Announced details
Performance evaluations, goal setting, planning, talent development, organizational development, and human capital management
Individual goals are analyzed across 15 dimensions. Characteristic trends by organization are visualized, and examples of high-quality goal setting are identified.
Individual goals set by approximately 1,100 employees were analyzed (the scope of this analysis).
The リョーサン菱洋 Group uses the goal analysis tool based on the goal analysis approach developed by クレイア・コンサルティング. Capital and personnel relationships: Not disclosed.
Headquartered in Minato-ku, Tokyo, with Toru Kusama (草間徹) as representative director. A management consulting firm specializing in organizational and HR matters. Founded in July 2002. Supports clients with HR strategy, HR制度 reform, talent development, organizational development, and HR issues arising from M&A and organizational restructuring.
The company says the initiative will contribute to enhancing corporate value, maximizing the benefits of the management integration, and improving its ability to deliver value to customers, although the amount is Not disclosed.
The company does not address Contract Value / Offering price.
| Item | Details |
|---|---|
| Names of Products / Services Covered | Goal analysis tool and next-generation HR system combining generative AI with HR expertise |
| Counterparty | クレイア・コンサルティング株式会社 |
| Counterparty overview | Headquartered in Minato-ku, Tokyo, with Toru Kusama (草間徹) as representative director. A management consulting firm specializing in organizational and HR matters. Founded in July 2002. Supports clients with HR strategy, HR制度 reform, talent development, organizational development, and HR issues arising from M&A and organizational restructuring. |
| Relationship with the Company | The リョーサン菱洋 Group uses the goal analysis tool based on the goal analysis approach developed by クレイア・コンサルティング. Capital and personnel relationships: Not disclosed. |
| Applicable area | Performance evaluations, goal setting, planning, talent development, organizational development, and human capital management |
| Quantitative Effects | Individual goals are analyzed across 15 dimensions. Characteristic trends by organization are visualized, and examples of high-quality goal setting are identified. |
| Usage history | Individual goals set by approximately 1,100 employees were analyzed (the scope of this analysis). |
| Impact on Business Performance | The company says the initiative will contribute to enhancing corporate value, maximizing the benefits of the management integration, and improving its ability to deliver value to customers, although the amount is Not disclosed. |
Items this document does not state (10)
These are items the company does not state in this document. We do not leave them blank, nor fill them in from other sources or by inference.
The reasons the company gives
The company's own explanation, not something inferred from the numbers.To respond to the expanded business and organization following the management integration, translate management strategy into on-the-ground goals, and strengthen the organization's overall strategy execution capabilities and talent development.