The rental management model that utilizes local human resources is a system in which talented human resources living in rural areas participate in the management of properties in urban areas through cloud systems and remote work environments. At INA&Associates, our focus is more than just cost reduction. Our goal is to create an environment where employees can work without being restricted by location, and provide stable management quality to owners.
In rental management, there are jobs that can only be done locally and jobs that can be fully handled online. Inquiry response, payment confirmation, contract-related administrative work, repair arrangements, report creation, owner contact, etc. can be performed remotely with high quality if the business design is properly designed. On the other hand, on-site inspections and emergency repairs require collaboration with partner companies and local staff.
Key points of this article
- Utilizing local human resources not only reduces personnel costs, but also improves recruiting ability, BCP, and business continuity.
- It is important to design rental management by separating remote and on-site operations.
- Collaboration between call centers, cloud management, and local partner companies supports quality.
- Without disclosure to the owner, remote management looks uneasy.
- INA's approach to human resources is to evaluate people based on their results and integrity, rather than their location.
Why are local human resources necessary for rental management?
The real estate management industry is faced with issues such as a lack of manpower, individualization, availability on weekends and nights, and a large amount of paperwork. On the other hand, there are people in rural areas who have high skills but are not suited to a full-time work style due to family, child-rearing, nursing care, physical condition, local circumstances, etc.
If you design your business with remote work in mind, these human resources will be able to take on the core duties of rental management. For companies, this will strengthen their recruiting capabilities, for workers it will expand opportunities, and for owners it will lead to a stable management system.
The reason INA uses the term "human capital" rather than "human resources" is because we view people as assets that create value, rather than simply as a labor force. Utilizing local human resources is an initiative that applies this idea to the rental management field.
Work that can be done remotely / work that is required locally
To make rental management remote, you need to break down your operations. Rather than doing everything remotely, we separate tasks that are strong at remote locations from tasks that require on-site support.
| Operations | Remote support | Local collaboration |
|---|---|---|
| Tenant inquiries | Reception, history registration, initial response | On-site confirmation in case of emergency |
| Deposit management | Deposit confirmation, dunning preparation, reporting | Documentation as necessary |
| Contract/renewal | Document preparation, electronic contract, deadline management | When face-to-face explanation is required |
| Repair arrangement | Contractor selection, estimate confirmation, progress management | Visit to local contractor |
| Moving-out settlement | Record organization, estimate confirmation, settlement statement creation | Moving-out witnessing, photography |
| Owner report | Monthly report, repair report, income and expenditure sharing | On-site confirmation of large-scale construction |
Without this decomposition, remote management can seem “distant and uneasy.” On the other hand, if the scope of work and division of responsibilities is clear, distance will not be a major obstacle.
Operation system that does not reduce quality
Three mechanisms are necessary to maintain quality through remote rental management.
- Cloud system that records response history
- Point of contact for receiving communications from residents
- Local partner company network
If a response history is kept, you can check the process even if the person in charge changes. If you have a call center, primary reception at night and on holidays will be stable. If we have a local partner company, we will be able to respond to on-site issues such as water leaks, locks, equipment malfunctions, etc.
| How it works | Value for owners |
|---|---|
| Cloud management | Visualize property status, repair history, and payment status |
| Call center | Reducing initial response delays in responding to residents |
| Local partner company | Capable of carrying out emergency response and repairs |
| Remote human resources | Stable operation of administrative processing, reporting, and coordination |
| Transparent reporting | Creating a situation where it is easy to delegate tasks even remotely |
Trust in remote management is created through recording and sharing, not through psychology.
Benefits for owners
A management model that utilizes local human resources has multiple benefits for owners.
First is business continuity. Because human resources are not concentrated in one location, it is difficult to stop operations even in the event of a disaster, infectious disease, traffic disruption, etc. This is important from a BCP perspective.
Second, we will review our cost structure. It is easier to keep fixed costs down because we do not rely on large offices in the city center or staffing that requires employees to come to work. However, if you only appeal to low prices, the quality of management will deteriorate, so business design and quality control are a prerequisite.
Thirdly, ensure expertise. Even if you live in a rural area, we can hire people who are strong in IT, real estate, accounting, legal affairs, and customer service. Being able to hire based on ability rather than location gives a management company a competitive edge.
Information disclosure to avoid anxiety during remote management
What worries owners about remote management is not so much the fact that they are not physically present, but rather the inability to see the situation. That's why information disclosure is so important.
- History of inquiries from tenants
- Date and time of receipt of repair requests and response status
- Supplier quotation and ordering decision
- Deposit status and delinquency handling
- Moving out schedule and recruitment preparation
- Monthly balance and improvement suggestions
If these things are visualized, the owner can understand the situation even if the management company is working remotely. In fact, it may be more transparent than paper or telephone management alone.
How does the utilization of local human resources connect with INA's philosophy?
INA's goal is to create a society where people who work hard are justly evaluated. Living in a rural area, raising children or caring for a family member, or not being able to commute to the city center every day should not prevent you from demonstrating your abilities.
Rental management is a job that requires honest responses, accurate records, steady checks, and consideration for tenants and owners. This is an area where quality is determined more by the attitude and structure of the person than by the location.
Rental management that utilizes local human resources is a model that not only protects the property of the owner but also expands the possibilities of the workers. INA believes that by combining investment in human resources and the use of technology, we can change the way real estate management is done.
Frequently asked questions (FAQ)
Q1. What is rental management that utilizes local human resources?
A. This is a model in which human resources living in local areas are responsible for rental management operations using cloud systems and remote work. Local support will be carried out in collaboration with partner companies.
Q2. Will remote management slow down response time?
A. It depends on the system. If you have a good relationship with your response history, call center, and local partner companies, you may be able to move faster than individual face-to-face management.
Q3. What if on-site confirmation is required?
A. Local partners and staff will check and share photos and reports on the cloud. Based on this information, remote personnel will report to the owner and make repair arrangements.
Q4. What should owners check?
A. Make sure that response history is visible, repair progress is shared, there is an on-site system for emergencies, and that work does not stop even in the absence of the person in charge.
I also want to read
