Soon after LiB proposed the new personnel management system, more employees expressed a desire to take on challenges such as creating new projects and working abroad. Employees are more motivated because they know that the new system will recognize their performance and reward them appropriately.

Furthermore, the meeting and decision-making process have become more effective. Everyone now has a clear understanding of the goals, methods, and policies because they have created and acknowledged the 10-year business plan.

Implementation

The key to success is consistency among the four elements: environment, strategy, organization, and personnel. It was developed using three methods: top-down, bottom-up, and the evaluation of peripheral systems.

LiB used a top-down approach to help specify the company’s goals and desired image for the future. Then, LiB supported the development of a 10-year business plan that aligns with the goal. Furthermore, a bottom-up approach was used to identify current issues. We conducted surveys and interviews with employees, and as a neutral third party, we identified all existing gaps and objectively assessed the significance of each one. Combining these results, we proposed a new personnel management system.

Finally, we used the last approach to ensure that the new system was consistent with human resource management practices such as recruitment and employee development by analyzing data from each sector and interviewing employees to evaluate the results.