(46:38) Please share your presentation with us, and we'll share the screen with you. We're taking this opportunity to look back at the past technical PR initiatives of both LINE and Yahoo. I would like to take this opportunity to look back at the past PR activities of both LINE and Yahoo.
(47:44) While many companies are focusing on outward-facing activities, with the LeBre as a technology candidate, LINEyahoo is also focusing on strengthening in-car communication. After working as a front-end engineer and marketing manager at a company, I joined the Developer Success Team at LINE in September 2009. I am responsible for tech branding training and technical conference management for the engineering organisation, as well as the development of the internal technical community through events, blogging and videos. I have been involved in the technical community outside of the company, and have been supporting the machine-building organisation since October 1, 2023.
(48:49) and Yahoo. I'm a member of the Google Developer User Group, an organizer of Humatech Maker Tokyo, and a lecturer in various technical communities, and I like to be active in engineering organizations and technical communities. I've been preparing for the day of the merger by launching various projects so that all the engineers can play an active role in the new engineering organisation. And what should we do as Lebre, as we work towards 1 October in the Rhea winds of Debrecen.
(49:57) I'd like to talk about what we've done and what we're going to do, and I'd like to teach you as much as I can about what we're going to do today. The first thing I would like to talk about today is the introduction of the new company and the history of in-car communication between LINE and yoo, mainly about the new organisation and culture of LINE Yahoo, and the fourth thing I would like to talk about is Debrecen, who I think has different attributes from each other, but today I would like to bring back to you all the information I have today.
(The fourth thing I want you all to take away from today is that the role of a debrecen is an important role in building a debrecen. The most important thing to remember is that the company's employees are not only the ones who are responsible for the company's success, they are also the ones who are responsible for the company's success. I don't expect that sharing our initiatives will be helpful for everything, but I would be happy if you could take something away from our initiatives and use it in your own organisations.
(53:15)
(53:15) Our mission is to provide surprises and inspiration to people's everyday lives, whether it's an extraordinary month or an emergency. The number of monthly active users for the entire group has increased to 320 million as a result of the merger, and the number of employees of LINEYo has increased to 28,000. The company's name is also used to refer to the company's name, which is a reference to the company's history, its history, and the company's history of growth.
(54:21) years later, in 2019, we will expand our key business areas as Z Holding, and in the same year, we started a partnership with fashion brand ZO, and in 2021, we merged with LINE, and in 2022, we became a subsidiary of payment service payp, and in 2023, we will become a subsidiary of payp. The following year, LINEyahoo was added to our group structure, and I'd like to share with you a brief overview of the structure of our group. The services we provide are LINE, a communication application, and Yahoo JAPAN, a predictive internet service. The services that LINEyahoo had will continue to be operated by LINE and YahooJAPAN.
(55:26) The services that LINEyahoo had and LINE and Yahoo Japan have been combined to create a new company with even more services. The company system itself has undergone a major change to this structure of the engineering organization. The company system itself is very different from the structure of the engineering organization, so I'll just give you a brief introduction here.
(56:30) Impression and surprise are the core values that Yahoo has cherished for many years before the merger and should continue to cherish in the future. We are never satisfied with a score of 100, but we want to continue to deliver more than 120 impressions to the guilty, which is the mission. User First refers to the mindset that all employees value, and Yarigeki is the guideline for individual behavior that is essential to realizing the mission.
(57:34) The team of a select few is a team of individuals who have come together as a team to work together. The first one was the LINE Developer Day in 2015 and the second one was the YAHOO Developer Day in 2016. The first one was in 2015 with the LINE Developer De and the second one was in 2016 with the yooJAPAN Tech Conference.
(58:37) , which they co-hosted together, and the following year LINEyoo merged and became one company this year. The main focus was on technical branding and PR to build and strengthen LINE's technical image and brand, media and event planning and management, and helping developers to improve their skills and knowledge through in-car support and training.
(We have also been working to promote a culture of engineering and engineering culture to help develop a better product by promoting a shared engineering culture and values. We have also been working to promote an engineering culture in order to help develop a higher level product, and we have assigned a person to each department to work with the engineering recruitment organisation to share recruitment issues and plan and manage technical outputs and events. We were able to quickly pick up on issues on the response side and in the engineering organization and quickly implement solutions to them.
(1:00:47) The first was to increase the output of the various engineering organisations at LINE, the second was to build a system that would make it easier for people to output, and make them want to do so, the third was to brand LINE's advanced technical capabilities, and the fourth was to increase awareness and understanding of the development organisation and the people who work there, and finally, to solve the problems of the engineering organisation. The first of these was to increase awareness and understanding of LINE's various technical fields and the people who work in our development organisation. We also published interviews in the external media about the various technical fields and the work of the organisation, as well as on the LINE Engineering Blog, which I'm sure you've all heard of. We are also working on strengthening the output of our engineers and technical organisations.
(1:01:51) The aim was to build a system that would make it easier for engineers and technical organisations to produce and disseminate information internally and externally by assimilating their output through the creation of a system that would make it easier for them to publish technical information on their blogs. We also organised events to increase the output of the organisation in the technical area and to get to know the various developers, as well as sponsoring technical events, such as our own Line Developer Meetups, community events and other action events. We also held in-car events, community events, in-house events and community events, which were aimed at building a framework that would make it easier for engineers and technical organisations to want to put their ideas forward, and also to provide a place where they could make their ideas about doing and presenting events a reality. (1:02:57) Engineers and engineers are encouraged to present outside the company.
(1:02:57) We also provide consulting support for engineers and support them when they want to output. We also organise events such as Iskcon to improve our image and contribute to the industry. The role of LINE is not only to build a technical brand for the outside world, but also to support the output of engineers.
(For example, we organised events such as DevOpenTalk, where leaders and engineers could interact to solve problems faced by engineering organisations, and we also organised media such as wjp news to improve the distribution of information in engineering organisations. The size of the organisation had become so large that it was difficult for engineers to communicate with each other and for information to reach them, so we planned and implemented initiatives to facilitate this. We aim to create an environment and organisation where engineers can work with a sense of anger.
(1:05:10) We've been focusing on creating an organisation that engineers want to work in and want to be a part of. The main activities are the implementation of internal media and events to improve the results of relationship-building tasks, as well as events to support the acquisition of highly sensitive creators for Yahoo! The first is to help creators shine even brighter, the second is to help them achieve better results in their work, and the third is to help them improve their results in their work.
(1:06:18) The first is support for creators to shine even brighter, the second is support that leads to improved business results, and the third is support that leads to the acquisition of more creators. The first is to increase the number of creator students who want to work for Yahoo JAPAN and to contribute to the recruitment process. We also put a lot of effort into the YahooJAPAN Tech Blog, which is a temperature media, to introduce our initiatives and ideas as a tech company to people outside the company, and we were particularly active in supporting the writing of the blog. The Yahoo Developer Network introduced technical resources to the outside world.
(1:07:22) The Advocate was a way to introduce our efforts to the outside world that we couldn't convey in the individual technology container area. The purpose of these events was to increase the number of creators and students who wanted to work for the Deck Company, and also to sponsor technical events. These in-house and community events were held to support study groups and community building so that creators could shine even brighter, and to help mature the creator mindset. And yahoJAPAN's
(1:08:27) After the yooJAPAN Tech Conference, a big conference held once a year to introduce the tech company's initiatives to the outside world, Brel was also responsible for the planning and management of the Techbirth events held with LINE. The company's products and services are also used in a wide range of fields, including the planning and management of the White U, which provides students with the opportunity to exercise their imagination and develop into creators, and the planning and management of events such as the Open White Day, which also casts a shadow over innovation. The company's role at Yahoo was not only to support the outward-facing activities, but also to create a place for creators to shine. (1:09:31) It's all about creating a place for creators to shine.
(1:09:31) Developer's Designer's Meetings - events that convey the top management's message, and media that introduce the company's approach as a tech company, such as the Developer's Designer's Dashboard, where in-car creators are informed about the company's technical initiatives and ideas. The mission of the activities is to create a place for Yahoo creators to shine by communicating their activities both inside and outside the company. The mission of our activities is to create a place for Yahoo creators to shine by communicating their activities both inside and outside the company.
(The role of Brel is to build relationships with creators as an organisation that is oriented towards both the inside and outside of the car. The first difference between the two is the position of the target audience for our devlel activities. The first difference between the two is the position of the target audience of Debrille's activities: LINE targets engineers only, while Yahoo targets creators, including engineers and designers, and our activities are divided into two main categories: events and media.
(1:11:41) And then there are the various projects, each of which has its own unique characteristics and objectives, which can be broken down in the diagram below. The two companies have a lot in common in terms of their missions: LINE aims to be an organisation where engineers can work with pride, while Yahoo's mission is to create a place where Yahoo creators can shine. The mission of Devil is to protect engineers and creators, and the ultimate mission is to make them proud of their work and to help them step forward and shine. This is the common idea and this is what we have in common.
(The new engineering organization is headed by, from left to right, cto's paibi and cto's paibi and cto's paibi and cto's paibi, and cto's paibi and cto's paibi and cto's paibi and cto's paibi and cto's paibi and cto's paibi and cto's paibi. The new head of the engineering organisation is, from left to right, Paibi and Sabi from the cto, Nakahara from the vpoe who manages the infrastructure group, Ikebe from the vpoe who manages the product development group and Kokubou from the vpoe who manages the technical management group. As introduced in the Management Structure section, we have introduced a company system for each business area to promote rapid service development and accelerate independent growth by exceeding our authority.
(This product is generally regarded as a rust product, but at L-Yaf we refer to both the service product and the platform product. The most important part of setting up a new organisation is to define what standards and values will form the basis of the organisational culture, as well as the mutual respect that will be built around them. The most important thing in launching a new organisation is to define the standards and values around which you will build your organisational culture, as well as mutual respect.
(1:14:55) Culture and mindset are more than just words, they are the source of strength when facing problems, and they are the source of strength when facing problems, and they are the source of strength when facing problems, and they are the source of strength when facing problems, and they are the source of strength when facing problems, and they are the source of strength when facing problems, and they are the source of strength when facing problems, and they are the source of strength when facing problems, and they are the source of strength when facing problems. The first step is to respect and understand each other's corporate culture before the merger takes place, and then to jointly build a new culture that all engineers feel comfortable with. The first is "take ownership be open", the second is "trust and respect", and the third is "tech-ownership", which means taking ownership of the project and actively engaging with the various stakeholders.
(E-Open means to collaborate with an open mind and to place importance on sharing information inside and outside the vehicle. The three keywords are at the heart of the culture of engineers at LINE. The company's mission is to provide the best possible service to its customers, and to help them achieve their goals.
(1:17:04) We've also started to be more open to the outside world, which is what makes up the creator mindset at Yahoo, and I'm sure you've felt it too. The three key phrases for the formation of a new culture and mindset by combining the best parts of both cultures are being seriously considered. This new culture will inherit the essence of both, but will also be a new step forward. What kind of culture, what kind of words will be used and which parts will be fused together?
(1:18:09) I hope you will look forward to seeing what the new LINE Yahoo will look like. We are currently considering how we should approach our activities and what our goals should be, but at this stage we have already decided what our goals are, so I would like to share with you what we have decided to do. The first thing I'd like to share with you is the content of the actions that we've taken in the last few months, and the actions that we've taken on LINE and Yahoo on the left and right.
(The blog and the YahooJAPANtch blog have been rebranded as LINEYahoo and the social networking site X has created a new brand LINEYahoo and we have also decided that from October onwards the communist project will be carried out as LINEYoo. We've been discussing the move to LINE yoo from October onwards, and we've been gradually working with them since the spring. The most important thing to remember is that the company's products and services are designed to be used in a variety of ways, and the company's products and services are designed to be used in a variety of ways. And last but not least, the internal activities for the engineering organisation.
(We have also created a new brand and project for the same activities. The first is that senior engineers will be able to increase their influence. The first goal is to increase the influence of senior engineers, and the second is to increase the amount of information distributed.
(The third is to improve the efficiency of business operations. The fourth is to focus on supporting the development of external engineers, especially potential recruits, which includes contributing to the technical community and supporting students, and finally strengthening our technical brand and candidates. The fifth one, the enhancement of the branding of the technology and the candidates for employment, is the effect that is naturally achieved through the initiatives from 1 to 4, so we don't have specific numbers for the KPIs. We've set targets for the in-vehicle and the out-of-vehicle targets, respectively.
(The first is to see how well the engineers are able to disseminate information to improve productivity and how successful they are in supporting the engineers. The quality of the information will be evaluated from various aspects, such as its ability to solve problems of many engineers and its significant contribution to operational efficiency, and finally, we aim to improve the efficiency of the entire operation. In this way, we at Developer Relations are aiming both externally and internally to create a supportive environment in which engineers can work more smoothly and output outside the office. We support them.
(1:23:33) Our goal is to create an environment in which engineers inside and outside the company can consolidate, organize and disseminate the information they need, thereby indirectly contributing to higher engineer productivity. We are also focusing on creating an environment where we can consolidate and disseminate the information needed by engineers outside the company and thereby indirectly contribute to improving the productivity of our engineers. We are still developing our day-to-day operations in line with these major missions.
(The two companies have become one company, LINE and Yahoo, but the fundamental aims of the two companies have not changed and I believe that we can start building a new engineering organization with a stronger sense of purpose. The most important thing is to make sure that the company's employees are able to work with pride, and to create an organization and a place where they can step forward and shine. The first thing is to make sure that you have a good understanding of the role and mission of LINEyahoo Revle, and the second thing is to talk about what we at LYo Devrel are aiming for. The short story of the 2019 LINE Developer Day.
(The first thing I'd like to talk about is the role that we, LYo Debrel, are aiming to play. Public relations is an organisational communication process that builds mutually beneficial relationships between an organisation and the public that surrounds it, and a strategic and long communication process that builds this last beneficial relationship between the organisation and the public that surrounds it. Developer Relations is a strategic communication process that builds mutually beneficial relationships between organisations and the publics that surround them. Brel's role is technical.
(1:26:51) The role of the burrell is not only a technical candidate, but also an important role in building relationships between the organization and the developers. The company's size and the need for debugging is a key factor in the company's growth, but as I mentioned at the beginning of this article, debugging is an important part of the management of a remote engineering organisation. The company's mission is to create an environment in which engineers can enjoy their work and promote their work, and to make the organisation one step further in this direction.
