Seminar on 'HR System Reform Failure Cases for Companies with up to 300 Employees' to be Held in Aichi on June 25th [Capacity: 30]

Shin-Keiei Service HR Strategy Research Institute will hold an in-person seminar, 'HR System Reform Failure Cases for Companies with up to 300 Employees,' on Thursday, June 25, 2026, at Aeon Compass Nagoya Station Conference Room, Aichi.

This seminar targets SME business owners and HR managers, highlighting common pitfalls in HR system reforms and providing actionable tips for success.

Seminar Background The secret to successful HR system reform lies not in learning from success stories, but from failures. This seminar compiles common mistakes observed in HR system reforms.

Program Highlights [Recent Common Failure Cases] - Believing that wage increases alone ensure recruitment and retention. - Assuming personnel evaluation automatically boosts employee motivation and growth. - Relying too heavily on survey results, leading to irrelevant system reforms.

[Failure Cases at the Policy Stage] - Reacting to the CEO's order to 'change' without clear objectives. - Lacking a clear personnel strategy, making decision-making impossible.

[Failure Cases in Grading Systems] - Creating too many grading levels in an attempt to perform fine-grained capability assessments. - Establishing 'specialist' roles without a clear necessity.

[Failure Cases in Evaluation Systems] - Making evaluation criteria too complex by listening too much to field feedback. - Failing to consider evaluator skill levels or the burden of system operation. - Introducing quantitative evaluation for sales to seek fairness, which paradoxically caused unfairness. - Over-emphasizing performance, negatively affecting organizational culture. - Implementing target management for everyone, which failed to function effectively.

[Failure Cases in Wage Systems] - Increasing overall raises, resulting in excessive wages for managers and veterans. - Decreasing motivation among top performers by formalizing raises and bonuses. - Increasing allowances too much in an attempt to create an 'attractive system.' - Attempting a 'differentiated system' but failing to establish effective differentiation.

[Other Failure Cases] - Insufficient system explanation causing employee dissatisfaction. - Failing to conduct evaluator training, leaving evaluation discrepancies unresolved.

Seminar Overview - Date/Time: Thursday, June 25, 2026, 13:30 - 16:30 - Venue: Aeon Compass Nagoya Station Conference Room - Capacity: 30 people (up to 2 per company) - Fee: 3,000 yen (tax included)