Under “the First Penguin Spirit” as the Company’s credo, the Group has been continuously creating the future of the Internet since its establishment.
Human Resources Development
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
”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.
Together with Society
To realize sustainability management, the Company believes that the engagement with local community as well as employees, shareholders and investors, investees, alliance partners and business partners is significantly important. The Group will contribute to realization of a sustainable society through various initiatives.
THE NEW CONTEXT CONFERENCE
THE NEW CONTEXT CONFERENCE has been held since 2005, hosted by Kaoru Hayashi and Joichi Ito for the individuals interested in the cutting-age Internet technologies and the businesses that emerge around them.
Under the concept, “Considering the new contexts that contribute to the development of society,” the conference aims to explore how to design a society by fully leveraging a wide variety of digital technologies with the values in a global society such as equality of people, diversity, prosperity, and sustainability and by together with experts from Japan and abroad.
Tohoku Youth Orchestra
The Tohoku Youth Orchestra is a restoration assistance project headed and directed by Ryuichi Sakamoto, and is a mixed orchestra of elementary school students to university students affected most by the 2011 Tohoku disaster: Iwate, Miyagi, and Fukushima.
The orchestra is positioned as “the opportunity for growth,” where children can learn and experience the world together with friends through guidance from and performance with world-renowned musicians and interactions with people. The Company gave a helping hand to establish SNS measures by providing advertising materials or social networking media and to support it as a sponsorship.
Providing information to strengthen Sustainability in Startups
Open Network Lab ESG is providing information titled “Meet with ESG Startup” through its owned media to introduce the visions and the details of initiatives taken by leading companies. Additionally, it holds events for sharing research information and trends on Sustainability in a clarifying manner and provides such information widely to startups as well as their supporters and stakeholders.