Core personnel system
Strategy
Basic personnel system
In order to ensure that each employee embodies Action Mindset at a higher level, we have introduced a new core personnel system (ranking system, training and evaluation system, and compensation system) from fiscal 2020. To promote understanding of the personnel system, we have posted videos on the in-house portal site that clearly explain the ranking system and training and evaluation system.
●Overall picture of the system for human resource development
Double track grading system
The grades are based on the differences in performance, and are divided into four levels each for M and E positions and six levels for G positions.
| Official |
・Presentation of the organization's vision and direction ・Leading value creation and problem formulation by leveraging people and organizational capabilities ・Promoting the success of subordinates through training and evaluation E (Expert) position ・Value creation and problem solving through deepening and demonstrating expertise ・Transfer and sharing of specialized knowledge and skills |
|---|---|
| Staff members |
・Autonomous execution of planning, judgment, and routine tasks ・Motivation and growth support for members ・Assistance for executive officers to perform their duties |
Training and evaluation system
The training and evaluation system is designed so that each employee can feel the meaning of evaluation, leading to continuous growth. Comprised of ''ability evaluation,'' which evaluates attitude and job performance, and ''goal achievement evaluation,'' which evaluates results and contributions, we confirm goal setting, degree of achievement, and ability to develop through interviews with superiors. Evaluations are determined through multifaceted evaluation by multiple executives within the department. Evaluation results are fed back to the employee through their supervisor and used for discussions to promote ''further personal growth'' and for setting new personal goals. Evaluation results are applied to treatment (promotion/demotion, salary increase/decrease), and are also reflected in personnel assignments and transfer considerations.
compensation System
The compensation system is designed to allow employees to work with a sense of security and satisfaction. The salary system for employees is based on the idea of respecting each employee's lifestyle and values while also valuing the happiness of their families, and is composed of a stable basic salary paid according to their abilities, a bonus (goal achievement evaluation) for the previous year's performance and contributions, and various allowances.
Evolution of the personnel system
We view our personnel system as the infrastructure for promoting our human resources strategy, and since April of last year we have been examining how to evolve our system based on the following three themes:
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We value and support employees' willingness to take on new challenges without fear of failure.
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Making DE&I, especially Equity, more visible
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The company provides options so that employees can proactively draw up their life and career plans
Based on the above themes, we have considered the specific measures on the right for fiscal 2023.
Regarding the measures that are to be introduced in the future, detailed designs will be drawn up before they are implemented from 2025, and awareness-raising activities will be carried out to ensure that employees understand and adopt them.
A. Redefining the skills required of employees and reflecting them in the evaluation system, leading to the embodiment of Management Philosophy (scheduled to be implemented from 2025): Theme 1.2.
B. Clarification of new managerial roles (scheduled to be introduced from 2025 onwards) to further empower highly specialized employees and expand options in employees' life careers: Theme 2.3.
C. Transfers and placements that respect employees' life careers and expansion of employee benefit programs aimed at reducing the burden of relocation (introduced in 2024): Theme 2.3.
D. Establishment of the Career Design Department to support employees' career development (implemented from 2024): Theme 2.3.
Initiatives
Providing employee growth opportunities and realizing business structure reforms (personnel placement and transfers)
At our company, each employee creates a "Future Planning Sheet" in which they fill out their current job/workplace satisfaction, life and career plans, personal matters, etc. Based on this information, employees and their superiors meet to share their wishes and thoughts. The content is also shared with the Human Resources Department, so that the department and the Human Resources Department understand the direction of each employee's development.
Additionally, we will make major changes to our business structure in order to contribute to the realization of a carbon-neutral, recycling-oriented society by 2050. In the process of moving towards 2050, we see growth opportunities in which each person can fully demonstrate their abilities and individuality, and create chemical reactions in their respective jobs and workplaces.
Regarding personnel assignments and transfers, we carry out optimal personnel assignments that balance ''growth opportunities for each employee'' and ''business structure reforms.''
● Growth cycle toward realizing Action Mindset
