株式会社セルム(CELM)
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株式会社セルム(CELM)

創発ラボ

SOHATSU (Emergence) Labo. is an Incubation Department that takes advantage of CELM’s business models to develop services which meet the demand from clients and markets with unmet needs.

Since its foundation, CELM Group has been setting clients’ needs as the starting point of every service, drawing up projects together with external professional partners who can respond to the needs, and thereby developing the business models for providing the “eigensolution” necessary for clients. We have kept finding new professional partners in order to respond to the increases and changes of clients’ needs, and, along with the business models, CELM Group has kept evolving.

CELM Group will keep developing projects where “Initiative-Taking individuals” and “Emergence Company” connect across the borders called “department/section” and freely and vigorously take on challenges for new creation. We would encourage you to contact us if you would like to empathize with each other and challenge the creations.

Current Projects in SOHATSU Labo.

Prolancer

Toward the Progress and Solution For Important Cases That Cannot Be Fully Solved By In-House Human Resources
“External Professional Human Resources” Can Be Of Flexible Use

“Prolancer” is a collective term referring to “human resource with expertise who is not employed fulltime by only one company but makes an independent living or who chose to work, while making use of sideline system in the company, to provide multitiered values to multiple clients/affiliates.”

Prolancer is:

No.1

A “professional,” while having strong aspirations of independence, who has valuable expertise and keeps improving the expertise.

No.2

People who are active as “freelance” providing their market values to multiple clients/affiliates in response to the needs in each case.

No.3

A ”pro,” not only providing the expertise which matches the consideration to be paid, but also making clients feel it is wonderful to work with them by “spreading happiness around,” “thinking deeply and persistently,” “showing the personality which makes others hope to emulate it,” and “igniting the sprits of people who got involved.”

These three items are key requirements for “Prolancer.”

Prolancer can be of use for inexperienced tasks such as tasks on which an organization has never worked before, or tasks to be worked on with more sense of speed than ever. With the use of Prolancer, who is an external professional human resource, for tasks that is unmanageable for in-house staffs, important issues can be addressed at a relatively low cost. At the same time, the know-hows can be accumulated in the organization, and the growth of members in the organization can be enhanced.

HRD Actlogy

In a disciplined atmosphere like a training program, data for measuring the market value of participants is accumulated and analyzed to estimate the capability of each participants.

“HRD Actlogy” is a collective term of “Technology to activate human resource development.” It has the meaning of seeking the Development which accelerate positive cultivation and growth of human resource, and it targets not the entire HR but human resource development area (HRD). It represents the objective to “activate (start-up/encourage/enable)” the HRD, and the words “activation” and “technology” are combined to create the term “Actlogy.”

The actual site of a corporate training program has participants from diverse departments/profession in non-ordinary space, and they compete in the same condition (ex. Information volume/time and space/absence of their superiors and organizational inertia). In such situation, the participants will be questioned in a fair manner over whether they can show their strengths of competency and perspectives/viewpoints and cogitation that are not required at ordinary times. Therefore, the actual site of a corporate training program is rich in valuable data that can be collected only there. Such data includes assignments, Q&As, actions in group works, products, questionnaires, simplified surveys by participants, contents of proposal and presentation skills, and so on and so forth.

Collection and analysis of such data make it highly possible to estimate the potential of each individual, the style of each organization, and the challenges of individuals and organization. We expect to use such valuable big data, which can be collected at no other opportunity but the actual site of a training program, for future human resource development/organizational development/management development. Therefore, we now would like to develop “HRD Actlogy” services with the use of technology.

Young Talent Management

Find students with “potential to carve out the future” of companies and society, and provide the consistent talent management throughout finding-recruitment-training

CELM Group has been working on developing young human resources including from prospective employees to forepersons (approx. 3rd to 5th year of employment) for a long time, and in the future, CELM Group will expand its service area to recruitments and develop/provide CELM’s unique new service “Young Talent Management.”

“Young Talent Management” aims at achieving the followings:

Step 1

Finding potentially talented individuals with promised bright future and providing true opportunities for them to meet up with companies

By reaching beyond the limit of screening process in which both candidates and recruiters make up their minds through formal internships or in a time-pressured situation, we produce true opportunity of meeting up through “empathy through collaborative experiences.”

Step 2

Developing a top recruiter who will be responsible for recruiting young human resources

Principal role of the recruitment activities in offer-style recruitment era has been changing from human resource department to recruiters in each company.
By training recruiters, we foster individuals who can project the quality of a company into their fascination to draw new members into the company.

Step 3

Building the system of giving young human resources experiences and training them early with fast-track program after their joining the company

The operation of leader screening will be started at an early stage to accumulate the performance data of young talented human resources and assign each of them with optimal growth opportunities.

Leaders Career Camp
“TEX”

Find students with “potential to carve out the future” of society with our original approach and create the opportunities to meet leaders-to-be human resources through “authentic experiences”

“TEX” is a coined acronym consisting of the initial letters of “True Experience” and is a camp-style program conducted as a “Development and Recruitment” program for companies, in which the leadership development of employees of recruiting companies (Development) is linked to the activities of recruiting students (Recruitment).

In “TEX,” as a short-term project work, students and company’s employees visit a particular region, conduct hearings with local business entities, local government and local residents about current issues/state. And, with a sense of ownership, they make a proposal to those local business entities, local government and local residents with regard to “What can be done.”

On the company’s part, company’s employees foster their own leaderships, personal magnetism and aspirations by playing the leading role of students and being a role model for attending students in the camp. Through the process of exerting a good influence on students, the employees show their performances as “leaders.” And, through such hands-on opportunities, they are expected to grow as “Ace Recruiters” attracting students who can be potential human resources for the company in the future.

As for attending students, they can learn a lot from a project work by facing and addressing the challenges together with company’s employees during the camp. At the same time, they will be able to obtain firsthand information about the company, learn deeply about working itself and perspectives on work through the interaction with company’s employees who can be their role model, and thereby they can unfold options for their future. Furthermore, it will be possible for them to gain the chance of developing interests in business fields or companies they never have thought of or had any interests for the coming job-hunting endeavors.

Leader-To-Be Human Resource Development
→ Enhancement of Recruitment

Addressing Social Agenda
Leaders Career Camp

Find and Grow Potential
→ Recruiting Young Leaders

NANAIRO

We are the partner agent promoting the employment of people with disabilities in companies
-Expanding the possibilities of people with disabilities and companies-

Regarding the employment of people with disabilities, it is necessary to consider the realization of diverse work styles, including those with disabilities, from the perspective of the entire company, regardless of whether the statutory employment rate has been achieved or not. In employment of people with disabilities who are in a position to consider not only sociality but also economic efficiency and company-likeness, we will once again redefine the way (vision for employment of people with disabilities) and goals, and improve productivity and high happiness. We need to seriously aim for realization.
Utilizing the experience and knowledge of employment support for persons with disabilities in many companies, while drawing together the vision, goals, and promotion process of employment of persons with disabilities of each company, we will "develop and hire occupational areas" as a partner agent for employment of persons with disabilities from a corporate perspective. We provide total support for "establishment and success support".

[Main services (the following of some)]

▷ Recruiting service for people with disabilities (recommendation to companies, holding joint interviews)

▷ Organizational development service to support the retention and success of people with disabilities

▷ Diagnosis of employment organization activity for persons with disabilities (NANAIRO diagnosis)

▷ Consulting such as employment planning for persons with disabilities / occupational development / establishment of centralized departments / contracted departments / recruitment support / creation of a home employment system for persons with disabilities

▷ Training for accepting people with disabilities (workplace unit / management level)

CONTACT

For any questions or consultation, please contact us from the following.