Sustainability
Strategy 2: Responding to Workforce Fluidity
Vision
- Maintain the consistent provision of value, anchored in our distinct identity.
- Build an organization resilient to workforce fluidity.
Measure 1: Revamping the Human Resource Development Policy
Human Resource Development Policy
- Explicitly communicate and share the company's purpose, values, and systems with employees.
- Organize and create educational materials outlining the company's fundamental purposes, values, and systems that employees should be aware of.
- A new education system that equips all employees, from new hires to managers, with the skills to compete.
New Education System
- Organize and create educational materials outlining the company's fundamental purposes, values, and systems that employees should be aware of.
- Establish new courses for developing talent with both specialized and managerial perspectives.
- Provide learning opportunities for essential business literacy (English, accounting, IT, legal affairs).
New Education System Diagram
Responding to the overhaul of the personnel system, we will restructure the system around three pillars to address the issues in the previous education system.
- 01.Selective Training 02.Rank-Specific Training 03.Basic Training
Measure 2: Improvement of the Goal Management System
Guidelines
Management system, which was previously applied to some mid-level employees and above, will be expanded from April 2023 to include all employees in administrative and technical positions, as well as some skilled positions.
Target Group: All employees in administrative and technical positions, and some skilled positions
System Overview
- Ensure consistency and alignment by breaking down company-wide goals into individual goals.
- Promote the challenge of achieving high goals to achieve sustainable growth for the company.
Operation of a Consistent and Coherent Goal Management System
Measure 3: Improvement of the Job Rotation System
Purpose
Implemented a rotation system from FY 2023 to provide opportunities to broaden perspectives and expand views through work experience in other departments.
Improvement Measures
- Based on FY 2023 Operations, encourage more active challenges in gaining experience in different fields through the job rotation system.
- Organize the experiences gained in each department from four perspectives and illustrate the career paths expected by the company.
- Expand the rotation target group from "employees in their 5th to 7th year after joining as new graduates" to "employees in their 5th to 10th year after joining as new graduates" to allow for planned job rotations according to individual circumstances such as life events.
- Open departmental work introduction events, previously limited to job rotation candidates, to all employees to promote understanding of other departments' work.
Examples of experiences gained through the job rotation system
Mesure 4: Introduction of Fixed-Term Position System for Executives
- Implement a fixed-term system for executive positions in line with the increase in the retirement age from April 1, 2024.
- This aims to ensure the development of successors and smooth generational transitions for organization leaders, as well as to prevent long-term tenure in the some position. This system will provide executive candidate with the opportunity to gain experience in multiple leadership roles.
