Leap Co., Ltd.
Creating Sustainable Success through Human Resource Development

Leap Inc. is on a mission to foster business success by harnessing the power of data and scientifically validated strategies. Through meticulous evaluation and analysis of employee performance, Leap develops potent, evidence-based human resource development tactics aimed not just at elevating individual performance, but cultivating a resilient, thriving learning ecosystem. With Leap by their side, businesses are primed to spring toward success.

“Our aim is to proactively shape strategic talent development initiatives by anticipating shifts in the business landscape, especially in response to the burgeoning digital transformation wave. We are also tuned into the increasing necessity for businesses to digitalize employee performance metrics, ensuring they remain abreast with the changing times,” says Megumi Araki, board director of Leap.

Two key methodologies are at the heart of Leap’s approach – Human Performance Improvement (HPI) and Instructional Design (ID).

While HPI is used to solve organizational management issues from a human resources development perspective, ID helps in designing, developing, and evaluating effective, efficient, and attractive education and training programs. The ID approach encompasses a continuous process involving five stages; Analysis (A), Design (D), Development (D), Implementation (I), and Evaluation (E), also known as the ADDIE model. This process promotes a continual improvement cycle to solve individual and organizational learning issues, meeting the needs of both the learners and their organizations.

When it comes to client collaboration, the process is rooted in detailed performance analysis. This dual approach assists in identifying the discrepancies between the current and desired state of employees, along with the underlying causes of these gaps, to design targeted interventions that produce measurable results.

The journey begins with performance analysis, a rigorous process that employs both quantitative methodologies such as questionnaires, and qualitative techniques such as interviews and behavioral observations. At this stage, Leap applies its rubric scoring tool, a matrix that quantifies and visualizes employee performance levels. The Leap Rubric is a standardized measure of business performance and skills, including business negotiation skills, developed based on educational engineering theory and in-depth analysis of business performance. The Leap Rubric has been introduced in pharmaceutical and IT companies, and has been used in more than 20,000 evaluations. It is not limited to business negotiation skills, but can also be used to evaluate all business communication skills (coaching, facilitation, etc.) based on problem-solving, and has accumulated a wealth of experience.

The rubric scoring system does not only serve as an evaluation tool but can also be used as a development tool during on-thejob training (OJT). It aids in verbalizing performance goals that create descriptive indicators aligned with a company’s success parameters. As a result, it allows for a more comprehensive and context-specific evaluation of employee performance and development.

In parallel with the evaluation, Leap also conducts a performance analysis to identify discrepancies between the current and desired skill sets. The team uses a variety of research methods to decipher learning challenges, including big data analysis for evaluation scores and employing ethnographic methods for insight analysis. A notable example is Leap’s SkillPalette. SkillPalette is a learning DX service with AI analysis capabilities for analyzing business dialogue and extracting issues. This service provides skill evaluation, issue extraction, learning environment, and on-the-job training environment all in one package to improve employees’ business negotiation skills, thereby realizing skill development that leads to results. By objectively evaluating and analyzing employees’ business negotiation skills and growth status, and identifying strengths and challenges, the service assists management in formulating appropriate human resource allocation and training plans (Human Capital Management). We also analyze performance data and propose appropriate reskilling programs in order to respond to rapid changes in the business environment and technological innovation. This will improve employee capabilities and enhance the competitiveness of the organization.

A range of businesses benefit from this all-encompassing approach, notably the pharmaceutical sector. Pharm companies are known to receive multi-faceted data from many research companies, but the information often lacks relevance for practical HR applications. Since the data is not tailored for HR needs, it can be challenging for trainers, as it does not directly connect with necessary employee skills or knowledge. Leap sets itself apart by focusing on performance-based data for HR and training purposes. The insights derived from Leap’s approach are therefore more practical, actionable, and tailored for understanding employee capabilities and shaping talent development strategies.

In an era when businesses are under pressure to rapidly digitalize workplaces and adapt to a constantly changing social environment, Leap’s services have never been more vital. By fostering a culture of evidence-based decision-making and data-driven strategies, Leap supports companies achieve their business goals.