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Date
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2019-03-07
54.92.11.4
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2026-01-25
160.251.71.121
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HTTP/1.1 301 Moved PermanentlyServer: nginxDate: Sun, 25 Jan 2026 10:53:20 GMTContent-Type: text/htmlContent-Length: 162Connection: keep-aliveLocation: https://www.hr-assest.co.jp/ html>head>title>301 Moved Permanently/title>/head>body>center>h1>301 Moved Permanently/h1>/center>hr>center>nginx/center>/body>/html>
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sizes^auto, i) { contain-intrinsic-size: 3000px 1500px }/style> link relalternate typeapplication/rss+xml titleHRアセスト｜クレド策定支援 » フィード hrefhttps://www.hr-assest.co.jp/feed/ />link relalternate typeapplication/rss+xml titleHRアセスト｜クレド策定支援 » コメントフィード hrefhttps://www.hr-assest.co.jp/comments/feed/ />!-- SEO SIMPLE PACK 3.6.2 -->meta namedescription content株式会社HRアセストはクレドの作成・策定を支援し、他社がまねのできないミッション（目的）ビジョン（あるべき姿）、バリュー（価値観）をつくります。>meta namekeywords contentHRアセスト,クレド,策定,作成,ミッション,ビジョン,バリュー>link relcanonical hrefhttps://www.hr-assest.co.jp/>meta propertyog:locale contentja_JP>meta propertyog:type contentwebsite>meta propertyog:title contentHRアセスト｜クレド策定支援>meta propertyog:description content株式会社HRアセストはクレドの作成・策定を支援し、他社がまねのできないミッション（目的）ビジョン（あるべき姿）、バリュー（価値観）をつくります。>meta propertyog:url contenthttps://www.hr-assest.co.jp/>meta propertyog:site_name contentHRアセスト｜クレド策定支援>meta nametwitter:card contentsummary>!-- Google Analytics (gtag.js) -->script async 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id265 classmenu-item menu-item-type-post_type menu-item-object-page menu-item-265>a hrefhttps://www.hr-assest.co.jp/service/offline/ classc-gnav__a>span class__mainText>クレド策定支援/span>/a>/li>/ul>/li>li id158 classmenu-item menu-item-type-post_type menu-item-object-page menu-item-158 c-gnav__li>a hrefhttps://www.hr-assest.co.jp/case/ classc-gnav__a>span class__mainText>事例/span>/a>/li>li id160 classmenu-item menu-item-type-post_type menu-item-object-page menu-item-160 c-gnav__li>a hrefhttps://www.hr-assest.co.jp/material/ classc-gnav__a>span class__mainText>お役立ち資料/span>/a>/li>li id159 classmenu-item menu-item-type-post_type menu-item-object-page menu-item-159 c-gnav__li>a hrefhttps://www.hr-assest.co.jp/company/ classc-gnav__a>span class__mainText>会社情報/span>/a>/li>li id161 classmenu-item menu-item-type-post_type menu-item-object-page menu-item-161 c-gnav__li>a hrefhttps://www.hr-assest.co.jp/contact/ classc-gnav__a>span class__mainText>問い合わせ/span>/a>/li>li id643 classmenu-item menu-item-type-custom menu-item-object-custom menu-item-has-children menu-item-643 c-gnav__li>a classc-gnav__a>span class__mainText>•••/span>/a>ul classsub-menu c-gnav__depth1>li id641 classmenu-item menu-item-type-taxonomy menu-item-object-category menu-item-641>a hrefhttps://www.hr-assest.co.jp/seminar/ classc-gnav__a>span class__mainText>セミナー情報/span>/a>/li>li id642 classmenu-item menu-item-type-taxonomy menu-item-object-category menu-item-642>a hrefhttps://www.hr-assest.co.jp/video/ classc-gnav__a>span class__mainText>クレド動画/span>/a>/li>li id189 classmenu-item menu-item-type-taxonomy menu-item-object-category menu-item-189>a hrefhttps://www.hr-assest.co.jp/column/ classc-gnav__a>span class__mainText>コラム/span>/a>/li>li id296 classmenu-item menu-item-type-taxonomy menu-item-object-category menu-item-296>a hrefhttps://www.hr-assest.co.jp/news/ classc-gnav__a>span class__mainText>お知らせ/span>/a>/li>/ul>/li> /ul>/nav> /div> div classl-header__searchBtn> button classc-iconBtn u-flex--c 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menu-item-type-custom menu-item-object-custom menu-item-has-children menu-item-643 c-drawerNav__li has-child--acc>a classc-drawerNav__a>span class__mainText>•••/span>button classc-submenuToggleBtn u-flex--c data-onclicktoggleSubmenu>svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-chevron-down c-submenuToggleBtn__svg width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path dM32,13l2.1,2.1L20.3,28.9c-0.2,0.2-0.5,0.2-0.7,0L5.9,15.1L8,13l12,11L32,13z/>/svg>/button>/a>ul classsub-menu>li id641 classmenu-item menu-item-type-taxonomy menu-item-object-category menu-item-641>a hrefhttps://www.hr-assest.co.jp/seminar/ classc-drawerNav__a>span class__mainText>セミナー情報/span>/a>/li>li id642 classmenu-item menu-item-type-taxonomy menu-item-object-category menu-item-642>a hrefhttps://www.hr-assest.co.jp/video/ classc-drawerNav__a>span class__mainText>クレド動画/span>/a>/li>li id189 classmenu-item menu-item-type-taxonomy menu-item-object-category menu-item-189>a hrefhttps://www.hr-assest.co.jp/column/ classc-drawerNav__a>span class__mainText>コラム/span>/a>/li>li id296 classmenu-item menu-item-type-taxonomy menu-item-object-category menu-item-296>a hrefhttps://www.hr-assest.co.jp/news/ classc-drawerNav__a>span class__mainText>お知らせ/span>/a>/li>/ul>/li> /ul> /div> button typebutton classp-drawer__close c-modalClose u-flex--aic data-onclicktoggleMenu> svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-close width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path dM33 35l-28-28c-0.1-0.1-0.1-0.2 0-0.3l1.7-1.7c0.1-0.1 0.2-0.1 0.3 0l28 28c0.1 0.1 0.1 0.2 0 0.3l-1.7 1.7c-0.1 0.1-0.2 0.1-0.3 0z>/path>path dM35 7l-28 28c-0.1 0.1-0.2 0.1-0.3 0l-1.7-1.7c-0.1-0.1-0.1-0.2 0-0.3l28-28c0.1-0.1 0.2-0.1 0.3 0l1.7 1.7c0.1 0.1 0.1 0.2 0 0.3z>/path>/svg>閉じる /button> /div> /div>/div> /div>/header> div idcontent classl-content> div classl-content__body l-container>main idmain_content classl-main l-article> div classl-main__body p-front> div classc-postContent p-front__content>div classarkb-section--2 alignfull ark-block-section has-bg-img arkp-scMV07 data-heightcustom>div classark-block-section__media arkb-absLayer>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/cover2.jpg width1920 height1280 classark-block-section__img arkb-obf-cover wp-image-44 lazyload alt decordingasync aria-hiddentrue data-aspectratio1920/1280>/div>div classark-block-section__color arkb-absLayer stylebackground-color:var(--ark-color--gray);opacity:0.70>/div>div classark-block-section__body data-contentcenter-left>div classark-block-section__bodyInner ark-keep-mt>div classark-block-heading has-text-align-left data-subbottom>h2 classark-block-heading__main>クレドbr>策定支援/h2>div classark-block-heading__sub>/div>/div>p classarkp-scMV07_txt>経営者の視点だけではなく幹部や社員の視点から徹底的に自社の「あり方」を掘り下げることで、他社がまねのできないミッション（目的）ビジョン（あるべき姿）バリュー（価値観）をつくります。/p>div classarkb-buttons--1 ark-block-buttons data-orientationhorizontal>div classark-block-button is-btn-fill data-hoverbright style--arkb-btn-radius:100px>a hrefhttps://www.hr-assest.co.jp/contact/ classark-block-button__link data-has-icon1>svg classark-block-button__icon -left height1em width1em xmlnshttp://www.w3.org/2000/svg aria-hiddentrue data-iconLsChevronRight viewBox0 0 48 48>path dm33 25.1-13.1 13c-.8.8-2 .8-2.8 0-.8-.8-.8-2 0-2.8L28.4 24 17.1 12.7c-.8-.8-.8-2 0-2.8.8-.8 2-.8 2.8 0l13.1 13c.6.6.6 1.6 0 2.2z>/path>/svg>span classark-block-button__text>お問い合わせする/span>/a>/div>/div>/div>/div>/div>div styleheight:50px aria-hiddentrue classwp-block-spacer>/div>div classarkb-section--5 alignfull ark-block-section arkp-scPageMV01 data-heightcontent data-innerfull>div classark-block-section__color arkb-absLayer stylebackground-color:#f7f7f7;opacity:1.00>/div>div classark-block-section__body data-contentcenter-left>div classark-block-section__bodyInner ark-keep-mt>div classarkb-container--4 ark-block-container has-inner has-inner data-flexvertical>div classark-block-container__inner>div classark-block-heading has-text-align-left data-subbottom>h2 classark-block-heading__main>クレドとは/h2>div classark-block-heading__sub>strong>About Credo/strong>/div>/div>p classarkp-scPageMV01__txt>ラテン語で 「信条」「志」「約束」などを意味します。企業の経営理念など、職場共通の価値観、考え方を言語化し、簡潔かつ具体的にまとめたものを指します。最近では「クレドカード」を指す言葉として定着しています。/p>p>顧客、社員、会社、取引先、地域社会など、会社に関わるすべてのステークホルダー（利害関係者）の満足を実現して、企業に発展・繁栄をもたらすことを目的とします。/p>div classarkb-buttons--3 ark-block-buttons data-orientationhorizontal>div classark-block-button is-btn-fill data-hoverbright style--arkb-btn-radius:100px>a hrefhttps://www.hr-assest.co.jp/credo/ classark-block-button__link data-has-icon1>svg classark-block-button__icon -left height1em width1em xmlnshttp://www.w3.org/2000/svg aria-hiddentrue data-iconLsChevronRight viewBox0 0 48 48>path dm33 25.1-13.1 13c-.8.8-2 .8-2.8 0-.8-.8-.8-2 0-2.8L28.4 24 17.1 12.7c-.8-.8-.8-2 0-2.8.8-.8 2-.8 2.8 0l13.1 13c.6.6.6 1.6 0 2.2z>/path>/svg>span classark-block-button__text>詳しい情報を見る/span>/a>/div>/div>/div>/div>figure classwp-block-image size-full>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/hr-assest_800x600-1.png alt classwp-image-517 lazyload>/figure>/div>/div>/div>div styleheight:50px aria-hiddentrue classwp-block-spacer>/div>div classark-block-heading data-subbottom>h2 classark-block-heading__main>HRアセストの特長・強み/h2>span classark-block-heading__line>/span>div classark-block-heading__sub>/div>/div>div styleheight:10px aria-hiddentrue classwp-block-spacer>/div>div classwp-block-group>div classwp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained>div classarkb-columns--6 ark-block-columns arkp-scFeatureList01>div classark-block-columns__inner>div classark-block-column ark-keep-mt--s>div classark-block-container ark-keep-mt>div classark-block-heading has-text-align-left data-subbottom>h2 classark-block-heading__main>経営者と幹部の一体感の強化/h2>div classark-block-heading__sub>/div>/div>p>HRアセストは、経営者と幹部が一緒に取り組むことを大切にしています。クレド策定のプロセスで経営者と幹部間に共通言語が形成され、幹部が会社を自分のものとして捉え、より積極的に経営に参画するようになります。結果として、組織内での一体感が大幅に高まり、経営の一貫性を生み出します。/p>/div>figure classwp-block-image size-full>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/hr-assest_500x300-1.png alt classwp-image-519 lazyload>/figure>/div>div classark-block-column ark-keep-mt--s>div classark-block-container ark-keep-mt>div classark-block-heading has-text-align-left data-subbottom>h2 classark-block-heading__main>組織に合った行動基準の確立/h2>div classark-block-heading__sub>/div>/div>p>HRアセストは、組織文化を醸成する行動基準（バリュー）を明確にすることを重視しています。一人一人がバリューを軸にして、日々の仕事を判断できるので組織の価値観が一致していきます。また軸があることで、自社に適した人材の採用や育成が可能になります。結果として、ミッションやビジョンの実現につながる組織文化を形成することができます。/p>/div>figure classwp-block-image size-full>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/hr-assest_500x300-2.png alt classwp-image-520 lazyload>/figure>/div>div classark-block-column ark-keep-mt--s>div classark-block-container ark-keep-mt>div classark-block-heading has-text-align-left data-subbottom>h2 classark-block-heading__main>多角的な視点に基づくクレドの構築/h2>div classark-block-heading__sub>/div>/div>p>HRアセストでは、様々な視点でのワークを通して、企業にとって納得感のあるクレドを策定します。クレド策定のプロセスでは、対話の機会を多く持つことで個々の想いや考えを共有することが可能になり、言葉の意味付けができます。結果として、経営陣や社員が共有する価値観や基準が明確になります。/p>/div>figure classwp-block-image size-full>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/hr-assest_500x300-3.png alt classwp-image-521 lazyload>/figure>/div>/div>/div>/div>/div>div classark-block-buttons data-orientationhorizontal>div classark-block-button is-btn-fill data-hoverbright style--arkb-btn-radius:100px>a hrefhttps://www.hr-assest.co.jp/feature/ classark-block-button__link data-has-icon1>svg classark-block-button__icon -left height1em width1em xmlnshttp://www.w3.org/2000/svg aria-hiddentrue data-iconLsChevronRight viewBox0 0 48 48>path dm33 25.1-13.1 13c-.8.8-2 .8-2.8 0-.8-.8-.8-2 0-2.8L28.4 24 17.1 12.7c-.8-.8-.8-2 0-2.8.8-.8 2-.8 2.8 0l13.1 13c.6.6.6 1.6 0 2.2z>/path>/svg>span classark-block-button__text>詳しい情報を見る/span>/a>/div>/div>div styleheight:50px aria-hiddentrue classwp-block-spacer>/div>div classark-block-heading data-subbottom>h2 classark-block-heading__main>サービス/h2>span classark-block-heading__line>/span>div classark-block-heading__sub>/div>/div>div styleheight:10px aria-hiddentrue classwp-block-spacer>/div>div classarkb-columns--8 alignfull ark-block-columns arkp-gnRichClmn04 -rev is-style-default>div classark-block-columns__inner>div classarkb-column--7 ark-block-column ark-keep-mt--s arkp-gnRichClmn04__contWrapper data-valigntop>div classark-block-container ark-keep-mt>h2 classwp-block-heading has-text-align-center arkp-gnRichClmn07__heading>クレド策定支援/h2>p>当社の「クレド策定支援」では、経営者と従業員が一緒に企業のクレドを策定します。メンバーが直接顔を合わせることで深い対話とチームワークを促進し、組織の共通の理念と目指すべき方向を具体的に形作ります。ワークやグループディスカッションを通じて、メンバー同士の絆を強化し、企業としての統一感と目標達成へのコミットメントを高めるお手伝いをします。/p>div classark-block-buttons data-orientationhorizontal>div classark-block-button is-btn-fill data-hoverbright style--arkb-btn-radius:100px>a hrefhttps://www.hr-assest.co.jp/service/offline/ classark-block-button__link data-has-icon1>span classark-block-button__text>詳しい情報を見る/span>svg classark-block-button__icon -right height1em width1em xmlnshttp://www.w3.org/2000/svg aria-hiddentrue data-iconFiChevronRight viewBox0 0 24 24 fillnone strokecurrentColor stroke-width2 stroke-linecapround stroke-linejoinround>polyline points9 18 15 12 9 6>/polyline>/svg>/a>/div>/div>/div>/div>div classark-block-column ark-keep-mt--s arkp-gnRichClmn04__figWrapper>figure classwp-block-image size-full arkp-gnRichClmn04__imgWrapper>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/hr-assest_500x300-1.png alt classwp-image-519 lazyload>/figure>/div>/div>/div>div styleheight:50px aria-hiddentrue classwp-block-spacer>/div>div classark-block-heading data-subbottom>h2 classark-block-heading__main>よくある質問/h2>span classark-block-heading__line>/span>div classark-block-heading__sub>/div>/div>div styleheight:10px aria-hiddentrue classwp-block-spacer>/div>div classark-block-accordion arkp-scFaq01 data-icon-typeplus>details classark-block-accordion__item data-ark-accwrapper>summary classark-block-accordion__title data-ark-accheader>span classark-block-accordion__label>strong>クレド策定支援サービスの目的は何ですか？/strong>/span>span classark-block-accordion__icon aria-hiddentrue>/span>/summary>div classark-block-accordion__body ark-keep-mt--s data-ark-accbody>p>クレド策定支援サービスは、企業が大切にしたい価値観や社会に対する役割を明確にすることを目的としています。支援のプロセスには、経営者や従業員が共有するべき核となる理念を明文化し、それを組織の行動基準として定着させることも含みます。これにより、経営戦略と従業員の行動が一致し、企業全体の一体感と目標達成を促進します。/p>/div>/details>details classark-block-accordion__item data-ark-accwrapper>summary classark-block-accordion__title data-ark-accheader>span classark-block-accordion__label>strong>ビジョンとミッションの違いは何ですか？/strong>/span>span classark-block-accordion__icon aria-hiddentrue>/span>/summary>div classark-block-accordion__body ark-keep-mt--s data-ark-accbody>p>ミッションとビジョンはクレドを構成する重要な要素ですが、その役割には大きな違いがあります。ミッションは企業の使命や目的、企業の存在価値等の長期的なあり方を文章化したものです。一方で、ビジョンは企業の目標や理想の姿で、３～5年の短期的な目標を具体的な数字で表すことができるものです。/p>/div>/details>details classark-block-accordion__item data-ark-accwrapper>summary classark-block-accordion__title data-ark-accheader>span classark-block-accordion__label>strong>クレドの策定にどれくらいの時間がかかりますか？/strong>/span>span classark-block-accordion__icon aria-hiddentrue>/span>/summary>div classark-block-accordion__body ark-keep-mt--s data-ark-accbody>p>クレド策定の期間は、4か月が標準です。月1回の講座では、ワークやグループディスカッションを通じて企業に最適なクレドを完成していきます。br>一般的に、クレドは経営計画の一部として1日または数日で策定されますが、当社では、クレドは経営の根幹と位置づけて十分な時間をかけて策定します。/p>/div>/details>details classark-block-accordion__item data-ark-accwrapper>summary classark-block-accordion__title data-ark-accheader>span classark-block-accordion__label>strong>クレド策定後のフォローアップはありますか？/strong>/span>span classark-block-accordion__icon aria-hiddentrue>/span>/summary>div classark-block-accordion__body ark-keep-mt--s data-ark-accbody>p>はい、クレドを活かした組織づくりを希望される企業には、クレドをもとにした人事制度の構築や採用基準の策定などを支援しています。/p>/div>/details>details classark-block-accordion__item data-ark-accwrapper>summary classark-block-accordion__title data-ark-accheader>span classark-block-accordion__label>strong>小規模企業でもサービスは利用できますか？/strong>/span>span classark-block-accordion__icon aria-hiddentrue>/span>/summary>div classark-block-accordion__body ark-keep-mt--s data-ark-accbody>p>はい、代表者以外に幹部やスタッフなど3名以上の方が参加することができれば、規模の大小を問わずクレドが策定できます。br>規模が10名以上であれば、クレドの策定過程でメンバー以外のスタッフの意見を取り入れることができます。/p>/div>/details>details classark-block-accordion__item data-ark-accwrapper>summary classark-block-accordion__title data-ark-accheader>span classark-block-accordion__label>サービスの費用はどの程度かかりますか？/span>span classark-block-accordion__icon aria-hiddentrue>/span>/summary>div classark-block-accordion__body ark-keep-mt--s data-ark-accbody>p>サービスの費用は、企業の規模、ニーズ、およびサービスの範囲によって異なります。一般的には、初期コンサルテーションを通じて企業の具体的な要件を理解した上で、個別の見積もりを提供します。小規模企業向けには、よりコスト効率の高いパッケージを提供しており、大企業にはより包括的なサービスを提供しています。/p>/div>/details>details classark-block-accordion__item data-ark-accwrapper>summary classark-block-accordion__title data-ark-accheader>span classark-block-accordion__label>strong>クレド策定に従業員の参加は必要ですか？/strong>/span>span classark-block-accordion__icon aria-hiddentrue>/span>/summary>div classark-block-accordion__body ark-keep-mt--s data-ark-accbody>p>はい、従業員の参加は非常に重要です。クレドは組織全体の価値観を反映するものであり、従業員の意見や視点を取り入れることで、より実践的で共感を呼ぶクレドを策定できます。従業員の積極的な参加は、クレドの社内浸透と実行を促進し、組織文化の強化に貢献します。/p>/div>/details>details classark-block-accordion__item data-ark-accwrapper>summary classark-block-accordion__title data-ark-accheader>span classark-block-accordion__label>strong>策定されたクレドを社内にどう浸透させますか？/strong>/span>span classark-block-accordion__icon aria-hiddentrue>/span>/summary>div classark-block-accordion__body ark-keep-mt--s data-ark-accbody>p>策定されたクレドを社内に浸透させるためには、継続的なコミュニケーションと教育が不可欠です。社内研修、ワークショップ、チームビルディング活動を通じて、クレドを社員に理解させ、日常業務に統合します。また、経営陣によるクレドへのコミットメントと継続的なメッセージングも、社内浸透を促進する重要な要素です。/p>/div>/details>details classark-block-accordion__item data-ark-accwrapper>summary classark-block-accordion__title data-ark-accheader>span classark-block-accordion__label>strong>クレド策定に外部の専門家は必要ですか？/strong>/span>span classark-block-accordion__icon aria-hiddentrue>/span>/summary>div classark-block-accordion__body ark-keep-mt--s data-ark-accbody>p>クレド策定には専門的な知識と経験が必要なため、外部の専門家を活用することが有効です。専門家は、客観的な視点から組織の価値観や文化を分析し、戦略的なクレド策定を支援します。また、多様な業界や組織の経験を持つ専門家は、ベストプラクティスの提供や、組織特有の課題への対応に役立ちます。/p>/div>/details>details classark-block-accordion__item data-ark-accwrapper>summary classark-block-accordion__title data-ark-accheader>span classark-block-accordion__label>strong>クレド策定後の組織変化はどのように評価しますか？/strong>/span>span classark-block-accordion__icon aria-hiddentrue>/span>/summary>div classark-block-accordion__body ark-keep-mt--s data-ark-accbody>p>クレド策定後の組織変化は、定期的な評価とフィードバックを通じて行われます。これには、組織のパフォーマンス指標、従業員の満足度調査、および経営陣からの定期的なフィードバックが含まれます。クレドが組織の業務や文化にどのように影響を与えているかを評価することで、必要に応じて追加的なアクションを計画し、組織の継続的な成長と発展を支援します。/p>/div>/details>/div>div styleheight:50px aria-hiddentrue classwp-block-spacer>/div>div classark-block-heading data-subbottom>h2 classark-block-heading__main>コラム / お知らせ/h2>span classark-block-heading__line>/span>div classark-block-heading__sub>/div>/div>div classark-block-tab arkp-scNews01 arkp-gnTab01 is-style-default>ul roletablist classarkb-tabList data-tab-w-pcequal data-tab-w-spequal>li classarkb-tabList__item rolepresentation>button classarkb-tabList__button roletab aria-selectedtrue aria-controlstab-445a3cd6-0>コラム/button>/li>li classarkb-tabList__item rolepresentation>button classarkb-tabList__button roletab aria-selectedfalse aria-controlstab-445a3cd6-1>お知らせ/button>/li>/ul>div classarkb-tabBody>div classarkb-tabBody__content ark-keep-mt--s idtab-445a3cd6-0 roletabpanel aria-hiddenfalse>div classark-block-postList arkp-gnPostList3 -catOutline> ul classp-postList -type-card> li classp-postList__item> a hrefhttps://www.hr-assest.co.jp/column/947/ classp-postList__link> div classp-postList__thumb c-postThumb data-has-thumb1> figure classc-postThumb__figure> img decodingasync width1200 height630 srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs alt classc-postThumb__img lazyload sizes(min-width: 600px) 400px, 100vw data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250530.png data-srcsethttps://www.hr-assest.co.jp/hra/wp-content/uploads/250530.png 1200w, https://www.hr-assest.co.jp/hra/wp-content/uploads/250530-768x403.png 768w data-aspectratio1200/630 >noscript>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250530.png classc-postThumb__img lazyload alt>/noscript> /figure>/div> div classp-postList__body> div classp-postList__title>理念があるのに離職が止まらない…クレドと「評価制度」をつなげる運用設計とは/div> div classp-postList__excerpt> p>はじめに 「理念はある。掲げてもいる。けれど、社員の離職が止まらない」──こうしたジレンマに直面している中小企業の経営者は多いはずです。理念はあるのに、それが日…/p> /div> div classp-postList__meta c-postMetas u-flex--aicw> div classp-postList__times c-postTimes u-color-thin u-flex--aic> time classc-postTimes__item u-flex--aic -posted datetime2025-05-30>svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-posted c-postMetas__icon width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path dM21,18.5v-9C21,9.2,20.8,9,20.5,9h-2C18.2,9,18,9.2,18,9.5v12c0,0.3,0.2,0.5,0.5,0.5h10c0.3,0,0.5-0.2,0.5-0.5v-2 c0-0.3-0.2-0.5-0.5-0.5h-7C21.2,19,21,18.8,21,18.5z/>path dM20,39C9.5,39,1,30.5,1,20S9.5,1,20,1s19,8.5,19,19S30.5,39,20,39z M20,3.8C11.1,3.8,3.8,11.1,3.8,20S11.1,36.2,20,36.2 S36.2,28.9,36.2,20S28.9,3.8,20,3.8z/>/svg>2025年5月30日/time>/div>div classp-postList__category u-color-thin u-flex--aic> svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-folder c-postMetas__icon width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path dM15.2,8l3.6,3.6H35V32H5V8H15.2 M16.4,5H2v30h36V8.6H20L16.4,5L16.4,5z/>/svg> span data-cat-id1>コラム/span>/div>/div> /div> /a>/li>li classp-postList__item> a hrefhttps://www.hr-assest.co.jp/column/945/ classp-postList__link> div classp-postList__thumb c-postThumb data-has-thumb1> figure classc-postThumb__figure> img decodingasync width1200 height630 srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs alt classc-postThumb__img lazyload sizes(min-width: 600px) 400px, 100vw data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250523.png data-srcsethttps://www.hr-assest.co.jp/hra/wp-content/uploads/250523.png 1200w, https://www.hr-assest.co.jp/hra/wp-content/uploads/250523-768x403.png 768w data-aspectratio1200/630 >noscript>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250523.png classc-postThumb__img lazyload alt>/noscript> /figure>/div> div classp-postList__body> div classp-postList__title>属人的な組織から脱却する第一歩！暗黙知を共通言語に変える方法/div> div classp-postList__excerpt> p>はじめに 「〇〇さんにしかわからない仕事が多すぎる」「引き継ぎが難航する」──こうした悩みを抱えている中小企業は少なくありません。属人化が進行すると、業務が個人…/p> /div> div classp-postList__meta c-postMetas u-flex--aicw> div classp-postList__times c-postTimes u-color-thin u-flex--aic> time classc-postTimes__item u-flex--aic -posted datetime2025-05-23>svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-posted c-postMetas__icon width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path dM21,18.5v-9C21,9.2,20.8,9,20.5,9h-2C18.2,9,18,9.2,18,9.5v12c0,0.3,0.2,0.5,0.5,0.5h10c0.3,0,0.5-0.2,0.5-0.5v-2 c0-0.3-0.2-0.5-0.5-0.5h-7C21.2,19,21,18.8,21,18.5z/>path dM20,39C9.5,39,1,30.5,1,20S9.5,1,20,1s19,8.5,19,19S30.5,39,20,39z M20,3.8C11.1,3.8,3.8,11.1,3.8,20S11.1,36.2,20,36.2 S36.2,28.9,36.2,20S28.9,3.8,20,3.8z/>/svg>2025年5月23日/time>/div>div classp-postList__category u-color-thin u-flex--aic> svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-folder c-postMetas__icon width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path dM15.2,8l3.6,3.6H35V32H5V8H15.2 M16.4,5H2v30h36V8.6H20L16.4,5L16.4,5z/>/svg> span data-cat-id1>コラム/span>/div>/div> /div> /a>/li>li classp-postList__item> a hrefhttps://www.hr-assest.co.jp/column/946/ classp-postList__link> div classp-postList__thumb c-postThumb data-has-thumb1> figure classc-postThumb__figure> img decodingasync width1200 height630 srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs alt classc-postThumb__img lazyload sizes(min-width: 600px) 400px, 100vw data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250516.png data-srcsethttps://www.hr-assest.co.jp/hra/wp-content/uploads/250516.png 1200w, https://www.hr-assest.co.jp/hra/wp-content/uploads/250516-768x403.png 768w data-aspectratio1200/630 >noscript>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250516.png classc-postThumb__img lazyload alt>/noscript> /figure>/div> div classp-postList__body> div classp-postList__title>採用がうまくいかない中小企業に足りないのは「企業文化の言語化」かもしれない/div> div classp-postList__excerpt> p>はじめに 「どうしてうちの採用はうまくいかないのか」と頭を抱える中小企業の経営者は少なくありません。書類や面接では問題がなかったはずの人材が、入社後に会社に馴染…/p> /div> div classp-postList__meta c-postMetas u-flex--aicw> div classp-postList__times c-postTimes u-color-thin u-flex--aic> time classc-postTimes__item u-flex--aic -posted datetime2025-05-16>svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-posted c-postMetas__icon width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path dM21,18.5v-9C21,9.2,20.8,9,20.5,9h-2C18.2,9,18,9.2,18,9.5v12c0,0.3,0.2,0.5,0.5,0.5h10c0.3,0,0.5-0.2,0.5-0.5v-2 c0-0.3-0.2-0.5-0.5-0.5h-7C21.2,19,21,18.8,21,18.5z/>path dM20,39C9.5,39,1,30.5,1,20S9.5,1,20,1s19,8.5,19,19S30.5,39,20,39z M20,3.8C11.1,3.8,3.8,11.1,3.8,20S11.1,36.2,20,36.2 S36.2,28.9,36.2,20S28.9,3.8,20,3.8z/>/svg>2025年5月16日/time>/div>div classp-postList__category u-color-thin u-flex--aic> svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-folder c-postMetas__icon width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path dM15.2,8l3.6,3.6H35V32H5V8H15.2 M16.4,5H2v30h36V8.6H20L16.4,5L16.4,5z/>/svg> span data-cat-id1>コラム/span>/div>/div> /div> /a>/li>li classp-postList__item u-only-pc> a hrefhttps://www.hr-assest.co.jp/column/942/ classp-postList__link> div classp-postList__thumb c-postThumb data-has-thumb1> figure classc-postThumb__figure> img decodingasync width1200 height630 srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs alt classc-postThumb__img lazyload sizes(min-width: 600px) 400px, 100vw data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250509.png data-srcsethttps://www.hr-assest.co.jp/hra/wp-content/uploads/250509.png 1200w, https://www.hr-assest.co.jp/hra/wp-content/uploads/250509-768x403.png 768w data-aspectratio1200/630 >noscript>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250509.png classc-postThumb__img lazyload alt>/noscript> /figure>/div> div classp-postList__body> div classp-postList__title>社長が変わると会社がブレる？「経営理念の継承」を支えるクレドの力/div> div classp-postList__excerpt> p>はじめに 経営者が交代した途端に、組織の雰囲気がガラリと変わる――これは決して珍しいことではありません。トップが変わるというのは、企業にとって大きな転換点であり…/p> /div> div classp-postList__meta c-postMetas u-flex--aicw> div classp-postList__times c-postTimes u-color-thin u-flex--aic> time classc-postTimes__item u-flex--aic -posted datetime2025-05-09>svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-posted c-postMetas__icon width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path dM21,18.5v-9C21,9.2,20.8,9,20.5,9h-2C18.2,9,18,9.2,18,9.5v12c0,0.3,0.2,0.5,0.5,0.5h10c0.3,0,0.5-0.2,0.5-0.5v-2 c0-0.3-0.2-0.5-0.5-0.5h-7C21.2,19,21,18.8,21,18.5z/>path dM20,39C9.5,39,1,30.5,1,20S9.5,1,20,1s19,8.5,19,19S30.5,39,20,39z M20,3.8C11.1,3.8,3.8,11.1,3.8,20S11.1,36.2,20,36.2 S36.2,28.9,36.2,20S28.9,3.8,20,3.8z/>/svg>2025年5月9日/time>/div>div classp-postList__category u-color-thin u-flex--aic> svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-folder c-postMetas__icon width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path dM15.2,8l3.6,3.6H35V32H5V8H15.2 M16.4,5H2v30h36V8.6H20L16.4,5L16.4,5z/>/svg> span data-cat-id1>コラム/span>/div>/div> /div> /a>/li>li classp-postList__item u-only-pc> a hrefhttps://www.hr-assest.co.jp/column/943/ classp-postList__link> div classp-postList__thumb c-postThumb data-has-thumb1> figure classc-postThumb__figure> img decodingasync width1200 height630 srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs alt classc-postThumb__img lazyload sizes(min-width: 600px) 400px, 100vw data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250425.png data-srcsethttps://www.hr-assest.co.jp/hra/wp-content/uploads/250425.png 1200w, https://www.hr-assest.co.jp/hra/wp-content/uploads/250425-768x403.png 768w data-aspectratio1200/630 >noscript>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250425.png classc-postThumb__img lazyload alt>/noscript> /figure>/div> div classp-postList__body> div classp-postList__title>中堅社員が育たない？責任感を引き出す「クレド型リーダーシップ」のススメ/div> div classp-postList__excerpt> p>はじめに 「中堅がなかなか育たない」と感じている経営者の声は珍しくありません。意欲のある若手が伸び悩み、ベテランも現場任せになりがち。責任感を持ち、組織を牽引で…/p> /div> div classp-postList__meta c-postMetas u-flex--aicw> div classp-postList__times c-postTimes u-color-thin u-flex--aic> time classc-postTimes__item u-flex--aic -posted datetime2025-04-25>svg version1.1 xmlnshttp://www.w3.org/2000/svg classarkhe-svg-posted c-postMetas__icon width1em height1em viewBox0 0 40 40 roleimg aria-hiddentrue focusablefalse>path 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srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs alt classc-postThumb__img lazyload sizes(min-width: 600px) 400px, 100vw data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250418.png data-srcsethttps://www.hr-assest.co.jp/hra/wp-content/uploads/250418.png 1200w, https://www.hr-assest.co.jp/hra/wp-content/uploads/250418-768x403.png 768w data-aspectratio1200/630 >noscript>img decodingasync srcdata:image/gif;base64,R0lGODlhBgACAPAAAP///wAAACH5BAEAAAAALAAAAAAGAAIAAAIDhI9WADs data-srchttps://www.hr-assest.co.jp/hra/wp-content/uploads/250418.png classc-postThumb__img lazyload alt>/noscript> /figure>/div> div classp-postList__body> div classp-postList__title>「やる気がある人しか評価できない」会社の限界と評価基準の見直し方/div> div classp-postList__excerpt> p>はじめに 「うちは“やる気のある社員”を正当に評価している」と胸を張る企業ほど、現場での不満がくすぶっているケースは少なくありません。なぜなら“やる気”という言…/p> /div> div classp-postList__meta c-postMetas u-flex--aicw> div classp-postList__times c-postTimes u-color-thin u-flex--aic> time 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}/script>/body>/html>
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