaboration with the client, can not only take you from the starting concept all the way through changing the process design, but can also create the original contents matching the situation and needs.
  • By making full use of various approaches and principles, we offer the most effective measures to work toward what you envision accomplishing.
  • Human Value, Inc. has integrated principles and methods which have demonstrated their effectiveness over many years of experience, to enhance your ability to create personal and organizational transformation.

Have open dialogue among all members and increase the participatory awareness

Share the strengths and important values
Draw out members' passion and autonomy

Create a shared vision and common good

Share inspirational stories
Members agree to explore seriously

Foster the ability to see the whole structure and situation

Change unconscious knowledge into conscious knowledge
Create a framework for cooperation between people with different interests and positions

Take continuous action for change based on your own sense of purpose

The leader acquires a new style
Process management is carried out starting with small first steps and nurturing small changes to grow

Think about the meaning of work

Create meaning in day-to-day work
Find small steps you can do

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組織変革フォーラム2015