The target of our services can be classified
into Company and Person.
Areas of services can be divided
into 4 parts:
Assessment & Evaluation Divisions,
Promotion
Divisions, Performance Divisions,
and Creative
Divisions/
The matrix below shows MVAJ's
service menu.
|
 |
| Service matrix of MVAJ |
|
|
Service Area |
| Market Value |
Assessment
EEvaluation |
Promotion |
Performance |
Creative |
Target
of
Services
|
For
Com
-pany |
human resource
assessment
organization
analysis
human
resource analysis |
theme
training
human skill
lectures
core skill
lectures
strategic
sales
lectures |
cooperate image
&
communication
brand loyalty
management
|
enterprise
development
product
development
service
development
|
For
Per
-son |
market value
assessment
pay level
assessment
personality
analysis |
career
counseling
services
personal
vision
planning
personal
strategy
planning |
personal
marketing
personal
identity
performance
technique |
information
service for job
opportunities
Outplacement
services |
|
| An example of workflow based on "Market
Value Assessment", one of the MVAJ's
original evaluation methods, is as follows:
|
|
|
"Voices" of managers and those
in the personnel section |
 |
 |
|
|
|"I want to encourage employees' to
change their minds."
|"I want an efficient standard
for
human resource development and
object management."
|"I want to see if our
pay level is
reasonable."
|"I want to change the
wage system."
|"I want to train employees
to have
good employability."
etc.
|
«
|
"Market Value Assessment" as the
optimal solution |
 |
|
|
|
¨After collecting and analyzing self-report
questionnaire,
|A report meeting for top management
is
arranged to provide the results.
|A feedback lecture for the
individuals
is given.
«
|Provides a recognition of "strong
points" and "weaknesses"
in
organization and in an individual's
core-skills
and a professional re-discovery
of themselves.
|Through comparing the result
with the average
data outside company, each employee
can realize
their position in reference to
being an individual
in the overall marketplace, or
as a individual
in the organization.
|Able to confirm the market
value of each
individual employee, and to judge
the reasonability
of a pay level of the company.
|
«
|
Development and operation of human management
system |
 |
|
|
|
|The modeling of human resource in terms
of necessity and an elaboration of a better
human resource strategy
|A redesign of the human resource
development
plan with ROI taken into account
|The implementation of the management
system
as one of the criterion for the
use of human
resource evaluation method
|Discovery of leaders of the
next generation
and their elite education
etc.
|
«@
| Realization of the competitive organization |
|
|
