Human Resources Development
Our Policy
Iwatani’s human resources system are intended to build organizational solidarity based on the corporate philosophy and precepts and the Iwatani spirit. The system ensures a sense of responsibility and motivation in each and every employee. HR systems support successful business strategies and self-realization and make it possible for our businesses and individuals to achieve sustained growth and maturation. The system also aims to foster a culture conducive to synergies throughout the organization based on mutual cooperation among employees across different levels and organizations, rather than focusing on individual roles alone.
Evaluation System
Under the basic policy of remuneration and evaluation based on improvements in demonstrated abilities, fulfillment of roles, and growth in results, our system values and rewards highly motivated human resources who make progress and tackle challenges to achieve high targets, with the ultimate goal of achieving Company progress. This system is based on a point-addition approach, whereby the person best suited for a role is promoted and assigned in a timely and appropriately manner. The system is capable of maximizing the motivation to assume challenges and the capabilities of both employees and the organization. Managers undergo evaluator training to provide guidance on fair and appropriate valuation, operation of the human resources system linked to management plans and business plans, and effective implementation as a management tool in training subordinates.
Toward Autonomous Career Development
In place of a standardized management system for all employee careers, we stress support for autonomous career development by the employees themselves. We publish a booklet to help employees design their own careers covering topics such as career stages at the Company and expectations, growth requirements, and opportunities for employees at each stage.
Job Posting System and Track Change Program
To energize the organization, identify and promote human resources, and enhance existing businesses and affiliates, we implement various internal job posting programs. These programs solicit proposals for new business ideas, send management personnel to affiliates, and second younger employees to affiliates. Employees who wish to do so may also apply to switch between administrative and career tracks to further self-realization and career development.
Assignment Transfer (Self-Application Program)
To provide employees with opportunities for self-realization throughout their careers, a self-reporting program is implemented annually for use in assignments and transfers. This system identifies areas and positions in which employees themselves wish to work.
Training Programs
Our training programs consist of mandatory training for all employees, along with optional or elective training. All employees participate in mandatory training as opportunities to gain knowledge of fundamental approaches and knowledge essential to each career stage. Optional and elective training is intended to allow employees to build on their knowledge in accordance with interests and ambitions. Our training programs provide all employees with the opportunity to complete business school courses as credited auditors.
Global Talent Development
To strengthen employee grounding as global talents, we send employees on internships abroad and provide global leadership training as an elective course.* We also accept interns from universities abroad and implement product sales-expansion projects as part of efforts to train global talents through practical experience. Other support for improving the abilities of individual employees includes assistance with the costs of training to take the TOEIC exam, as well as conversational English courses implemented through distance learning and online platforms to help employees improve their language skills.
*Currently suspended due to COVID-19
Training for New Employees
In addition to areas such as the history of Iwatani, understanding our businesses, and building solid foundations as professionals, training for new employees also includes training to help foster a career orientation and contribute to team building. Also, from a long-term human resource development perspective, talks by members of management are provided during the first year after joining the company, to train human resources who will lead the company into the future.
Encouraging Earning of Qualifications
To support employee self-improvement and skills development, in addition to paying rewards to those who complete distance learning we also pay skills allowances to those who have earned certain official qualifications or licenses. We aim to achieve thorough compliance through enhancement and appropriate assignment of qualified personnel, by improving employee skills and knowledge.
Training Facility
The Biwako Conference Center opened in 1991, which serves as a training center for education of diverse human resources. In an environment surrounded by the natural beauty of Lake Biwa, this facility provides support for individual employee skills development.
