We examined corporate approaches and attitudes toward human capital, using social exchange theory and organizational learning theory and drawing on the data obtained through (1) an overview of securities reports, (2) an interview survey with representatives of companies, and (3) a question-naire survey of employees. These three approaches clarified the following: (1) There are differences in the ways that companies approach human resources. (2) Companies that recognize the relationship between business strategy and human resources strategy and have already implemented initiatives to reconcile have established human resources indicators to check whether their human resources measures are functioning as expected; these organizations have constructed an overall story in this regard. (3) There are gaps between departments in the understanding of HR strategy, the relation-ship between HR strategy and business strategy may not be as strong as it is considered to be in HR departments, and those employees who understand HR strategy are more likely to be learning-oriented and to recognize that the purpose of internal human resource development is improving customer satisfaction and team performance.
