What is the place to talk about places of tomorrow? Close contact with "KATARUVA"

ASNOVA's personnel system, whose purpose is to "Create your places of tomorrow with the power of kasetsu." is based on the "I want to 〇〇!" There is a system "ASNOVA WAY" to support the realization of ASNOVA WAY, and a system to make it easier to apply for a new business manager "ASNOVA Challenge System". And from this time, the newly introduced system "KATARUVA (KATARUVA)". "KATARUVA" is a system for discussing the challenges and future of ASNOVA and achieving sustainable growth through discussions.

Now that the number of new products continues to increase, we believe that in order for ASNOVA to grow sustainably, it is necessary to have a "place" where each employee is aware of the future of ASNOVA and discusses it.

ASNOVA believes that the expansion of existing businesses and the creation of new personnel systems, new businesses, and new services will provide new value to places of tomorrow. However, is it really possible to create something that is created by only a few employees? Based on such questions, we thought that we could create better products by discussing them according to the theme.

 

That's how "KATARUVA (KATARUVA)" was born. "KATARUVA" comes from "a place to talk." Discuss any agenda item. It has the meaning of "talking" with everyone so that it will be a plus for ASNOVA.

There is another reason behind the creation of "KATARUVA" - the "Seventeen-Article Constitution" formulated by Prince Shotoku.

What we were determined to do was to hold the event as a "retreat." You might think that a day online or at the headquarters would be enough to discuss ASNOVA's further growth. However, a "retreat" creates value by meeting face-to-face, away from normal work and daily life. In addition, respecting each person's values, regardless of age, career, or position, creates creativity, and by combining these values, new value is created. We thought that a retreat was important to create and provide ASNOVA's unique value.

　

The first event was held with 10 participants, one representative from each department.

[Implementation period] November 17 to November 18, 2022

[Location] Takayama City, Gifu

 

Since this was the first time we held this camp, we started out feeling our way around. This time, we worked on three themes over two days. Three themes was surprisingly many, and it was surprisingly hard to think about things we don't usually think about... (laughs)

 

[Day 1]

Theme 1: What are the challenges facing the personnel system "ASNOVA TRY"?

Topic 2: What should we do to acquire new customers?

 

[Day 2]

Theme 3: How to make scaffolding contractors happy in the matching service business?

The first topic is about the personnel system that supports ASNOVA's management foundation. ASNOVA has adopted several personnel systems, such as "ASNOVA WAY," "ASNOVA Challenge System," and "KATARUVA." This time, we looked at the measures of "ASNOVA WAY."

"ASNOVA TRY" is an internal recruitment system, and its purpose is to connect it to one's own career development. Since the system itself is still being explored, we considered the fundamentals of the policy, such as what are the necessity and challenges of "ASNOVA TRY" in creating it as a system? What are the advantages and disadvantages?

 

【assignment】

"If we advertise internally, what will happen to the departments that have vacancies?"

"Isn't it difficult to advertise for positions that require specialized knowledge?"

 

[Measures]

"It would be fun if there was an FA system!"

"How about a draft system from the recruiting department?"

"It's like baseball, but with trades?"

 

Employees came up with a variety of opinions based on the issues and ASNOVA's unique system. What kind of internal job posting system, "ASNOVA TRY," will be created by consolidating these opinions? Also, who will be the first person to try "ASNOVA TRY"? We will continue to follow the personnel system that ASNOVA is creating, as they believe that individual growth leads to the growth of the company!

ASNOVA currently (as of the end of September 2022) has approximately 2,400 customers.

Demand for scaffolding is increasing due to natural disasters and aging homes, but the scaffolding industry is seasonal, and January to March is the off-season every year. So, so let's find new customers who are not contractors so that they can rent between January and March scaffolding! I thought. So, what kind of target is effective and how to approach it?

What kind of target?

"Public Organization"

"Event company"

 

How do you approach that target?

"TV commercials and YouTube ads"

"Event hosting and SNS distribution"

 

ASNOVA believes that Scaffolding Rental Business is not only targeted at scaffolding contractors. In order for ASNOVA to grow sustainably and to revitalize the industry, it is necessary to spread the word that scaffolding can be rented in society. Please look forward to the growth of ASNOVA in the future!

On the second day, we thought about a new business "matching service" to create new value for scaffolding. The "Matching Service" is a service that matches event companies, construction designers, and individuals with scaffolding contractors. However, we want to make this service valuable to scaffolding contractors outside of new projects. So scaffolding What kind of measures should be taken to make the contractor happy? In response to the three themes, we thought about the concerns and issues faced by scaffolding contractors.

 

There were opinions unique to those who are usually involved with scaffolding contractors, and there were also participants who were not involved, so opinions and measures that deviated from preconceived notions came out. For me, who is in charge, it was a very meaningful time in creating the business.

What is ASNOVA aiming to achieve through this project? We will tell you about it next time! Please look forward to it.

As someone who actually participated, I believe that by getting away from my everyday work and working in a different environment, I was able to offer opinions from a different perspective. The training camp allowed us to have serious discussions with people we don't usually have much contact with, so the different environment made for an intense two days. It is precisely because we are working in a different environment that ASNOVA's unique value is created and its unique culture is fostered. Please look forward to what's to come from ASNOVA!