結果として応募数の向上及び応募の質、内定承諾率が高まり、6カ月で1人入社ペースから、三カ月で3人のペース入社に向上
正社員x名の時間管理や賃金・賞与の管理、社員の能力・意欲を最大限に引き出すインセンティブ・プランの企画（賞与枠の透明化、社員持株会制度の導入、マネジメント会議の議事録の共有 ）、労使関係管理（従業員個々人の不満対策）を行う
aとしてx業界の約x社の未公開企業を担当し、全国に存在するベンチャーの類似性の検証などビジネスモデルの分析し、調査レポートの作成を行った
As a result, the quality of applicants and the informal appointment rate have improved and the employees' joining pace goes up from one in every six months to one in every three months.
We have carried out labor time, wages and bonuses management of x official employees, the incentive plan to maximize the potential and the willingness of employees(the transparency of bonus frame, the introduction of employees' stock ornership system, the share of management meeting ) and employer-employee relationship management( mesures against complaints of each employee) .
As a, we also superintended around x non-public companies of x industry, analysed business models by verifying the similarity of ventures existing in the country and made out the search report.
