"HR Philosophy" HR Philosophy What hasn't been talked about yet in Japan - The most important thing from 2024. Part 2: What is HR philosophy?

It is no exaggeration to say that the term "human resources philosophy" is still rarely talked about in Japan.

From 2019 onward, I believe that there are three things that will be necessary for human resources in the future: 1) "HR philosophy" 2) "HR strategy" 3) "HR numbers", and I will think in the order of 1) to 3). I am saying that it should be done.

1.What is HR philosophy?

“Human resources philosophy” is a term that usually refers to a philosophical approach related to the development and management of human capital and human resources strategies in organizations and companies. It explores the essence of principles, values, and organizational culture related to employee management and organizational success.

The Human Resources Philosophy also provides a direction for organizations to grow together with their employees and pursue sustainable success.

Specifically, it is necessary to clearly define what kind of human resources (human capital) the organization will acquire and how to have them play an active role.

2. Principles for human resources philosophy

Human resources philosophy consists of an organization's culture and values, so it needs to be carefully considered, elaborated, systematized, and clearly written for each organization.

When thinking about your personnel philosophy, we recommend that you base your efforts on the following principles.

---

1. Thorough human-centric approach:

Employees are an organization's most important capital, and we value their growth and happiness.

2. Emphasis on diversity, equity, and inclusion (DE&I):

Respect diversity, be inclusive of employees with different backgrounds and perspectives, and ensure fairness.

3. Promoting communication and transparency:

Emphasize open and transparent communication in the workplace and encourage information sharing.

4.Ensuring work-life balance:

Provide support for employees to lead fulfilling lives both at work and in their private lives.

5.Providing growth and learning opportunities:

Provide ongoing training and learning opportunities to help employees develop their skills and careers.

These principles are general, and specific HR philosophies may vary between companies and organizations. An HR philosophy is aligned with an organization's culture and values and plays a role in supporting long-term success.

3. Personnel philosophy: order becomes more important

1) “HR philosophy” → 2) “HR strategy” → 3) “HR numbers”

This order will become even more important in the future.

Introduction of job type - This is a selection of job evaluation methods, but in Japan it is treated as if it were a human resources strategy. The selection of a method should first be made when the "HR strategy" is determined and a strategic plan is formulated.

Isn't "HR strategy" all about changing methods and policies?

In order to embody our "Human Resources Philosophy," we have established a human resources strategy, and in order to promote that strategy, we have theorized that the job-based method of job evaluation is the most effective.Therefore, we have introduced the job-based method. It is dangerous to introduce a job type without doing so.

Disclosure of human capital information has become mandatory, so creating and disclosing the required numbers...doesn't make sense as ``human resources numbers.'' "HR strategy" is not just a matter of creating numbers for publication, but rather a "HR strategy" that management executes to embody a "HR philosophy."

If there is an HR dashboard that allows management and HR to understand on a daily basis whether the HR strategy is functioning effectively, and if there is no selection of information to be disclosed to shareholders from there, the disclosure of human capital information is essential. Wouldn't this result in inefficiency, such as an increase in the administrative workload of human resources?

We are now in an era where there is a shift from a classical and reactive HR system that considers methods and provides what is needed, to an era in which there is a greater need for an HR system that considers from an ``HR philosophy'' and combines a human-centric approach and data-driven processes. We are already living in a world where the way human resources are handled determines the future of an organization.

In the third part, we will talk about ``Human Resources Philosophy'' in the United States.

Related articles

“Human Resources Philosophy” Part 1: Data should not become the driver. https://hr-ai.org/new-column/hr-philosophy-1/

Human resources are essential! : "Performance" "Profit rate" https://hr-ai.org/new-column/0218/

After all, management is all about people.'' ``Managers need to learn about human resources.'' https://hr-ai.org/new-column/230112/

"Human Capital Information Disclosure" and "ISO30414" Acquisition - Where to Start? https://hr-ai.org/new-column/221025/