Why is it difficult to internalize harassment countermeasures?

Main reasons include reliance on external instructors, one-off training, personalization of consultation responses, and a structure where expertise does not remain in-house.

What kind of qualification is "Employment Clean Planner"?

It is a qualification specializing in employment, labor, and harassment prevention, allowing you to acquire practical knowledge applicable in companies, local governments, and educational settings.

Which companies is this event recommended for?

It is recommended for HR and general affairs personnel in companies that want to strengthen harassment countermeasures, break away from external dependence, and develop in-house specialists.

Why Rely on External Parties Every Time? Commonalities Among Companies Unable to Internalize Harassment Countermeasures

Published Apr 12, 2026 5:10 AM ・ Updated Jun 13, 2026 11:47 PM ・ 4 min read ・ Source: PR TIMES

SA Co., Ltd. announced a press release regarding the internalization of harassment countermeasures. An event will be held on April 18, 2026, to present challenges and solutions for breaking away from external dependence and accumulating in-house expertise.

Harassment countermeasures are implemented in many companies. However, most of them rely on external instructors, resulting in a structure where know-how does not remain within the company. The problem is not the lack of countermeasures, but the inability to build upon them. We will organize the differences between companies that can internalize and those that cannot.

【Event Outline】

Date: April 18, 2026, 12:00 PM~ (Time subject to change) Organizer: General Incorporated Association Crea Human Resources Development Association Content: For media and press (interviews, information provision)

Remarks: Individual interviews available, online対応可 (flexible adjustment)

【Answers to these questions】・Why do harassment countermeasures tend to be externally dependent? ・What are the reasons why training ends as a one-off event? ・What causes consultation responses to become personalized? ・What is the structure where know-how does not remain within the company? ・What is different about companies that have internalized? ・Why can't the person in charge take action? ・What are the necessary conditions for continuous operation? ・What points should companies review?

【Speaker Introduction】 Jun Ono Certified Social Insurance Labor Consultant. Has lectured over 400 times on harassment and labor management training at companies and educational institutions. Highly regarded for practical lectures that emphasize "how to apply laws to the workplace," and also supervises and lectures for the Employment Clean Planner qualification.

About the General Incorporated Association Crea Human Resources Development Association

Established in 2023 as a group company of SA Co., Ltd. Develops qualification and training programs specializing in employment, labor, and harassment prevention. Over 750 people nationwide have acquired the "Employment Clean Planner" qualification and are active in companies, local governments, and educational settings.

【Employment Clean Planner Business Achievements】 Total participants: Over 750 Satisfaction rate: 93% (internal survey) Official website: https://koyo-clean.com/

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Source: PR TIMES
Category: Event

Why Rely on External Parties Every Time? Commonalities Among Companies Unable to Internalize Harassment Countermeasures

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