"New graduate recruitment only, no PC distribution" How to create a "interacted workplace" practiced by Tamanoi vinegar Satsuki Satsuki ｜ HR Doctor -related article

A modern society where the work style reform is progressing, and the digitization of operations in each company is progressing.

While practicing workplaces that seem to go back in such an era, they also realize their work styles that are selected as "five offices that make you want to come to work" are realized.It is Tamanoi vinegar Co., Ltd., the manufacturer.

It is said that there is only one of the departments shared in the department in the department.

In addition, many unique human resources measures such as "I have not been hiring mid -career for about 30 years", "recommend frequent in -house transfer", and "career system employee system that graduates in 5 years" has been introduced.

Mr. Harada interviewed Mr. Harada about the recruitment, human resources placement, and how to create internal culture, which were introduced in books as examples of "workplace that interacted".

[Person introduction] Yuriko Harada | President of Tamanoi vinegar Co., Ltd. Dream Quest Team Leader

In 2016, after joining Tamanoi vinegar Co., Ltd., he was assigned to the headquarters president's office.She has a wide range of businesses from young employees, such as personnel, recruitment, and public relations.2019 He moved to the President's Office Dream Quest.He is in charge of recruitment, public relations, new product development, and secretary secretary at Tokyo headquarters.He has also been a team leader since the same year.He is in charge of new employee training in the company and leadership lectures at universities, and will also work on human resource development.He is also qualified as a medicinal instructor and is also in charge of the lecturer for a medicinal event for local consumers.

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"We only recruit new graduates." How is the corporate culture of Tamanoi vinegar made?

ー本日はよろしくお願いします。まずは、タマノイ酢さんについてご紹介いただけますでしょうか。

Harada: Tamanoi vinegar is a company that manufactures and sells powdered vinegar, sweets and drinks, including brewed vinegar.

Many of the readers who hear Tamanoi vinegar think of a long -selling product "Honey Black Vinegar Diet" and the powdered sushi vinegar "Sushiko", a powdery representative product.

The head office is in Sakai City, Osaka Prefecture, and the factory is in Nara Prefecture.Currently, about 250 employees are enrolled, and they are developing products nationwide.

ー約250名の社員が在籍しているとのことですが、全ての社員が新卒入社で、中途採用を実施していないとお聞きしています。新卒採用しか実施していない背景についてお伺いできますか。

Mr. Harada: In the first place, we have only recruited new graduates in the first place, but rather, in the past, recruitment of new graduates and lifetime employment was the mainstream of Japanese companies, and as a result, we have been frustratingly frank.I heard that you can pay attention to the company (laughs).

In addition, we have a consistent theme of "the growth and independence of each employee", and we believe that the growth of employees is the growth of the company, so the consciousness of raising new graduates rather than mid -career is strong.

For this reason, we value the development policy that increases comprehensiveity rather than expertise, such as experiencing multiple departments in a short period of time after joining a new graduate.

By doing so, I would like you to acquire a broad perspective and gain the skills and experience of getting a management job as soon as possible.

As an example, I am currently in my sixth year in the company, but since I joined the company, I have been working widely over hiring, public relations, and human resources, and since the fourth year of joining the company, I have been a team leader.

So, instead of "I don't want to hire mid -career", the expression "I was hired as a new graduate as a result" is good.

From such a management policy, it is often said that it is an unusual company, and other companies are "only recruiting new graduates", "young people are working at the forefront", and "personnel changes."Often you are surprised at being frequent.

The number of employees is 250, but because the number of employees is handled and the number of employees is small, everyone becomes a "anything shop" and grows into human resources who can think and act while having a whole feeling.I am aiming for that.

In addition, the "relationship between employees" is particularly important, and since the new graduates will continue to work together with the same face, it is like a club activity, and it is possible to create a relatively active organizational culture.I think it is done.

ー中途採用を実施せず、新卒採用しかやらないことのメリットは、どこにあるのでしょうか。

Harada: I've only recruited new graduates for 30 years, but all employees join the new graduate and start all at once from the same timing, so there is a strong horizontal connection such as "synchronization is this person".There is to be there.

It seems that he had been hiring mid -career in the past, but I heard that mid -career people were not familiar with the culture of the company, and naturally became a new graduate recruitment.

One of the benefits may be that the relationship between each other is easy to build as a friend who has passed the same newcomer training.

In addition, we believe that the origin of the culture of Tamanoi vinegar is adopted, and we are very focused on recruitment activities.

The recruitment unit is dared to be placed in the president's office, and there are not many companies that have been working on this company size, such as more than 10 recruiters in Osaka and Tokyo. it might be.

Representatives are always standing up to company briefings and forum for new graduates, and of course the final interview is also held.We believe that the culture that can focus on recruitment activities throughout the company is rooted.

"If there is a vacant, you can change the way."

ー退職者が出るなどで、どうしても中途採用や外部リソースが必要になる場面はないのでしょうか？

Mr. Harada: There is no idea of "let's take a midway" in the first place.If there is a vacancy, it will naturally switch to the idea of "what to do with the remaining number of people?"

The work of all departments is assumed to be covered by our own employees, and the concept has been established as a culture.

For example, there is not much idea that you can replenish it because you have a vacancy in your family or club activities.In the department, we think close to that feeling.I think it is a company that runs quite a family management.

If the stance and thoughts of "we will match our work" are input, the idea of "we cannot reduce the number of people" or "let's adopt the power by mid -career recruitment" will not be born.I think you will be able to take it as you can? "

This is the same when new projects and projects stand up, and the boss does not rely on external power, but grows up sour and sour, thinking about how to achieve it by changing the way.I am.

Therefore, instead of following the customs of various jobs, we always think about "Is there any waste in the current work" and "how can we proceed with less man -hours?"We will change flexibly.

ー目標設定やKPIなどは、どのように設計されているのでしょうか。

Harada: A company that is very particular about the goal.That's why the process is also particular.I don't think it's good if you only need to be the result, and that you only need to increase your sales.

The final goal set as a goal is not hanging, and the approach to the result is constantly reviewed and the policy is to change flexibly.

For example, in sales, the goal of sales targets and profit goals will not be hung, but will be brushed up and execute the plan with backcasting thinking to achieve it.

Rather, if you proceed with the first plan you set up, you'll be rushed in, "Are you reviewing it properly?" (Laughs).

The climate that does not matter if you do not hit the goal, may be a bit venture.

The representative often says that the leader is responsible for achieving the goal.

Although the quota for achieving the goal is not particularly set, it is clearly said that the boss is responsible for the results, and instead the idea that the process is responsible for subordinates.

Therefore, the members of the leader position are strictly growing up, saying, "Please be bright," and "Leader should be responsible for the results."

In addition, since the number of employees is small, it is basically an environment where leaders are open to everyone in the field.

Even if the goal is high, no one is left behind, and the surroundings are looking at it to work hard together, so the young members have a positive time to "catch up with their seniors as soon as possible", so there is no time to think about extra things.That's it.

So, it is an environment that is naturally inspired by nature.

Aiming to introduce the "Career -based employee" system that graduates in 5 years

ータマノイ酢では「キャリア制社員」という制度もあると聞いたのですが、どのような制度なのでしょうか。

Mr. Harada: Our employees are classified into three types of occupations: "general occupation," "general," and "career -based employees."Among them, career -based employees will have a fixed -term employment contract for working with tamanoi vinegar for five years.

Most of the applicants have some dreams and goals, and they will join the company with the hope of pursuing their dreams and gaining their professional experience.

Specifically, we want to learn at our company for 5 years before starting a business, want to spend the time to take over the family business here, or become an artist who wants to be a manga artist, musician, dancer, and calligrapher.You came.

The birth of this system dates back about 17 to 18 years ago.

At that time, it was an era when part -time workers and neats increased rapidly in the world.While working styles were diverse and free, there was a discussion that "if you spend your young age in a freeter, you may be in danger of employment and income when you are in your 30s and 40s."

In addition, as a worker's thinking, it is no longer an era of "I want to work for a long time in one company" -The two of them matched the two, and the representative of the Company thought, "I worked for a limited time in Tamanoi vinegar and worked in a member of society.I think it would be nice to have the foundation. "

In other words, it is a system that started as one social contribution.

ー会社にとって、キャリア制社員の存在はどのような影響を与えているのでしょうか。

Mr. Harada: I feel that career -based employees have become a good stimulus and have led to the revitalization of organizational.

If you recruit new graduates alone, you tend to reduce fresh air inside the company, so even though it is only for 5 years, you can incorporate various external cultures and opinions into corporate management through career -based employees.It's a good point to be there.

Also, it was a great harvest that I could meet human resources in genres that I could not approach with normal recruitment.For example, a manga artist or a calligrapher is less likely to work for a food manufacturer like us.

Many career -based employees have their own personal connections with Tamanoi vinegar business partners and use their careers after graduation.

Although the entrance of the recruitment is different, the personnel arrangement and work content after joining the company are not distinguished from new graduates, so they do not draw lines because they are career -based employees or do not give opportunities.I want you to make good use of it.

"After joining the company, not a note, not a notebook" Creative power created by non -digital organizations and relationships between employees

ータマノイ酢では採用以外にも独特な社内制度が多数あると聞きました。オフィスの特徴や代表的な制度を教えてください。

Mr. Harada: We have not set up a partition between departments to make a lot of chats to create "ideas".In addition, there are no personal computers on the personal desk, and several PCs are installed in the shared space.Individuals are distributed with notebooks and loose leaf instead of personal computers.

PCs tend to be working just by opening the screen, and if you only email or chat, you will reduce your face -to -face communication.

By making a choice not to use a lot of personal computers, we try to create an office that makes it easier for employees to write and discuss them in a real way.

The priority of internal communication is that if you are on the same floor, you will first meet, if other floors, faxes, e -mails are the last resort.

For communication with the outsiders, use one shared email address, and the person in charge of the email check every day says, "I am emailing you."You give it out and hand it over.

Due to many personnel changes, we try to reduce our personal work, but these email exchanges have also led to the understanding of the contents of the department as a whole.

Certainly, there is not much speed, but we dare to increase the amount of real communication in the company.

ー社内データの蓄積や、社内での資料作りなどは、どのようにおこなっているのでしょうか。

Mr. Harada: Basically, the report is handwritten, and I will paste the necessary things such as business cards and file them.Since there are many in -house changes, we all leave all the information about when and who we interact with on paper.

The projects that are being conducted in -house and the president's presentation are often handwritten.

If you have a personal computer in front of you, you can continue to make as many materials as you like, but what we care about is that we do not make useless materials.

If the situation is only 10 minutes to touch a personal computer, it will end and end only the minimum necessary.I am aiming for this waste.

Of course, since the number of teleworking opportunities has increased, we pay firmly including company mobile phones and personal computers when needed, but we have a policy to eliminate waste by reducing the minimum used and strengthen creative imagination. We are.

ー徹底的に独自のコミュニケーション手法や業務の進め方にこだわるのはなぜですか？

Mr. Harada: Since we are a mid -sized company from the position of the industry, we value "accidental encounters" and "inspiration" to dig up demand that large companies cannot do.

Large companies have a mission that produces a wide range of products for the public, but we emphasize the spread of sharp products that are characterized by niche fields thinly and widely.

For example, I think that the recent Yakuzen series is a niche market that is not profitable for major companies.However, we believe that such a market makes it meaningful to enter.

And in order to step into such a niche field, I think that the most important thing is to inspire, coincidence, and creative ideas from everyday communication, chatting.The solution of the task can be automated, but the ability to connect and create various factors is only human.

These creations are born only in communication, and are born only by a small group of tissues that are only involved in the knees, so it looks uselessly useless, using paper and pen.It has been incorporating a long way to move your head.

"Both digital and analog are eventually only means." To keep the culture of Tamanoi vinegar

ータマノイ酢で今後チャレンジしたいことはありますか。

Harada: I'm still immature and I'm honest with my daily work.

Therefore, there is no particular goal or a clear drawer, but because of the role of a team leader, the members in front of you are always "what you can do."While thinking, I would like to work one by one.

Rather than wanting to achieve a big job, I want to work together to work together.

Looking at our organization, you may find it inefficient.However, both digital and analogs have advantages and disadvantages, and it is only a means.

While thinking about what kind of company we want to create, and how to take care of the underlying human relationship, select digital and analog as a way to realize it.I'm just doing it.

We are not a company that pursues sales and profits, but a company that wants to take care of the employees working there and the local community most.And because this idea is at the core, even if it costs money, we are running current human resources measures.

At first glance, it may be a seemingly inefficient training method, but by raising each employee to all -rounder, it is possible to proceed while changing the process even in small resources.

I hope that each person will be able to respond to changes and expand their possibilities with their own hands.

Finally, as a referral, we have introduced our unique initiatives in this book.

Since it is a research target in a book that has been excavated about the way company culture is, it may be used as a university teaching material.

If you are interested in the organizational culture unique to Tamanoi vinegar, we would appreciate it if you could pick it up.