RECRUITMENT, TRANSFER, TRAINING OF HUMAN RESOURCES
Human resources-related market issues and our recruitment policy
Direction of HRM within the Group
1) From organization-oriented HRM to individualized HRM
Recent research has shown that individualized HRM has a positive effect on improving individual engagement, autonomy, and promoting organizational innovation. As a result, individualized HRM initiatives that emphasize "individual choice" are gaining momentum. Our Group is also expanding its individualized HRM initiatives at each of its companies, encouraging internal job postings, flextime, remote work and side jobs. Furthermore, from a human resources development perspective, we aim to accelerate employee autonomy and growth by establishing a career-selection system and a corresponding training system, confident it will contribute to the growth of the Group. Reference: "2022 Survey on individualized HRM"https://www.recruit-ms.co.jp/research/inquiry/0000001047/
2) Fostering a culture of freedom and responsibility
On the other hand, along with freedom and choice, a culture of responsibility and commitment is essential to implementing individualized HRM.
We believe it's necessary to clearly communicate that, as long as individuals choose their own career paths, they also bear the responsibility to undertake necessary training and pursue self-development. Furthermore, while the company will prioritize optimal placements based on employees' choices and efforts, compensation will be revised periodically based on roles and performance.
3) Leveraging the Group's scale to benefit HRM
We believe that one of our Group's strengths lies in our ability to provide different job opportunities within the Group itself. We believe this strength contributes to enhancing the Group's brand and increasing engagement. Furthermore, in order to achieve our Medium-Term Management Plan, we believe it's necessary to lower the barriers to inter-company personnel mobility and enable optimal personnel allocation throughout the Group.
