Human Capital Management
The SCSK Group positions “sustainability management” as a growth strategy. By leveraging our core competencies, we aim to contribute to solving various social issues together with our customers and society, create new value that society needs, and achieve sustainable growth in partnership with society. The SCSK Group has set forth “Our Promises” to realize its Corporate Philosophy, “Create Our Future of Dreams.” The first of these promises is “Respecting each other,” which declares our commitment to respecting the personality and value of each and every employee and to leveraging the abilities of each other to the maximum extent.
Under the Medium-Term Management Plan, our policy is to dramatically improve our Comprehensive Corporate Value, which is corporate value that encompasses economic value, social value, human capital value, and other non-financial elements. With regard to the enhancement of human capital value, the SCSK Group has adopted the basic policy of maximizing the value of each and every employee. We invest in the development of employee capabilities, including specialization level, skills, experience, and other attributes and consistently select projects and assignments that help employees enhance their abilities, while providing opportunities and environments for growth. We also strive to continuously select and build business areas and models where employees can fully demonstrate their capabilities.
Moreover, we are promoting “Well-Being Management” with the aim of becoming a company where employees feel a true sense of purpose and fulfillment in their work. In addition to a pleasant working environment cultivated mainly through working style reforms and health and productivity management, we seek to enhance job satisfaction and engagement through contributions to the creation of social value and economic value.
Human resources strategy
To realize the Grand Design 2030 vision of becoming a “Co-Creative IT Company,” we are promoting our human resources strategy by setting four priority measures based on the basic policy of maximizing human resource value. In implementing this strategy, we have established company-wide meeting bodies in which management, business divisions, and corporate divisions work together to discuss the execution of the human resources strategy, its internal dissemination, and the monitoring of progress against management indicators.
Furthermore, to retain and acquire professional talent and ensure competitiveness, we are making human capital investments of between ¥10 billion and ¥20 billion. Through these investments, we support the recruitment and success of outstanding talent by raising compensation levels and enhancing development environments.
Human Resources Strategy Committee
Chaired by the general manager in charge of human resources, the Committee comprises group leaders from each business division, who are responsible for business execution; general managers from each corporate division, who are responsible for strengthening the management foundation; and the Talent Strategy Div. The Committee discusses initiatives related to future human resources strategies and the renewal of personnel systems, including enhancing the linkage between business and human resources strategies, thereby strengthening strategic execution.
DEIB Promotion Committee
Chaired by the general manager in charge of human resources and co-chaired by the assistant general manager in charge of human resources (DEIB & Well-Being Promotion), the DEIB Promotion Committee comprises general managers representing each business division, and leaders of dedicated organizations overseeing DEIB & Well-Being Promotion. The Committee discusses initiatives to promote the appointment of women in order to ensure diversity in decision-making, as well as specific measures for the implementation of Well-Being Management. It also promotes the development of workplace environments and a corporate culture that enable diverse talent to fully demonstrate their capabilities.
