Evaluation and Compensation
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To cultivate the skills the Group requires and increase sympathy with our philosophy, we have designed evaluation and employment systems that take into account both individual growth and personal circumstances. Based on our unique perspective of time, goal setting and evaluations are conducted quarterly as follows.
Details of Initiatives
Goals are set along two axes, “Performance,” which indicates the degree of contribution to the company’s results and organization, and “Stretch,” which reflects the degree of individual growth. By setting these goals every three months, we apply the PDCA cycle to promote rapid development.
Regardless of job type or role, each employee is assigned a class based on their abilities, using a unified standard that is transparent and shared across the Company. Classes are determined not by years of service or age but by “achievement” and “growth.” Role expectations corresponding to each class are clearly defined as shown below.
Premium compensation is paid as a share of the results achieved, determined by both organizational performance and individual evaluation over each three-month period. Specifically, the formula for calculating compensation is: Premium Compensation = Basic Amount × Premium Coefficient (based on organizational results) × Individual Evaluation Coefficient.
We offer multiple forms of employment that enable employees to choose their working scope and employment duration according to their individual circumstances, as outlined below.
Evaluation and Compensation
- Evaluation system
- Class system
- Premium compensation
- Employment form
Work Style Support
- Telework × office work
- Flextime system
- Leave system
- Side job / concurrent job system
- Life event support
- Gifts for employees’ families
Employee Stock Ownership Association
- Incentive system
- Internal briefings on financial results
- Dinner for major contributors
- Financial literacy seminars