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 the "ADV position" as one of the job titles in our human resources system with the aim of acquiring and developing highly skilled human resources.It is a system that can provide an annual income of 30 million yen or more, and we are working to expand our human resources both by promoting from within the company and by recruiting from 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 and certifies employees' IT skill level on a seven-level scale based on SCSK Career Framework, is a program that visualizes the specialization of sales and engineering employees and promotes employee growth. We work to effectively improve the IT skill level of employees by ascertaining the gap from the target level through assessment screening and having employees and the organization formulate concrete human resource training plans. In addition, we have created a specialized working group composed of experts in each job type. The working group discusses assessment screenings and undertakes training activities, such as creating communities for each job type, sharing case studies, and supporting the creation of training curriculum.

At the same time, in order to become a CoCreative IT Company in 2030, we are utilizing the "Digital Skill Standards" released by the Ministry of Economy, Trade and Industry (IPA) in December 2022 to promote the visualization of digital talent. We will move forward with efforts to strengthen specialization in line with the needs of the time by securing human resources for business innovation, engineers with multiple skills, and human resources for security, AI, and data science.

SCSK Career Frame and IT Skill Level Assessment