End aimless actions. People and organizations' accompaniment-style support "HR Method."

Actions without a vision are an infinite game of whack-a-mole.We provide support that transforms the challenges of individuals and organizations into a “structure” that leads to results.

Transforming “people and organization” challenges into a "structure" that leads to results.

The "people" problems that managers face daily might not be mere "shortages," but could be like a tangled ball of yarn.

I don't know where to start. When I try to take action, it ends up being a point-by-point response, and I'm left feeling uncertain about whether it was the right approach. First of all, I don't even know who to consult. Business owners are solitary creatures, but we will unravel the "people and organizational issues" that contribute to that solitude, together, while looking in the same direction.

We do not provide tools or know-how. First, we listen to each company individually, identify the true nature of their concerns, and visualize the true nature of their challenges. Then, we work together to devise and implement the optimal concrete measures to bridge the gap between the ideal state and the reality. This is what HR Method support entails.

The "HR Method" provided by Lionheart is not about consultants. Our unique service applies our greatest strength, the original framework "LH Method," not only to creativity and branding, but also to improving the value of "people and organizations."

Every company has its own unique challenges and issues, which also vary depending on the company's growth stage. We will delve into your challenges, visualize your ideal future state (vision), and formulate strategies to bridge the gap. By applying the approach we've cultivated as a branding agency to the human resources domain, we will help you align, strategize, decide, and implement changes for your people and organization.

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1. "Living Strategy" Born from 10 Years of Practice and Failure

Our HR method wasn't a fully-formed strategy from the start.

For any company, the first step in building an organization is "hiring." We also started from that point, and through that process, we've experienced numerous failures in every aspect from when people join the company to when they leave, and we've learned from them.

We hope that the lessons and ingenuity we've gained from our own experiences of struggling with people and organizations, finding solutions to challenges, institutionalizing them, and connecting management and operations, can be of help to the presidents of small and medium-sized businesses who share similar concerns.

Our strength and uniqueness come from ten years of hands-on, gritty field experience. We offer a practical approach, not just theoretical concepts.

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2. You can start from a "point of concern" like this.

While "organizational challenges" might sound daunting, even a vague sense of unease in your daily work can be a starting point. We support companies, primarily those with fewer than 100 employees, in resolving issues such as the following:

• Recruitment and Retention

I'm not getting any job offers.

I hired a good person, but for some reason, things are falling apart.

I don't understand the interview questions.

Even if you hire them, the interview will be the peak.

• Development and Organization 

Managers aren't developing.

The atmosphere in the organization is not aligned.

I want to graduate from top-down management.

• System/Strategy 

I want to improve the evaluation system.

The president takes on everything.

I don't have anyone to talk to about the problems of people or organizations.

We created a system, but we can't implement it.

The one-on-one meeting is just for show.

• Tools and Utilization 

The aptitude tests and tools are fragmented, and I don't know how to link them or how to use them.

To begin with, I don't even know what would be suitable for our company.

The "point problems" that seem scattered are also rooted in the same thing. By connecting the dots, it's possible to approach organizational challenges as a whole.

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3. 5 Steps to Turn Worries into "Structure"

To transform vague feelings of unease or concerns into concrete "mechanisms," we will support you through the following five processes.

1. Ask Through hearing, we articulate the current state and ideal state from challenges and discomfort.
2. Structure We will organize the structure of the issues from four directions: People, Organization, Management, and Operations.
3. Standardize We connect management plans and visions to on-site realities to create a framework for decision-making.
4. To implement: We will implement recruitment, training, evaluation, and other necessary functions for your company in the order of priority.
5. Circulate We will support you through repeated fine-tuning until it is established.

We design by laying the foundation with our philosophy and culture (Why), developing plans (What), breaking them down into HR strategies (How), and ultimately cycling them into the on-site human resource cycle (recruitment, development, evaluation, and departure).

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4. Staff Introduction

Ritsuko Senoo (Executive Officer / CHRO, Lionheart Inc.)

I am a hands-on CHRO who started my career in design, then crossed over into HR, and finally into management. My unique strength lies in systematizing the process of building an in-house HR function from scratch, allowing me to provide support from both creative and organizational development perspectives.

Don't keep your worries to yourself if you don't have anyone to talk to. First, consult with us as a sounding board. We will partner with you responsibly until the implementation of your small company's changes.