Four ways to develop autonomous human resources who can think and act on their own

by | Jun 22, 2021 | Management , Training  | 0 comments

In business, there is a need for autonomous people who can think and act on their own according to the situation, not just people who can follow instructions.

If there are currently not enough autonomous people in your company, then perhaps those in charge of human resource development should review their training methods so that they can become autonomous people. In this article, we will introduce the characteristics of autonomous human resources that companies are looking for and the key points for their development.

What is an autonomous human resource? Three characteristics that apply to autonomous human resources

There are many different types of people in the workplace, but if we focus on how they approach their work, there are two main categories.

The first is the so-called dependent type of person, who works under instructions. The second is the dependent type of person, or the autonomous type of person.

Although the specific definition differs from company to company, it is better to imagine people who can think and act on their own rather than passively, or people who can make efforts to solve problems.

In this section, we will introduce the characteristics of a person who falls under the category of autonomous human resources.

1. Ability to make decisions and judgments

Autonomous people are always aware of what goals they need to achieve through their work, not just what work they need to do. As a result, they are able to make decisions and judgments on the spot in order to achieve their goals.

Also, because they are aware of the goal, they can immediately answer the question, “What should I do? He is not only an excellent subordinate, but also has the qualities of a good boss.

2. A sense of responsibility

Another characteristic of autonomous people is that they have a strong sense of responsibility for their own work. This sense of responsibility is due to the fact that they do not simply do what others tell them to do, but take the initiative to think and work on their own.

Because they are aware that they have made their own choices, autonomous people have a strong sense of responsibility. As a result, they have a strong sense of responsibility, and because they take responsibility for their work, they are skilled at executing their work, and the quality of their work itself is high.

3. Originality

No matter how wonderful the past successes may have been, the same methods and ways of doing things will not always work. Due to the flow of the times and changing needs, past methods may no longer be suitable.

That is why we need people with originality who can devise ways to make things better without being dragged down by the past.

Autonomous human resources are those who can not only follow instructions, but also have the ingenuity to change the way things have been done in the past. The more autonomous human resources that can generate new ideas and better management strategies, the more active the organization will be and the more growth we can expect as a company.

How to develop an autonomous workforce

Autonomous people with the characteristics we have discussed so far do not exist conveniently. In order to achieve the goals of the company, it is necessary to develop autonomous people. Next, let’s take a look at how to develop autonomous personnel and the key points to consider.

Define what an autonomous person looks like

The general image of autonomous personnel is not necessarily a positive one for a company. In order to develop the autonomous human resources that your company needs, you need to develop autonomous human resources that fit your company.

In order to start developing them, it is important to define the autonomous human resources for the company. There are two ways of defining autonomous human resources: from the perspective of management strategy and from the perspective of the company’s human resources.

How to define autonomous human resources from the perspective of the company’s management strategy
One way is to define them based on the company’s management strategy. For example, if a company has placed new business or business model innovation as its management strategy, it will need more original human resources. Think about what kind of human resources are needed based on the management strategy.

How to define from the autonomous human resources in your company
The other method is to select autonomous personnel from among employees. The second method is to select autonomous personnel from among employees. Analyze the skills, way of thinking, and behavior of the selected individuals, and define them in concrete terms.

Communicate the company’s vision

In order to utilize autonomous human resources, it is necessary to communicate the company’s vision and have them set clear goals. This is because if the direction of the company is unclear, employees will have doubts and distrust, and it will be difficult for them to move toward the goal.

It will be important to communicate the company’s vision and encourage employees to have an affinity with the vision and philosophy. There are several ways to do this, such as conducting training on how to instill the company’s philosophy, or creating opportunities for employees to talk with upper management.

Creating an environment where employees can work with peace of mind

In order for autonomous human resources to fulfill their potential, it will be necessary to improve the internal environment.

On the software side, it is important to create an environment where employees feel it is okay to make mistakes, an environment where they are not discouraged from trying new things, and an environment where supervisors give feedback to their subordinates on whether they are doing what is expected of them.

On the hardware side, we should also start reviewing the evaluation criteria, adding evaluation of challenges as well as results.

In order to create a comfortable working environment, you can use the SNS-type goal management tool .Why not incorporate Goalous ?

Goalous is an open-goal-based goal It is a tool that makes it easy to visualize goals with open goals and to check activities with evaluation functions. It is also useful for realizing actions based on a common sense of purpose and fair evaluation, which may help develop autonomous human resources.

Goalous also holds free seminars to help develop human resources. seminars that are useful for human resource development. Why don’t you take advantage of these seminars and take an active role in developing autonomous human resources?


Many companies are looking for autonomous human resources. Hiring people with unique characteristics is one way to do this, but what is even more important is to develop employees into autonomous people who are suited to the company and to create the groundwork for autonomous people to play an active role.