Over the last five years, I have published two previous articles; HR Japan 2017: Strategies for Growth & Development in 2017 and Challenges and Direction of HR in Japan in 2015. Both were based on findings from surveying hundreds of Japan-based HR professionals. For 2020, I duplicated the survey questions from 2017 along with surveying many of the same HR professionals and increased the sample population by 50%. I did this to see how things have changed over the years. The data was surprising and it appears that the impact of digital transformation is resonating across the strategy and organizational structures of HR in Japan. Another potential finding is that HR teams in Japan have grown and matured over the last five years and are reaching a period of stabilization in a potentially unstable environment with many external threats. For now these are assumptions and will require more research, but some good observations and questions have surfaced from the data.

これまで2017年には「HR Japan 2017: Strategies for Growth & Development (日本の人事2017: 成長と改善のための戦略)」、2015年には「Challenges and Direction of HR in Japan (日本の人事が抱える課題と方向性)」と題し、過去5年間で2本のレポートを投稿しました。両レポートとも、日本を拠点とする人事担当者数百名に対して行った調査結果に基づいて執筆したものです。2017年に調査対象とした人事担当者の多くを今回の2020年の調査でも対象とし、サンプル数は50%増として2017年の調査時と同じ質問を尋ねました。こうした手法をとったのは、この数年でどのように変化したのかを見るためです。この調査データより驚くべき結果が明らかになり、デジタル・トランスフォーメーションの影響が、日本の人事部門の戦略とその組織体制全般に及んでいるらしいことが分かりました。また日本の人事部門はおそらく過去5年間で成長・成熟を遂げ、現在は外的脅威が数多くあり、潜在的に不安定な環境で安定化を図る時期に入っているらしいことが分かりました。現在のところ、こうした事柄は推測に過ぎず、さらなる調査が必要ではありますが、今回の調査データよりいくつかの注目すべき点や疑問点が明らかになりました。

Before diving into the details, I would like to say; "THANK YOU" to the HR professionals in my network for taking the time to make this possible and for driving the initiative to analyse and improve the HR function in Japan. This is for all of you and I hope you can gain value from it.

詳細に入る前に、本調査にご協力頂き、日本における人事部の役割について分析・改善すべくお時間を割き、率先してご協力下さった、日頃よりお付き合い頂いている人事担当の皆様に厚く御礼申し上げます。誠にありがとうございました。当調査報告は皆さまに向けたものであり、お役立て頂けましたら幸いです。

Survey of HR professionals in Japan to find the greatest challenges they are facing in 2015.

I wrote my 1st LinkedIn post and created these visuals to coincide the points that I make around Social Selling and it being just as much offline as online.

This presentation was created from a discussion in a LinkedIn Group called HR Japan Roundtable between Charles Pribyl and James Santagata, which took place during September 2013.

Here is the link to the discussion: http://goo.gl/WTqWdX

The biggest difficulty that I find when training new recruiters how to source candidates is simply shifting their perceptions in a way that gets them started, hungry to jump in, and able to learn their own methods.

My hope is that the new hires that I train will be teaching me new methods within their first 6 months since online recruitment evolves at a pace that is impossible to keep up with.

Anyone can come into online recruitment at virtually any time and achieve the same level of expertise as the strongest specialist within a short period of time.

A practical analogy that connects attracting talented job seekers with the many styles, types, and methods of fishing. Also a few slides devoted to basics of sourcing online.