Social Responsibility
About
Together with Employees
Career Building Support
Human Resources and 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.
The Group companies in Japan have adopted the Competence Assessment System that is based on each employee's demonstrated level of skill, and they 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.
Furthermore, Konica Minolta is continuously preparing and implementing various measures aimed at cultivating employees who will be able to execute the Group's strategies at the global level.
<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.
Competence Assessment System and Innovation Course
Human Resource Development
Developing training programs based on OJD
Employee Training System (Examples from Companies in Japan)
Konica Minolta cultivates human resources through on-the-job development (OJD*). To enhance training results, 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 2008, courses were taken by 8,909 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.
Human Resource Development at Group Companies outside Japan
Training scenery
Konica Minolta Group companies around the world conduct various training programs based on their own human resource development policies.
For example, Konica Minolta Consulting (Shenzhen) Co., Ltd., which is responsible for procuring parts and materials for the Group's business information products in China, conducts position-based training and knowledge and skill development training in an effort to improve the skills of each and every employee.
| Position-Based Training | Training for mid-level employees | |
|---|---|---|
| Training for production site managers | ||
| Leadership development training | ||
| Training for new managers | ||
| Training for future executives | ||
| Knowledge and Skill Development Seminars | Standard education | ISO internal auditor education |
| QCC Process / Management education | ||
| On-site training / Quality assurance education | ||
| IT security | ||
| Basic procurement knowledge | Product knowledge | |
| Mechanical parts and processing knowledge | ||
| Electrical parts knowledge | ||
| Basic procurement knowledge (business negotiation skills) | ||
| Basic procurement knowledge (logistics / customs clearance) | ||
| SCM | ||
| Business skills | PC application | |
| ACCESS | ||
| Japanese language / English language education | ||
Previous Page
