With a combination of a small number of people + software + servers and robots.
We are promoting a new era of company management.
I hope to share some of the process in this section.
Many people think of criminal psychology when they think of profiling, but in general terms, it can be described as "a method of determining the characteristics of people who behave based on the results of exhaustive analysis.
What is profiling a business?
Business is the process of selling services and goods to someone in the future that is yet unseen.
What if "someone in the yet unseen future" could be 100% predictable at this stage?
It makes it very easy to do business.
But of course, we cannot predict 100%.
However, if there are two people, one who can see only 10% of the future and one who can see only 30% of the future, which one has the advantage?
So how does the difference between 10% and 30% come about?
And is it possible to make that kind of difference in business? I ask the question.
Perhaps what makes the difference is a matter of awareness of whether or not people are thinking in a way that allows them to see what ordinary people cannot see, and I believe it is possible to practice this through teamwork in business.
As the number of internal members has increased over the past year, I have been thinking about teamwork and education.
It is also becoming an important issue for companies that provide e-learning systems.
One important question is: When do people most want to learn for themselves? One important question is when do people most want to learn for themselves?
Even if the training curriculum is rich and advanced, it is meaningless if the learners are not prepared for it.
The image of training = boring class tends to prevail, and it is possible that you are just taking a course without that "preparation".
First of all, it is easy to create a sense of motivation and challenge to learn by yourself when you are placed in a new environment that you have never been in before.
For example, if you have been in charge of accounting for many years and have recently taken on the responsibility of human resources, you will still have to catch up somehow.
The same is true when you enter your thirties and go from being a player to a manager.
So, before education, we need to design changes in the environment that will make people want to learn spontaneously.
If education is to take root in the company over the medium to long term, I believe it is important to create repositioning = formal and informal changes in the environment.