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Executives can only turn their vision into reality through HR.

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  Read the original article (in Japanese): 生ぬるい消化試合かよ…「意味ない人材研修」を大量生産する人事部に“決定的に欠けているもの” この時期に多い「人材研修」を無意味にする、責任を取らない人事部の正体について解説します。営業部長に逆らえない人事課長がいる diamond.jp Introduction | The True Nature of HR That Produces “Meaningless, Check-the-Box” Training At one manufacturer, a newly appointed HR manager declared, “Make training tougher and eliminate complacency.” He brought in an external instructor for strict sessions. But when participants pushed back and the head of sales escalated complaints, the HR manager simply apologized and backed down. As a result, the training became a hollow, check-the-box exercise within the company. This is not an isolated case. HR is often seen as a weak function—one that lacks influence and does not generate revenue. The root cause lies in passive, ineffective HR—and in management itself, which produces such weakness. The complacent belief that “HR is the brain of management” is quietly eroding many Japanese companies. Let’s be clear: HR is management i...
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Excessive gender-based measures distort meritocracy and undermine both fairness and productivity.

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  Read the original article (in Japanese): 俺たち遅れすぎじゃない？ 日本のITエンジニア女性比率19.5％、IT教育に至っては世界最下位水準のヤバさ (1/2) 日本のIT分野、実はかなり偏っている？ 女性エンジニア比率や教育段階のデータから見えた“構造的な課題”が明らかになりました ascii.jp Introduction | The Fallacy of “Japan Is in Trouble” Repeated by the Media The share of female IT engineers in Japan is 19.5%. The media portrays this as a “structural issue,” a “Japan-specific lag,” and a “loss of half the potential workforce,” often using sensational language to amplify a sense of crisis. However, there is no real problem. Japanese girls rank among the world’s best in mathematics and science. Educational opportunities are fully secured, and there are no laws or customs that block promotion. Yet the primary reason for the lower share lies in women’s voluntary career choices. Let’s be clear: meritocracy does not need gender. Chapter 1 | Opportunities Are Not Taken Away—This Is a Matter of Choice Across OECD countries, the proportion of female ICT professionals ranges from about 9% to 24%...
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To capable young professionals, JTC-style (Japanese traditional corporate) practices look like trash.

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  Read the original article (in Japanese): 「ホチキスの角度で注意される」「資料を抱えて数百メートル全力疾走」…　違和感だらけの「JTC謎文化」の弊害 | AERA Books かつて就活生から嫌われた「ブラック企業」。ここ数年、「JTC（伝統的日本企業）」に不満の先が移っている。そこで繰り広げられ dot.asahi.com Introduction | The Crisis Signaled by the Term “JTC” While the term “black company” peaked in the mid-2010s and has since declined, “JTC” has seen a sharp rise in search volume in recent years. This trend, as shown by Google Trends, indicates a shift in worker frustration—from overtly illegal labor practices to outdated, rigid corporate culture. JTC—Japanese Traditional Company. Being reprimanded over the angle of a stapled document, lining up to greet the CEO, holding elevator doors open indefinitely, stamping documents at a specific angle… These “bizarre practices” are endless. They may sound like jokes, but in reality, they are serious organizational pathologies. These hollow rituals appear costless, yet in fact generate the greatest cost. At their root lies either the will—or indifference—of ...
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Depending on how AI interviews are used, companies themselves will also be evaluated by job seekers.

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  Read the original article (in Japanese): AIに落とされる…総合商社ら大手が続々導入「AI面接」、“お見送り”になる人の特徴 就活でAIを使うのは学生だけではない。いま企業が面接にAIを導入する動きが急速に広がっている。履歴書の解析から1次面接まで www.sbbit.jp AI Job Interviews Are Unstoppable The term “AI interviews” has been appearing with increasing frequency since 2026. Major trading houses have announced full-scale adoption for 2027 graduates, while large corporations such as Kirin Holdings, Lawson, and MUFG Bank have already begun real-world implementation. For students, this trend brings growing anxiety— “Will I be rejected by AI?” For HR professionals, it offers clear advantages— reduced workload and improved fairness. In other words, the very premise of hiring is beginning to shift. However, what truly matters is how AI is used . If it is merely deployed as an efficient filtering tool, the outcome will not differ much from the era of application forms. To unlock its real potential, AI must be positioned as a tool for collecting large volumes of evaluation data—and used a...
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Failing to leverage middle-aged talent—an existing stock asset—is simply unacceptable from a business standpoint.

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  Read the original article (in Japanese): 大量発生中の「働かないおじさん」が有する「高い能力」　優秀な中高年を活かせない日本企業の損失 | AERA Books 出世を考えなくなった瞬間からやる気がなくなった――そんな中高年層を活かせない現代の企業は、大きな損をしているかもしれない。 dot.asahi.com Introduction | It’s No Joke When “Profit Professionals” Waste Their Own Assets Japanese companies claim to be profit-driven professionals, yet they ignore the fundamentals of stock-based value and continue to waste their most valuable asset— human capital . Middle-aged workers, rich in experience, tacit knowledge, and networks, are left to decay as so-called “unproductive older employees.” Large corporations have masked this problem by continuously absorbing fresh graduate “flow” talent. But the fact that even small and micro-sized firms blindly chase “new graduates, new graduates” in the same way is nothing short of absurd. From both a management and HR strategy perspective, this is indefensible. As labor shortages become structurally severe, this model continues to erode Japan’s overall productivit...
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If you take seriously the 10% who want to be corporate drones, you’ll end up losing the rest of your employees.

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  Read the original article (in Japanese): 「定時だから帰りな」「じゃあ会社辞めます」「えっ!?」…30歳期待のエースが、転職わずか半年で退職。優しすぎる職場で中途採用者が絶望する「ホワイトハラスメント」の正体｜資産形成ゴールドオンライン Introduction: A Problem Born in the Margins A high-performing mid-career hire quit after just six months. His reason? "I never once felt like I was working at full capacity." His manager's well-intentioned protectiveness had quietly suffocated his drive to grow. This story has become the go-to example for a phenomenon now circulating in management circles: over-accommodation harassment — the idea that overly "employee-friendly" workplaces are killing ambition. But before accepting this framing, it's worth asking who benefits from it. Business lobby groups in Japan and elsewhere have been pushing governments to loosen working-hour regulations for years. The narrative that "kind workplaces hurt motivated workers" is extraordinarily convenient for employers who want people to work longer. Media outlets amplify i...
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