Employee growth
Basic approach
Idemitsu Kosan has set the development of people as its management objective, and in 2020 established an education and training system based on Management Philosophy and Action Mindset. In order to increase the number of human resources who embody Action Mindset Action Mindset a high level, we have set a high standard for Independet & autonomy, ''transformation,'' and ''co-creation,'' which we particularly want to enhance, as well as ''growth,'' which is the axis of these. This has been set out in more detail as "the ability to demonstrate the ability to The required attitude and level of behavior is defined in detail from the seven perspectives of "foresight," "challenge," "decision," "collaboration," "completion," "improvement," and "development."As well as reflecting on one's current level, the goal is to develop. This makes it possible to clarify what needs to be done to achieve this goal.
Strategy
Overall picture of education and training system
We believe that the basis of our education and training system is "competency development" to enhance the ability to demonstrate. In addition, we want to support not only professional growth, but also personal growth, so we have programs to improve knowledge and programs to support employees at different life stages. We hope that all employees will have a positive attitude and grow into human resources who can contribute to society, so that they can feel that they are the main players.
●2023 education system
Metrics and targets
Educational training results
Educational training is held by taking advantage of the advantages of both online and face-to-face meetings. We support participants' professional and personal growth through training and learning opportunities related to competency development, management personnel development, autonomous life and career development support, and other growth support.
●Training time/investment results
| Unit | 2020 | 2021 | 2022 | 2030 | ||
|---|---|---|---|---|---|---|
| (The goal) | ||||||
| Training time | Total time | Time | 57,581 | 81,653 | 74,722 | — |
| Per person | 10.9 | 15.6 | 12.8 | — | ||
| Training investment amount | Total amount | Thousand yen | 256,000 | 235,400 | 247,810 | — |
| Per person | 48 | 43 | 43 | 100 | ||
Initiatives
Competency development
Mentor training
Starting in fiscal 2019, we have introduced a mentor system for the purpose of training new employees. A "mentor" is a senior employee who serves as a training instructor, and we conduct mentor training with the aim of improving their training and leadership skills. We survey new employees about their own mentor development guidance, and provide feedback to the participants during training, which also helps to raise the awareness of mentors.
Inclusion training
We have been conducting inclusion training since fiscal 2020 with the aim of developing employees who can create new value by learning the mindset and skills that will help them maximize their individual potential. After promoting awareness of unconscious bias, students will learn skills such as communication skills, listening skills, coaching/feedback, and facilitation.
By being aware of unconscious bias, applying our skills in the workplace, and exchanging diverse opinions, we aim to create a culture that continues to generate the seeds of change.
Development of management human resources
Cross-industry exchange training aimed at leadership formation
We have been conducting cross-industry exchange training since fiscal 2016 with the aim of developing human resources who can demonstrate leadership based on their own beliefs.
During the six-month training course, employees gain exposure to diverse values and ways of thinking through mutual learning with employees from different industries, and acquire the ability to think creatively about the future. At the same time, through experience they acquire a sense of mission to embody the company's DNA and a unique leadership style for the next generation.
Autonomous life career formation support
Overall picture of autonomous life career formation support measures and systems
Centering on communication between employees and their superiors, we have built a system to support both parties from the perspective of career development.
Life career checkup (regular health checkup for carriers)
This is an initiative designed as an Idemitsu version of the ''Self Career Dock'' recommended by the Ministry of Health, Labor and Welfare. The cycle begins with career development training for each generation, followed by an interview with a nationally qualified career consultant and an interview with your immediate superior at work. By regularly reviewing your life and career and deepening your self-understanding, you can prepare for the future. We provide a system that leads to building an autonomous life career for those who want to achieve their goals.
●2022 attendance record
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●Overview and flow of Life Career Dock (Idemitsu version self-career dock)
Self-management training
Among employees who are scheduled to retire from their positions (managers who are 59 years old as of April 1 of the fiscal year), we conduct training to think about how to work after retiring from their positions and who wish to continue working after their retirement. Masu.
Life-Career Support Center
Life-Career Support Center (LCSC) is an organization that aims to support "each employee's independent career development." In addition to MBO interviews with their superiors, employees can consult with career consultants (nationally qualified) stationed at the LCSC at any time regarding their life careers.
LCSC does not have any authority over personnel matters such as evaluations or treatment, and instead provides consultation as a specialized consultation desk bound by confidentiality. The career consultant who accepts a consultation encourages the employee to gain new perspectives and awareness about their life career through dialogue with the employee. In addition, a "part-time advisor" is selected from within the company to provide support for a wide range of consultations. Depending on the content of the consultation, after a one-on-one meeting with the career consultant, and with the consent of the person seeking advice, a three-way meeting with the part-time advisor will also be coordinated.
Approximately 450 consultations have been conducted between July 2021 and the end of July 2023. In response to issues that have become apparent through individual interviews, LCSC is creating opportunities for people in managerial positions, including Manager and office managers, to think about their careers, such as by publishing their career reports and holding life career forums, and is also working on strengthening interview skills exercises to remind managers of the importance of attentive listening and giving feedback to subordinates.
●Position of Life-Career Support Center
●Career consultation support system
* Select employees who are familiar with the work content of each department or who have overcome life events.
Career challenge
The Career Challenge System is a system in which departments looking for human resources recruit internally, and employees voluntarily apply, leading to transfers. We aim to provide an opportunity to reconsider one's own strengths, weaknesses, and life and career plans, while encouraging autonomous career development and increasing motivation. This system started in 2020, and we have recruited approximately 100 applications in 2022.
Going forward, we will work to create an organization rich in diversity and innovation by further expanding fields and job categories and activating human resource exchanges across departments.
Reemployment of voluntary retirees
Through our mid-career recruitment scheme, we welcome back employees who have previously left the company. After rejoining the company, he has contributed to building a diverse organization and is playing an active role by leveraging his experience and skills from working in different industries and companies.
Career report (“My Career”) published
From April 2022, we will be publishing a report on our internal portal site that shows department managers' ''careers'' and ''work experiences that shaped or changed who they are today'' as a reference for ''autonomous career development for each employee.'' Masu.
This report provides hints and materials for each employee when thinking about their own career development, and will be published in January 2023 as the deputy manager's report and in June 2023 as the section manager's report. We are expanding to introduce careers to people of this generation.
Life career forum held
The Life Career Forum is held as a measure to provide each employee with an opportunity to look at and think about their own life career. The company-wide version is a talk session event on the theme of "My Career," where Manager talk about how they have connected major environmental changes (turning points) in the past to who they are today. At the local bases, employees who are active at their respective bases and feel closer to them are invited to speak.
job festival
We held a job festival in July 2023 as a support measure for autonomous life and career development. The event was held in a hybrid format, with an emphasis on face-to-face communication in the event zone of the head office building, and also online, with 42 workplaces and group companies setting up booths, an increase from the previous year. Employees who visited the booth not only deepened their understanding of the various tasks and roles that span the company, but also used this event as a place for cross-departmental interaction within the company. A total of approximately 500 employees participated over the two days, including online participation.
Providing side job opportunities within the company
We provide opportunities for employees to work on cross-department projects and work in other departments while remaining in their current positions. The purpose is to utilize the knowledge that employees have in their own career development and to expand the knowledge that employees have beyond their departments and within the company. In the future, in order to further promote cross-divisional activities, we will expand the number of projects and number of participants and aim for full-scale development.
Outside side job
If an employee engages in work for another company outside of working hours, the Human Resources Department will approve this after confirming that it does not violate the company's compliance rules.
Weekly secondment program
This initiative aims to utilize the experience and skills of our employees to contribute to solving regional and social issues and improving business operations.
In fiscal 2023, we conducted trials in Yamaguchi and Chiba prefectures and moved to full-scale operation. In Yamaguchi Prefecture, we collaborated with Nagato Yumoto Onsen Machi Co., Ltd. to confirm that the experience and skills that our employees have cultivated over the years will lead to contributions to the local community, and that it will also lead to new ways of working for our employees. In Chiba Prefecture, under the once-a-week teacher program, employees provide support for special classes and school administration at junior high schools, and also collaborate with the Matsudo City Board of Education to address various issues related to school education.
Reskilling/other growth support
Providing practical English learning opportunities
We offer lessons tailored to each employee's language level to employees who wish to do so. We provide an opportunity to learn English by paying part of the tuition fee to the company. The company also covers the TOEIC test fee (up to two times a year), providing an opportunity to measure one's own language proficiency level.
Online learning community Schoo
We have introduced e-learning that allows employees to self-study according to their strengths and challenges, and the company covers all tuition fees. Employees can take courses on themes they wish to improve (business skills, thinking skills, language, economics/society, liberal arts, DX).
Correspondence education
In addition to business skills, thinking skills, and language, we offer correspondence courses to help you acquire specialized qualifications specific to your department. Improve your skills through text-based learning and report writing.
Human resource development to support DX