Human Resource Policy and Evaluation Systems

Human Resource Policy

To realize its Corporate Philosophy, "Create Our Future of Dreams," SCSK has established its human resource policy composed of the Basic Ideals and the Three Human Resource Pillars—as a shared ideal relating to the structure and management of human resource measures. The policy also covers the design and management of all human resource-related systems, compensation levels, and other policies, and aims to promote the enhancement of individual capabilities and the optimal realization of employees' strengths.

Personnel System

Target Image for Launch of a Human Resource System

There are three goals for the new human resource system through further enhancing talent cultivation: 1) assign major responsibilities to employees who can exert their skills regardless of age or years of experience; 2) enable diverse human resources to autonomously develop their own skills and exert their abilities; 3) bring out the maximum potential of employees with compensation commensurate with responsibilities and capabilities.

Multiple-track Personnel and Career System

SCSK has adopted a multiple-track personnel system that achieves optimal human resource training and compensation based on the expectations of and roles for each career path so that diverse human resources can independently develop their capabilities and demonstrate actual skills.

Fostering and Acquiring High-Level Talent

In the IT industry, which is characterized by major technical changes and growing sophistication, the value of human resources who possess advanced specialization are growing more valuable.

At SCSK, we have established ADV (advanced) positions within the human resource system in order to train and capture advanced specialists who can drive core business innovation and commercialization of DX. The system makes it possible to earn over ¥30 million annually, and we are working to expand promotion from inside the company and recruiting outside the company.

Human Resource Evaluation System

SCSK operates a grade system which handles such issues as promotions and demotions, compensations, and working hour management by each grade. Furthermore, this system defines and establishes the "Expected Roles and Skillsets" to be fulfilled for each grade as well as the "Competency Assessment Criteria," both of which indicate specific behaviors and processes that are desired to be taken during the course of the execution of duties.
This system serves as the foundation for developing the individual capabilities and executing fair evaluations and treatment that the Company's Human Resource Policy aims for.

Competency Assessment Criteria, which are in line with SCSK's Code of Conduct of "Challenge, Commitment, and Communication," defines specific behavior along with 10 evaluation items. By running this system, SCSK works to ensure that its Code of Conduct is put into practice by employees.

The Evaluation of "Contribution Level" and "Competencies" Based on "Expected Roles and Skillsets"

SCSK's human resource evaluation is based on "Expected Roles and Skillsets" and is carried out from three perspectives—"Performance Assessment," based on management by objectives, "Competency Assessment," and "IT Skill Level Assessment," which refers to the expertise required by job category and specialty field.

Each year's evaluation starts with a meeting with the employee's supervisor at the beginning of the fiscal year. The employee communicates how he/she recognizes their current situation at their job and confirms their future career ambitions to the supervisor and sets the objectives based on the "Expected Roles and Skillsets" of the employee's grade. At the same time, the supervisor identifies the processes to be taken to achieve the objectives. As for the evaluations at the end of the fiscal year, Performance Assessment , however, is not the only thing evaluated, as emphasis is also placed on the processes for achieving them. For this reason, the employee's behavior is also assessed against the Competency Assessment Criteria, which reflects the three points of emphasis in SCSK's Code of Conduct (Challenge, Commitment, and Communication), on the basis of the employee's daily communication with the supervisor. A meeting regarding the result of the assessment is also carried out with the supervisor.

IT Skill Level Assessment

The IT Skill Level Assessment, which assesses employee IT skill level on a seven-level scale based on SCSK Career Framework, is a program that not only makes the specialization of sales and engineering employees visible, but also promotes employee growth. We work to effectively improve the IT skill level of employees by ascertaining gaps between the target level through assessment screening and having employees and organizations formulate concrete human resource training plans. In addition to creating a specialized working group composed of experts in each job type and conducting assessment screenings, we undertake numerous training activities, which include creating communities for each job, sharing cases, and supporting the creation of training curriculum.

At the same time, in order to become a Co-Creative IT Company in 2030, we are moving forward with the introduction of a career framework consisting of agile engineers, AI/data science engineers, and engineers with multiples skills to support clients’ DX. We will continue to promote efforts to strengthen specialization appropriate for the needs of the time.