top of page
＜Elementary＞ Lesson No.34
Emergency Implementation of Talent Retention Measures at Overseas Subsidiary / 海外子会社の人材流出防止策の緊急実施
０．Greetings & Ice-break (2min.)｜挨拶と導入
0-1 Greetings
Let’s practice a short small talk that you can use to greet a business partner and start building a good relationship.
講師との挨拶を兼ねて、ビジネスパートナーと信頼関係を築くための短いスモールトークを練習してみましょう。
[Tips / 会話のヒント]
・Can you hear me clearly?
私の声はクリアに聞こえますか？
・How's your day going so far?
今日はどんな一日でしたか？
・Talk about one small topic (Work, Weather, News, Hometown, Sports event, etc.)
軽い話題について話しましょう（仕事、天気、ニュース、地元、スポーツイベントなど）
0-2 Introduction
In today’s lesson, we’ll learn about the following situation. Have you ever experienced something similar?
本日のレッスンでは以下のようなシチュエーションについて学びます。同様のシチュエーションを経験したことがありますか？
- If you have experience, please tell us what it was like, what was difficult, or what you learned.
経験があれば、どんな内容だったか、難しかったことや学んだことなどを教えて下さい。
- If you don’t have experience, try to imagine yourself handling that situation in English.
What do you think would be challenging?
経験がなければ、英語でその状況に対応しているところを想像してみましょう。どんなことが難しそうですか？
Situation / シチュエーション
A discussion between HR and subsidiary management about implementing emergency retention measures to prevent mass talent exodus at overseas subsidiaries.
競合他社の攻勢による海外子会社の優秀人材大量流出危機において、緊急的な引き留め策について人事部と子会社経営陣が話し合う場面です。
1. Read (2 min)｜型を学ぶ
Let's read the following key sentences aloud!
下記の文章や単語を順番に音読しましょう！
1-1 Basic phrases
１．We've prepared an emergency retention package that...（緊急の引き留めパッケージを準備した）
２．We're prepared to offer a 12 percent salary increase for...（...に12パーセントの昇給を提供する準備がある）
３．I'll get executive approval by...（...までに役員承認を取得する）
４．We've allocated 2 million USD for...（...に200万米ドルを配分した）
５．We've built in a contingency fund of...（...の予備資金を組み込んだ）
６．We're creating clear career ladders with...（...を伴う明確なキャリアラダーを作成している）
７．I'll have my team prepare the list of...（...のリストをチームに準備させる）
1-2 Essential words
１．explain（説明する）
２．increase（増加）
３．approve（承認する）
４．implement（実施する）
５．prevent（防ぐ）
６．consider（考慮する）
７．improve（改善する）
８．adjust（調整する）
９．monitor（監視する）
１０．provide（提供する）
2. Try (3 min)｜ロールプレイ練習
Let’s practice the role-play.
ロールプレイの練習をしましょう！
Situation / シチュエーション（Reference again）
A discussion between HR and subsidiary management about implementing emergency retention measures to prevent mass talent exodus at overseas subsidiaries.
競合他社の攻勢による海外子会社の優秀人材大量流出危機において、緊急的な引き留め策について人事部と子会社経営陣が話し合う場面です。
👨💼【Teacher / Subsidiary CEO】:
Thank you for coming on such short notice. We're facing a serious talent drain due to aggressive competitor offers. Can you explain how headquarters plans to support our retention efforts?
（急なお呼び立てにお越しいただきありがとうございます。競合他社の積極的なオファーにより深刻な人材流出に直面しています。本社が私たちの人材引き留めにどう支援する計画か説明していただけますか？）
🧑🎓【Student / HR Manager】:
I understand your concern. We've prepared an emergency retention package that includes salary adjustments and career development support. Let me explain the details and timeline for implementation.
（ご懸念は理解しております。給与調整とキャリア開発支援を含む緊急の引き留めパッケージを準備しました。実施の詳細とスケジュールについて説明させてください。）
👨💼【Teacher / Subsidiary CEO】:
What specific salary increase are you offering? Our competitors are providing 15 percent raises and signing bonuses. We need something competitive to keep our key people.
（具体的にどれくらいの昇給を提示されますか？競合他社は15パーセントの昇給とサインボーナスを提供しています。主要人材を維持するには競争力のある内容が必要です。）
🧑🎓【Student / HR Manager】:
We're prepared to offer a 12 percent salary increase for critical positions, plus performance bonuses up to 20 percent of annual salary. We'll also provide fast-track promotion opportunities for high performers. This approach balances immediate retention with long-term career growth.
（重要ポジションには12パーセントの昇給と、年収の最大20パーセントまでの業績賞与を提供する準備があります。また、ハイパフォーマーには昇進の早期機会も提供します。このアプローチは即時の引き留めと長期的なキャリア成長のバランスを取ります。）
👨💼【Teacher / Subsidiary CEO】:
The numbers sound reasonable, but timing is critical. We've already lost 8 engineers this month. How quickly can you approve and implement this package?
（数字は妥当に聞こえますが、タイミングが重要です。今月すでに8名のエンジニアを失いました。このパッケージをどれくらい早く承認し実施できますか？）
🧑🎓【Student / HR Manager】:
I'll get executive approval by the end of this week. We can start implementing salary adjustments within 10 business days after approval. For the promotion track, we'll set up review meetings next month. Speed is essential to prevent further losses.
（今週末までに役員承認を取得します。承認後10営業日以内に給与調整の実施を開始できます。昇進制度については来月にレビュー会議を設定します。さらなる流出を防ぐにはスピードが不可欠です。）
👨💼【Teacher / Subsidiary CEO】:
I appreciate the quick response. Please also consider local market conditions when finalizing the package. Our engineering talent here has specialized skills that are in high demand. Can you confirm the budget allocation for this initiative?
（迅速な対応に感謝します。パッケージを最終決定する際は現地の市場状況も考慮してください。当地のエンジニア人材は需要の高い専門スキルを持っています。この施策の予算配分を確認していただけますか？）
🧑🎓【Student / HR Manager】:
Understood. We've allocated 2 million USD for the first year, with additional budget available if retention rates improve. I'll work with your local HR team to adjust offers based on individual skill levels and market data. We'll also include relocation support and training budgets to make the package more attractive.
（承知しました。初年度に200万米ドルを配分しており、引き留め率が改善すれば追加予算も利用可能です。個々のスキルレベルと市場データに基づいてオファーを調整するため、現地人事チームと協力します。パッケージをより魅力的にするため、転居支援と研修予算も含めます。）
👨💼【Teacher / Subsidiary CEO】:
That budget seems tight given the scale of the problem. What happens if we need more resources mid-year? I want to avoid coming back for emergency funding later.
（問題の規模を考えるとその予算は厳しいように思えます。年度半ばでより多くのリソースが必要になったらどうなりますか？後で緊急資金を求めて戻ることは避けたいです。）
🧑🎓【Student / HR Manager】:
We've built in a contingency fund of 500 thousand USD for unexpected situations. If retention targets are met by the end of the second quarter, headquarters will approve additional funding for expansion. I'll also set up monthly check-ins to monitor progress and adjust our approach as needed.
（予期しない状況のために50万米ドルの予備資金を組み込んでいます。第2四半期末までに引き留め目標が達成されれば、本社は拡大のための追加資金を承認します。また、進捗を監視し必要に応じてアプローチを調整するため、月次確認会議も設定します。）
👨💼【Teacher / Subsidiary CEO】:
One more concern — several departing employees mentioned limited career paths as a reason for leaving. How will the promotion track address this issue long-term?
（もう1つ懸念があります。退職する従業員の何名かはキャリアパスが限られていることを退職理由に挙げています。昇進制度はこの問題に長期的にどう対処しますか？）
🧑🎓【Student / HR Manager】:
We're creating clear career ladders with defined milestones for each level. Employees will have visibility into requirements for advancement and receive regular feedback. We'll also offer cross-functional projects and leadership training to prepare high-potential staff for senior roles. This structure provides both transparency and real growth opportunities.
（各レベルに明確なマイルストーンを定めた明確なキャリアラダーを作成しています。従業員は昇進要件を可視化でき、定期的なフィードバックを受けられます。また、ハイポテンシャル人材を上級職に備えさせるため、部門横断プロジェクトとリーダーシップ研修も提供します。この構造は透明性と実際の成長機会の両方を提供します。）
👨💼【Teacher / Subsidiary CEO】:
Excellent. Let's move forward with this plan. I'll have my team prepare the list of critical positions by tomorrow. Please keep me updated on the approval process and let me know immediately if any obstacles arise.
（素晴らしい。この計画で進めましょう。明日までに重要ポジションのリストをチームに準備させます。承認プロセスについて最新情報を共有し続けてください。障害が生じたら直ちに知らせてください。）
3. Use (4 min)｜ロールプレイ & 実践（空欄補完）
Let's perform the role-play and fill in the blanks by translating the Japanese into English!
空欄の日本語を英語に訳しながら、ロールプレイを実践してみましょう！
Situation / シチュエーション（Reference again）
A discussion between HR and subsidiary management about implementing emergency retention measures to prevent mass talent exodus at overseas subsidiaries.
競合他社の攻勢による海外子会社の優秀人材大量流出危機において、緊急的な引き留め策について人事部と子会社経営陣が話し合う場面です。
👨💼【Teacher / Subsidiary CEO】:
Thank you for coming on such short notice. We're facing a serious talent drain due to aggressive competitor offers. Can you explain how headquarters plans to support our retention efforts?
🧑🎓【Student / HR Manager】:
I understand your concern. We've prepared an emergency retention package that includes salary adjustments and career development support. Let me ［説明する］ the details and timeline for implementation.
👨💼【Teacher / Subsidiary CEO】:
What specific salary increase are you offering? Our competitors are providing 15 percent raises and signing bonuses. We need something competitive to keep our key people.
🧑🎓【Student / HR Manager】:
We're prepared to offer a 12 percent salary ［増加］ for critical positions, plus performance bonuses up to 20 percent of annual salary. We'll also ［提供する］ fast-track promotion opportunities for high performers. This approach balances immediate retention with long-term career growth.
👨💼【Teacher / Subsidiary CEO】:
The numbers sound reasonable, but timing is critical. We've already lost 8 engineers this month. How quickly can you approve and implement this package?
🧑🎓【Student / HR Manager】:
I'll get executive approval by the end of this week. We can start implementing salary adjustments within 10 business days after approval. For the promotion track, we'll set up review meetings next month. Speed is essential to ［防ぐ］ further losses.
👨💼【Teacher / Subsidiary CEO】:
I appreciate the quick response. Please also consider local market conditions when finalizing the package. Our engineering talent here has specialized skills that are in high demand. Can you confirm the budget allocation for this initiative?
🧑🎓【Student / HR Manager】:
Understood. We've allocated 2 million USD for the first year, with additional budget available if retention rates ［改善する］. I'll work with your local HR team to ［調整する］ offers based on individual skill levels and market data. We'll also include relocation support and training budgets to make the package more attractive.
👨💼【Teacher / Subsidiary CEO】:
That budget seems tight given the scale of the problem. What happens if we need more resources mid-year? I want to avoid coming back for emergency funding later.
🧑🎓【Student / HR Manager】:
We've built in a contingency fund of 500 thousand USD for unexpected situations. If retention targets are met by the end of the second quarter, headquarters will ［承認する］ additional funding for expansion. I'll also set up monthly check-ins to ［監視する］ progress and ［調整する］ our approach as needed.
👨💼【Teacher / Subsidiary CEO】:
One more concern — several departing employees mentioned limited career paths as a reason for leaving. How will the promotion track address this issue long-term?
🧑🎓【Student / HR Manager】:
We're creating clear career ladders with defined milestones for each level. Employees will have visibility into requirements for advancement and receive regular feedback. We'll also offer cross-functional projects and leadership training to prepare high-potential staff for senior roles. This structure ［提供する］ both transparency and real growth opportunities.
👨💼【Teacher / Subsidiary CEO】:
Excellent. Let's move forward with this plan. I'll have my team prepare the list of critical positions by tomorrow. Please keep me updated on the approval process and let me know immediately if any obstacles arise.
4. Challenge (7 min)｜応用実践
Let's perform the role-play and fill in the blanks by translating the Japanese into English!
空欄の日本語を英語に訳しながら、ロールプレイを実践してみましょう！
*Let's practice this part repeatedly until we can speak it smoothly.
このパートはスムーズにスピーキングできるようになるまで繰り返し練習しましょう。
Situation / シチュエーション（Reference again）
A discussion between HR and subsidiary management about implementing emergency retention measures to prevent mass talent exodus at overseas subsidiaries.
競合他社の攻勢による海外子会社の優秀人材大量流出危機において、緊急的な引き留め策について人事部と子会社経営陣が話し合う場面です。
👨💼【Teacher / Subsidiary CEO】:
Thank you for coming on such short notice. We're facing a serious talent drain due to aggressive competitor offers. Can you explain how headquarters plans to support our retention efforts?
🧑🎓【Student / HR Manager】:
I understand your concern. ［給与調整とキャリア開発支援を含む緊急の引き留めパッケージを準備しました。］ Let me explain the details and timeline for implementation.
👨💼【Teacher / Subsidiary CEO】:
What specific salary increase are you offering? Our competitors are providing 15 percent raises and signing bonuses. We need something competitive to keep our key people.
🧑🎓【Student / HR Manager】:
［重要ポジションには12パーセントの昇給と、年収の最大20パーセントまでの業績賞与を提供する準備があります。］ We'll also provide fast-track promotion opportunities for high performers. This approach balances immediate retention with long-term career growth.
👨💼【Teacher / Subsidiary CEO】:
The numbers sound reasonable, but timing is critical. We've already lost 8 engineers this month. How quickly can you approve and implement this package?
🧑🎓【Student / HR Manager】:
［今週末までに役員承認を取得します。］ We can start implementing salary adjustments within 10 business days after approval. For the promotion track, we'll set up review meetings next month. Speed is essential to prevent further losses.
👨💼【Teacher / Subsidiary CEO】:
I appreciate the quick response. Please also consider local market conditions when finalizing the package. Our engineering talent here has specialized skills that are in high demand. Can you confirm the budget allocation for this initiative?
🧑🎓【Student / HR Manager】:
Understood. ［初年度に200万米ドルを配分しており、引き留め率が改善すれば追加予算も利用可能です。］ I'll work with your local HR team to adjust offers based on individual skill levels and market data. We'll also include relocation support and training budgets to make the package more attractive.
👨💼【Teacher / Subsidiary CEO】:
That budget seems tight given the scale of the problem. What happens if we need more resources mid-year? I want to avoid coming back for emergency funding later.
🧑🎓【Student / HR Manager】:
We've built in a contingency fund of 500 thousand USD for unexpected situations. If retention targets are met by the end of the second quarter, headquarters will approve additional funding for expansion. I'll also set up monthly check-ins to monitor progress and adjust our approach as needed.
👨💼【Teacher / Subsidiary CEO】:
One more concern — several departing employees mentioned limited career paths as a reason for leaving. How will the promotion track address this issue long-term?
🧑🎓【Student / HR Manager】:
We're creating clear career ladders with defined milestones for each level. Employees will have visibility into requirements for advancement and receive regular feedback. We'll also offer cross-functional projects and leadership training to prepare high-potential staff for senior roles. This structure provides both transparency and real growth opportunities.
👨💼【Teacher / Subsidiary CEO】:
Excellent. Let's move forward with this plan. I'll have my team prepare the list of critical positions by tomorrow. Please keep me updated on the approval process and let me know immediately if any obstacles arise.
\ If you have some extra capacity, give it a try（余力があればやってみましょう）/
5. Real-world application (5 min)｜実務応用
Let's speak freely with the phrases and flow we learned today. If you can, imagine your real job—it makes practice more effective.
本日学習した単語やフレーズ、会話の流れを思い出しながら、自由に話してみましょう。可能であれば、自身の実務を想像しながら話すと効果的です。
Situation / シチュエーション
A subsidiary is losing key talent to competitors offering better compensation and career opportunities.
The HR manager must explain the emergency retention plan and secure quick approval from the subsidiary CEO.
海外子会社が、より良い報酬とキャリア機会を提供する競合他社に主要人材を失っている。
人事マネージャーは緊急引き留め計画を説明し、子会社CEOから迅速な承認を得なければならない。
👨💼【Teacher / Subsidiary CEO】:
We're losing our best people to competitors. What retention measures can headquarters offer right now?
（最優秀人材を競合他社に奪われています。本社は今すぐどのような引き留め策を提供できますか？）
🧑🎓【Student / Your Role】:
(Free Speaking based on today's lesson)
Hints / ヒント
１．Explain the retention package details（引き留めパッケージの詳細を説明する）
２．Describe the salary adjustment plan（給与調整計画を述べる）
３．Confirm the budget allocation（予算配分を確認する）
４．Present the career development structure（キャリア開発構造を提示する）
※This is not a role-play. Please speak until you finish your thoughts.
このパートはロールプレイ形式ではありません。最後まで通して話してみましょう。
6. Wrap-up (2 min) ｜レッスンの振り返り
Let's review today's lesson with your teacher!
今日のレッスンについて講師と振り返ってみましょう！
6-1 Comments from student
・Good points / 良かったところ・上手くできたところ
・Things to work on / 今後強化したいところ
6-2 Feedback from teacher
・Good points / 良かった点
・Things to work on / 今後の強化ポイント
・What to review / 復習ポイント
*6-3 Questions from student (if any)
Japanese translation（日本語訳）
1. Read (2min)（型を学ぶ）｜基本フレーズ
2. Try (4min)（ロールプレイ練習）｜型を使った練習
Let’s practice the role-play.
ロールプレイの練習をしましょう！
3. Use (7min)｜応用
Let’s perform the role-play and filling in the missing English!
英語を補完しながら、ロールプレイを実践してみましょう！
4. Challenge (7min)｜実践
Let’s perform the role-play and filling in the missing English!
英語を補完しながら、ロールプレイを実践してみましょう！
5. Wrap-up (3min) – レッスンの振り返り
"Let’s review today’s lesson with your teacher!”
「今日のレッスンについて講師と振り返ってみましょう！」
5-1. Comments from Student
- Good points / 良かったところ・上手くできたところ
- Things to work on / 今後強化したいところ
5-2. Feedback from Teacher
- Good points / 良かった点
- Things to work on / 今後の強化ポイント
- What to review / 復習ポイント
5-3. Question from Students (If any)
bottom of page