Case Studies(learningBOX × Kaonavi)
Monogatari Corporation
learningBOX and talent management system - KaoNavi
Great example of system integration!
Monogatari Corporation
Kumi Nakai, Manager, Human Resources Support Department
Mr. Masato Takahashi, Manager, Monogatari Academy
2021.3.23
Founded in 1949 in Toyohashi City, Aichi Prefecture as the oden shop "Shobo Genji". Since then, we have developed our restaurant business, including yakiniku, ramen, and okonomiyaki, and have now opened more than 500 restaurants (including directly managed and franchised restaurants) in Japan and overseas. Through food and beverage, we provide our customers with relaxing moments and heartfelt energy, and under our management philosophy of "Smile & Sexy In addition to providing customers with relaxing moments and heartfelt energy through food and beverage, all of our employees are engaged in a variety of activities based on our management philosophy, "Smile & Sexy," with the mission of producing "Storyteller Leaders" full of humanity and making the world a more vibrant place.
- I want to centralize training and examination results and human resource information.
- The supervisor to whom the human resource is transferred cannot immediately check the subordinate's performance.
- Burden of compiling examination results, including license acquisition rates
- All scores in the learningBOX can be imported into Kaonavi
- Automatic updates at set times to synchronize results and human capital information
- Speedy license rate updates
- Synchronization work that used to be done manually is now automated, promoting work efficiency.
- Immediate feedback to supervisors and from supervisors to the field, speeding up the feedback process
The multiplying information accelerates the growth of our human capital!
We have interviewed you before about your use of learningBOX. Could you tell us how you have been using it since then?
When it comes to promotion exams, learningBOX is the place to be, and we use it to create the "Monogatari Test" content that we send out every week.
I think I told you that I would like to use it for promotion tests, etc. from the staff who were interviewed at the time.
Since then, the phrase "learningBOX" has become a common language within the company. We hold three types of examinations: one every three months for chiefs and assistant managers, and one every month for store managers.
In addition, I am in charge of creating content called "Monogatari Jinshin Kentei," which is a weekly 10-question test distributed company-wide.
I call on Mr. Tatsuno's staff every week to teach me how to do this, but he is always so polite and helpful that I end up spoiling him (laughs).
I'm very happy to hear that it has become an important tool for your company. Are there any other positive aspects of the implementation?
Even when we were closed due to COVID-19, we used learningBOX to provide daily learning opportunities for our employees.
Ms. Nakai.
Every Monday, we hold a morning meeting where each director gives a lecture in turn. The content of the lecture is also included in the certification test created by Takahashi to check the employees' understanding.
It is very useful for us to check whether what the company wants to convey is really understood, and it also helps to spread the company's policies.
Mr. Takahashi.
Last year (2020), all of our stores were closed for about a month due to a new coronavirus infection. During that period, we used learningBOX every day to provide study tools for the entire company.
We were able to use the learningBOX to help our employees learn without wasting time during the holidays.
I understand that you have linked up your system with KaoNavi.
Our plan was to incorporate the examination data called "Monogatari License" into KaoNavi.
Ms. Nakai.
Originally, we used learningBOX for promotion examinations and KaoNavi for centralization of personnel information, and we had implemented each system for different needs.
Then the personnel system was renewed, and in addition to the promotion examinations, it became necessary to update knowledge with each legal revision, learn about the latest compliance, and keep studying.
As the minimum level of knowledge required was being upgraded day by day, we introduced the "Story License" content as a self-development tool to check it.
Starting in August of 2020, we are in the middle of a test run, with plans to officially launch in July 2021.
We would like to use learningBOX to take the "Monogatari License" exam and import the results into KaoNavi. This linkage was started for this purpose.
It was only this past March that the collaboration actually began.
I see. So you're linking your systems in line with the introduction of the new system. How exactly is the system linked?
There were many changes in the company and updating the information was complicated. But now we can update it automatically, and we're all thrilled!
Ms. Nakai.
Due to the way we have set up learningBOX, we can see our own performance, but our supervisors could not check the performance of their subordinates.
However, this is now possible by synchronizing the information with Khaonavi. I feel this is the biggest advantage of the new system.
Our company is in the growth stage, and there are many new store openings and associated transfers. We used to manually update the information of the transferred personnel.
It would take up to two months before we could share the results of the license with the supervisor at the new location, which was quite time consuming.
With this linkage between learningBOX and Kaonavi, it is now automatically updated.
It's really impressive and we got quite excited in the department! (laughs) With the linkage, we are now moving into a phase in which we will multiply Khaonavi, which has consolidated information on human resources, with information from other axes.
For example, are organizations with a high acquisition rate of licenses superior? For example, if we can analyze information such as whether an organization with a high acquisition rate of licenses is excellent, we believe that this information can be used as a new guideline for human resources and management.
Since the licensing system is still in its test run, are you trying out different ways of working together?
Being able to manage exam and learning data along with all human capital data is great for HR who deal with a lot of data!
Ms. Nakai.
We've finished what we could do in the test environment, and it's probably not a problem. We can bundle and centrally manage all of the human resources information, such as the results of training, grades, and how employees have been promoted, which is really great for HR, which handles a lot of data.
We hope to make the system even more fully operational in April, when the new employees begin their duties.
What other effects can we expect in terms of business improvement?
The speed of the information transmission is far different. This will also speed up the growth of human resources.
Ms. Nakai.
After all, as I mentioned earlier, the supervisor at the new location can check the license acquisition information on the same day you are transferred.
That should encourage subordinates to grow faster, and speed up the growth of human resources throughout the organization.
Even if it is ultimately a human interaction, it is quite different if the information is not converted into data.
Individual information, examination results, transfer history, and statements of determination at the time of joining the company can also be confirmed through Khaonavi, so I believe that supervisors will be able to successfully guide each employee's career plan and roadmap.
For our company, which is very active in the movement of human resources, we are really grateful that this point has been improved.
The other big thing is that we no longer have to tally the license acquisition rate.
It used to take about three hours every week for the staff in our department to do this, but now that we don't have to do it anymore, we have more time for other tasks.
We used to do this work every Saturday morning and send out the results on Monday.
However, there was a time lag of about two days, and the results of the examinations taken during that time were sent out the following week.
It was confusing for the test takers because they thought they had taken the test, and it was also an issue in terms of speed, but it has been resolved successfully.
How do you think it can be applied to human resource development and analysis, along with the business side?
I believe that this will enable multifaceted evaluations and further deepen the understanding of human resources within the company in the future.
Ms. Nakai.From now on, I would like to accelerate learning within the company by operating the two pillars of "Monogatari License" and promotion examinations with learningBOX.
Mr. Takahashi.
After that, it will be possible to evaluate human resources from multiple perspectives by cross-checking them with human resources information in KaoNavi.
We've only just started, so there may be improvements to be made in the future, but do you have any hopes or requests at this point?
I really appreciate your staff's ability to understand our intentions and make suggestions. In the future, we would like to try to see if other systems can be linked as well.
Ms. Nakai.
I consult with Mr. Tatsuno each time I have a question (laughs), so I appreciate his quick response time.
Not only does he respond accurately to my questions, but he also understands my intentions and makes further suggestions, which I really appreciate.
This time, we linked learningBOX and KhaoNavi, but there are many systems related to human resources, so I hope we can try many more in the future.
Mr. Takahashi.
I'm wondering if it would be possible to make the effects of the "Monogatari Jinteki" test that we hold every week easier to understand.
We are gradually upgrading the system in consultation with Mr. Tatsuno, for example, by improving the grading system and displaying graphs, but we would like to make it even more effective in providing feedback to examinees.
The two of you are really leading the learning process within the company in line with the company's vision, aren't you?
I would like to use the system well to make sure that our management philosophy and company policies are well understood throughout the company. We're serious about this!
Ms. Nakai.
We have offices all over Japan, so it is difficult for us to spread our philosophy and policies unless we make good use of the system.
Both Takahashi and I originally gained experience in the field at stores. We can see how much of a sense of temperature the head office has or has not conveyed.
I believe that face-to-face communication is the most effective way to communicate.
However, if this is not possible due to distance or other reasons, I would like to make a serious effort to share our philosophy using a system.
Afterword.
This time, we introduced a case study of Monogatari Corporation, which uses learningBOX and Kaonavi, a talent management system from Kaonavi Inc.
Because Monogatari Corporation places a high priority on human growth and happiness, we could feel their desire to create a good environment for their employees to grow as much as possible. We are glad that learningBOX is helping them to achieve this goal and it was a very valuable opportunity for us to hear how they are using learningBOX everyday.
We will continue to consider even the smallest requests from you and aim to create a better system for you. We would like to thank you from the bottom of our hearts for taking time out of your busy schedule to help us.
Ms. Kumi Nakai and Mr. Masato Takahashi, thank you very much for taking the time to answer our interview!
