With Our Employees

With the ‘First Penguin Spirit’ serving as one of our Company’s values, the Group has continued to create the future of the internet since it’s establishment. In order to realize our purpose, we believe that it is important for employees with various backgrounds to work together and to strengthen the relationship between our employees and the company. We have established a “Human Resources Management Policy” (see the diagram below) that describes what we as a company promise to our employees in addition to what we as a company expect from our employees. Based on this policy, we will continue to promote organizational and human resource development in order to realize our ideal organization.

The Company considers our employees to be an invaluable asset that is essential to the success and growth of our Group business. We believe that good talent development directly drives business growth, which in turn leads to the success of our core business. In particular, the Company strives to nurture employees that can continue to evolve and embody our business through the creativity and innovation of new technologies.

The Company has implemented an executive leadership training program for potential candidates from middle management, with a focus on nurturing a next generation of leaders that are driven with a sense of purpose. The Company has also established various educational and training programs for all employees that can provide continued learning opportunities for better self-awareness and personal growth.

In particular, in recent years, we have been developing and incorporating programs that are focused on strengthening management skills pertaining to psychological safety, in order to strengthen and smoothen the relationships between the Company and individuals, as well as between managers and employees.

In addition, by encouraging lateral transfers within the Company and its various businesses, the Company strives to offer its employees with growth opportunities and new challenges through the development of new skills and knowledge sharing. Following are some such initiatives:

• The employees can choose between two career paths consisting of either  Management or Expert. This creates an environment for career advancement regardless of ones role as a manager or as an individual contributor.
• The implementation of career training in which employees are encouraged to think about their own careers from a Will/Can/Must perspective, with the aim of strengthening career autonomy among employees.
• Through the utilization of a talent management tool the Company will better strategically allocate and develop employees and formulate a succession plan through a centralized system of employee skills and experience.
• The development of “CareerShift”, a public recruitment system to match employees seeking new growth opportunities within the core business.

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

In an effort to create a comfortable work environment, our Group is creating a system in which employees can choose a work style that best suits their individual lives and lifestyles, such as a remote work system or a flextime work system.

In order to better achieve QOL (Quality of Life) through work,  the company manages working hours using an attendance management system, and monitors and takes measures using data such as 360 degree surveys as well as employee engagement surveys. We continue to create  optimal conditions for a healthy work environment for the individual employee and the collective.

In addition, in order to understand the organizational condition and help resolve issues, we regularly conduct surveys with employees regarding their work, workplace, and engagement with the company. The Company reviews concerns, such as:

• Are individual talents being fully leveraged?
• Is the organizational system and working environment effective and efficient?
• Are employees receiving proper support from their superiors?
• Is there an appropriate level of trust in top management?
• Is the Company’s Human Resource system functioning effectively?
• Are there any pain points of excessive stress on a micro or macro level?

The findings from these surveys provide valuable information for our group to strive to do better and be better for our individual employees and the entire company.

In order to realize our company’s purpose, we also continue to believe that collaboration among diverse employees between group companies and segments is important, and we are thus working to further enhance communication throughout the group.