Society

Basic Policy

Our basic policy is to implement our business strategy by fostering a diverse workforce, from internal and external directors and auditors to management and frontline employees. These individuals boast a varying array of attributes, qualities, experiences, and skills, and are united by our corporate philosophy and mission, demonstrating their unique strengths while working together towards common goals.

Integration of Human Capital and Business Strategy

We aim to contribute to the sustainable development of society and the environment through our business activities, and corporate value in the medium to long term.

To address challenges such as intensified competition and the launch and operation of new businesses, we believe it is essential to enhance the productivity of each employee. In our "FY2022-2026 Medium-term Management Plan" we established the theme of "Winning with People", and are focusing on investing in human capital. To promote "Winning with People", we aim to achieve both "company growth" and "individual growth" simultaneously. The growth of Infomart is closely intertwined with the development of each employee, which will drive further growth over the Medium- to long-term. To achieve this Medium- to long-term growth, we are particularly focused on two key areas: "human resource development" and the "workplace environment". In addition to establishing systems, we are also fostering "human resource development", where people nurture people, and a "workplace environment" that allows each employee to maximize their potential.

Human Resource Development

Our human resource development policy states, "We establish systems. However, systems do not nurture people. People nurture people". We believe that results come not just from training but from the direct guidance and influence of individuals (one’s supervisors). To achieve this, we are developing a training system that fosters the development of new employees and their supervisors alike, to grow together as an organization. The three main initiatives put forth by this are as follows:

Training System

The Company has established the Human Resource Development Department, which is responsible for creating training content and managing employee development progress. The Human Resource Development Department provides guidance on development methods to supervisors and shares insights on areas in need of addressing regarding subordinates, ensuring collaboration among trainees, their supervisors, and the Department throughout the training process.

Effectiveness Measurement

We measure the effectiveness of all our training programs. In addition to conducting training, we work to improve the training content and continuously implement the PDCA cycle based on the results of effectiveness assessments.

Training

We clarify roles and expectations for each hierarchical level and provide training suited to the specific needs of each. Further, supervisors at each level are well-versed in the contents of the training, promoting collaboration within the organization. In addition to new graduate and mid-career training, we also conduct harassment training and mental health training, utilizing Soft 360 to implement the PDCA cycle.

Workplace Environment

Our fundamental policy is to unite a diverse workforce of various attributes, qualities, experiences, and skills, bound by our corporate philosophy and mission, to realize our business strategy. We provide a workplace environment that allows each individual to thrive in their own unique way, emphasizing both an "ease of working" and a "sense of purpose." The four main initiatives raised are as follows:

Employee Engagement

To create a workplace where employees feel an "ease of working" and a "sense of purpose", we conduct engagement surveys to assess the current situation and advance initiatives for environmental improvement. We also conduct surveys of supervisors to foster a trusting and open workplace environment between supervisors and their subordinates.

Respect for Diversity

To securely and effectively secure the talent required to achieve the goals of our business strategy, we implement flexible HR measures that effectively utilize the strengths of women, foreign nationals, and mid-career hires. Beginning in 2023, we are implementing next-generation leader development training for female employees to support their advancement. In addition, we maintain a consistent policy of not discriminating by nationality in our hiring practices, and we currently have around 10 foreign employees, including those in management positions.

Creating a Comfortable Work Environment

We have established various systems and support structures to create a comfortable working environment for our employees. We are promoting a flexible work environment that combines in-office and remote work, allowing for half-day or hourly paid leave, and enhancing our maternity and parental leave policies. We support employees on maternity and parental leave by maintaining continuous connections with the Company, ensuring a smooth return to work. As a result, our maternity and parental leave uptake and return rates for women remain at a high level of 100%.

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