The author's lectures and book present the view that, on the road to 2030, HR departments at Japanese companies should evolve from departments that “manage people” into departments that “design and implement the talent portfolios needed for business growth.”
This article covers Kunimoto Kazuki (国本 和基), representative director of freecracy, discussing his book <i>HR in 2030</i>. Through repeated discussions with the HR departments of major companies via TalentsForce, he points out that challenges such as delays in using operational data and the excessive dependence of decision-making on individuals remain unresolved.
The author argues that, by 2030, HR departments should evolve beyond improving operational efficiency into systems that consistently support recruiting, placement, development, evaluation and retention through the visualization and integration of talent data. He explains that a data-driven approach can bridge management decision-making and on-the-ground management.
Although candidate and employee data exists in proof-of-concept projects, it is often not integrated in a form that can be used for management decision-making. The author emphasizes that AI and data will not take over HR's work, but will provide a foundation that complements and expands HR's strategic role.
Based on challenges identified in the field, the book presents a concrete vision of how HR departments can evolve into a core management function. It is described as a prompt to reconsider how a company's talent data is being used in management, as the importance of human capital management continues to grow.
Through references to the author's profile, book information and related interviews and articles, the book organizes insights into the current state and future direction of HR platforms and data use.