Social 〜Social Engagement〜

The Company considers “Human Resources” as an intangible asset and essential for the business growth of the Group. Systematical development of the talent pool to drive business growth will improve the probability of leading to business success. In particular, the Company strives to create human resources who can embody the business with technology. Besides, the Company is operating a selective human resource development program for the middle management, who are potential executive leaders, promoting awareness of the purpose in the employees.
The Company has established various educational and training programs for all employees providing opportunities for self-understanding and learning, and self-growth.
Recently, to strengthen the relationships between the Company and individuals and between managers and members, the Company focused on developing and operating programs to enhance management skills based on “psychological safety.”

In addition, through personnel transfers across the Company and its business, the Company strives to acquire new abilities for human resources and the organization and take the initiatives as written below to provide “new growth opportunities and creation of challenges continuously.”

・Strategic allocation and development of human resources and formulation of succession plans through centralized management of skills and experiences of the employees by utilizing a talent management tool.
・Active operation of “CareerShift,” an internal recruitment system, to match human resources seeking new growth opportunities in the core business.
・Active operation of “Raise Your Hand,” an internal recruitment system, creates opportunities for proactive challenges to develop the next generation of leaders.

Accepting human resources with various strengths openly, training and promoting them, the Company aims to enhance its creativity further and continue to grow.

With multiple businesses and numerous job types, the Group offers its employees the opportunities to build their careers by utilizing their expectations and aptitudes.

1. 2 Career Paths

The Group has established 2 kinds of Career Paths: Generalists, who are engaging in various businesses, and Specialists, who are engaging in specific business fields such as payment, marketing, investment in startups, and engineering to enhance the expertise and build their careers.

2. Personnel Transfers and Challenging Systems

(1) CareerShift
”CareerShift” is a system that allows employees to participate in projects or transfer to different businesses beyond departmental boundaries. When applying, the employees are not required to receive preliminary consultations or approvals within the departments or with their superiors and can proactively improve their skills and build their careers through their challenges to new missions.

(2) Raise Your Hand
“Raise Your Hand” is an internal recruitment system to openly encourage transfers and participation for core business positions with strategic importance. The system aims to develop the next-generation leaders and create opportunities for the employees with proactive challenges.

For “creating a comfortable working environment,” the Group takes initiatives to improve discretionary working style and work-life balance by leveraging remote and flextime work systems.　With the end of the COVID-19 pandemic, working on-site has attempted to accelerate communication, collaboration, and co-creation among the employees, switching to hybrid-type working styles of remote and on-site.
From the perspective of “achieving QOL (Quality of Life) through work,” the Company conducts people analytics utilizing data on working hours, health conditions, and employees’ engagement surveys to prevent accidents or diseases.
The Company periodically monitors the employees’ engagement with work, the workplace, and the Company by conducting engagement surveys to understand the organizational conditions. The Company reviews if individual characteristics are fully leveraged, the working environment and organization system are well-established, the employees can receive proper support from their supervisors, there is an appropriate level of trust with top management, the system for human resources is properly operated, and the burden on work or human relationship is not excessive and utilizes the results to improve the organization and corporate management. The Company will promote organizational development toward creating an ideal organizational image with “Management Policy of Human Resources,” outlining what the Company commits to the individuals (the employees) and what the Company asks them to do to strengthen the relationship between the employees and the organization.

The Company has been implementing talent recruitment based on their abilities and expertise regardless of such factors as gender, nationality, or career, etc. since its establishment. And the Company fosters diversity by hiring human resources with different cultures, values, and skills as its core personnel.