SocialHuman Resources Development
The Sawai Group’s human resources philosophy is “fostering and leveraging the individual”, and we are committed to developing our human resources. We use the term “human assets” instead of “human resources” to describe our employees, with the intention of developing the individual. We believe that surviving the competition in an extremely uncertain and ever-changing business environment requires us to have human assets with diverse perspectives who can quickly detect changes in the situation, make decisions on their own, and autonomously take necessary action. Therefore, we must encourage employees to improve themselves as professionals with full awareness that they are representing Sawai and to continue to take up challenges with ambition and motivation for change.
To foster such human assets, we have developed new employee education programs, including the Sawai Web School and Sawai Open School, in addition to traditional collective training and correspondence education programs. Through these programs, we will enhance and train our human assets by helping them improve their skills.
Training system
Based on the definition of competence requirements, which defines the abilities and expected roles and behaviors required for each position and grade, we have established job-grade-based training (mandatory) for each position by year and grade, as shown in the figure below. In addition, we offer various forms of voluntary training (optional), such as the Sawai Web School (e-learning), the Sawai Open School (off-site training), and a wide range of correspondence courses, to support employees' self-directed skills development.
Number of Participants in Training
In recent years, we have significantly expanded and improved our company-wide training offering, including online training programs, which offer greater flexibility in terms of learning location and time, which has led to a significant increase in the number of participants.
For more details about the number of Participants in Training, refer to the ESG data “Employee Growth”.
Appraisal and Assessment system
The Sawai Group believes that It is most important to create an environment in which each employee can demonstrate their capabilities in order to achieve sustainable growth in the future. Therefore, our HR systems for evaluation, grading, and promotion, treatment, placement and transfer, and human resources development are designed to encourage employees to develop their own skills, based on “the definition of competence requirements”, which defines the skills that the company wants its employees to develop.
Performance appraisal
Performance appraisals are conducted twice a year, once in the first half of the year and once in the second half of the year, and are based on 1) the degree to which business objectives have been achieved (objectives evaluation) and 2) the degree to which expected competence are demonstrated (competence evaluation).
For objectives evaluations, the “theme to be worked on this fiscal year,” “goals to be achieved and how to achieve them,” “weight,” and “difficulty” are set at the beginning of the first and second half of the year. At the end of the period, the evaluator decides on an evaluation based on the “content of the actions taken and the degree of achievement” and the “self-evaluation” declared by the person being evaluated.
For competence evaluation, the competence demonstrated by the person being evaluated during that period is evaluated on a 5-point scale for each item based on the “the definition of competence requirements”.
With this system and the idea that the individualities and abilities of our employees are our greatest assets, we provide motivated and capable human resources with the opportunity to fully demonstrate their abilities, and we evaluate and treat them in a transparent, fair and equitable manner. We not only conduct questionnaires on personnel evaluations and analyze the results, but also conduct employee opinion surveys and use the results to improve issues.
Career interview
We provide our employees with the opportunity to have one-on-one discussions with their superiors about their own performance, career development, etc. several times a year. We believe that these opportunities allow them to communicate their thoughts to their superiors about their career visions and the abilities and skills they want to acquire, which we believe contributes to improving employee satisfaction, creating an open workplace, and ultimately employee retention.