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- Personnel training and effective utilization of skills
CSR Activities
About
Together with Employees
Personnel training and effective utilization of skills
- Professional Competence Assessment System
- Konica Minolta College
- Business Leader Program
- Challenge Engineers Forum
- Introduction of Group-Wide Executive Training Program
- Open Job Posting and Free Agent Systems
Fair Compensation
Developing systems that promote the activation of human resources
On the basis of its Personnel Philosophy, Konica Minolta has developed a human resources system that honors and nurtures employees who are endeavoring to unlock their potential and are willing to take on challenging tasks. The Group has taken an approach to employee compensation, eliminating the seniority wage system and instead adopting a performance-driven system designed to ensure that salaries and promotions are based on a fair assessment of employees' abilities and performance.
<Personnel Philosophy>
Konica Minolta values people who...
- are committed to shared corporate goals of becoming a global company with market leadership in the imaging business domain.
- always strive for continuous innovation through a customer oriented approach, not simply adhering to successful achievements of the past nor established customs.
Professional Competence Assessment System
Group companies in Japan have adopted the Competence Assessment System, which is based on each employee's demonstrated level of skill, and conduct evaluations, training, and compensation based on the employee's level of competence. In addition to the General Course, which is the basic competence assessment standard, Konica Minolta has established the Innovation Course for those who can act with a greater degree of discretion in their work and achieve higher levels of performance. Employees can choose the course they prefer, with the Group's approval.
Competence Assessment System and Innovation Course
Personnel System Revitalizing Human Resources
Introduces a system that expands opportunities for employees to develop their talents
Open Job Posting and Free Agent Systems
As a complement to the Group’s company-led system of personnel assignments, Konica Minolta has introduced the Internal Open Job Posting System* and the Free Agent (FA) System,* which encourage employees to request transfers to new positions on their own. These systems will help produce employees willing to undertake new positions in building their own careers and create a corporate culture that respects the desire to challenge oneself in new ways.
The Internal Open Job Posting System allows employees to apply for open positions posted by departments looking for personnel. When the system was introduced in fiscal 2009, numerous employees applied for several openings in two departments, and a total of seven employees transferred to new jobs. In May 2011, 11 open job posts were listed on the system.
Under the FA System launched in May 2010, employees wishing to take on the challenge of a new type of job or department are asked to post their application on the Intranet server. Departments with open positions review the employee posts, call promising candidates in for interviews, and if both the department and the employee agree, the employee is transferred to the new job. In fiscal 2010, ten employees transferred to new departments under this system.
With these two systems in place, Konica Minolta continues to facilitate the fluid movement of human resources across the Group and to support employee self-determination in shaping their own careers.
- *
- Scope: Regular employees at the holding company, business companies and common function companies in Japan.
Human Resource Development
Supporting the growth of each employee and actively cultivating human resources for the future
Employee Training System (Examples from Companies in Japan)
By supporting the growth of each individual employee and actively cultivating the next generation of human resources, Konica Minolta is taking steps to improve the vitality of the entire Group.
To enhance the training results of on-the-job development (OJD*), the Group conducts a variety of knowledge and skill development seminars, and position-based training for employees who assume new positions and roles. Educational programs to supplement those listed above are also being developed. Konica Minolta also provides the selective training programs for the development of next-generation leaders and engineers.
- *
- OJD: A variation of on-the-job training (OJT), OJD refers to the development of abilities while facing real-life work challenges, under the guidance of a superior.
Konica Minolta College
Konica Minolta College
This educational program is open to all Konica Minolta employees, with class enrollment available through the Group's intranet system. The college currently offers about 40 courses, ranging from business and technical skill enhancement to other e-learning topics. These courses can help employees acquire Konica Minolta's own technology and other critical business skills. In fiscal 2010, courses were taken by 5,982 Konica Minolta employees.
Business Leader Program
Business Leader Program
This program is designed to cultivate the future business leaders of Konica Minolta. The program is conducted every year for about 20 employees, particularly management candidates who have been recommended to the program by the presidents of Group companies. Over the course of one year, participants learn to develop the basic skills, business creativity, and entrepreneurial mindset needed in business management through experiential learning exercises and lectures. At the end of the course, the participants have a chance to present new business proposals in a meeting attended by corporate executives.
In fiscal 2008, English language sessions on cross-cultural understanding were added to the program for the purpose of improving the participants' sense of global awareness.
Challenge Engineers Forum
Challenge Engineers Forum
Every year, about 20 employees are selected to participate in this one-year program from among all the young engineers who apply. The governing board members are selected from the engineering departments of each of the Group companies. Under the guidance of the governing board members, participants attend various training sessions, and develop, research, and present proposals related to forward-looking topics. This forum plays a significant role in facilitating exchange activities among colleagues from different workplaces and areas of expertise.
Introduction of Group-Wide Executive Training Program
Presentations and discussions at the Global Executive Program
In its effort to raise Konica Minolta to the level of a truly global company, the Group focuses on fostering those who are likely to become leaders on the global stage to maximize the overall strength of its team as a whole.
As part of this initiative, Konica Minolta has built a database of executives and executive candidates at Group companies throughout the world. In fiscal 2010 it introduced the Group-wide Global Executive Program to foster the skills of people selected from the database. In November 2010, 14 candidates from nine companies in China visited Japan to participate in the weeklong program. They were followed in February 2011 by 19 people from 15 companies in a total of 11 countries spanning Europe, the U.S., and Asia Pacific.
The program facilitates communication with executive managers in order to impart an understanding of Konica Minolta management policies and strategies and ensure that these policies are well established at all Group companies. It is also designed to foster leadership from a global perspective, and build a network among executive management and participating candidates. In the first year, separate sessions were held for Chinese speakers and English speakers, but Konica Minolta is now considering integrating them so that they are conducted in English and include Japanese participants.
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