Human Resource Development

Basic Approach

The SCSK Group’s greatest asset and most important growth driver is its people. We are actively investing in human resources while working in conjunction with the SCSK Basic Policy on Human Resource Management in aiming for sustainable growth centered on job satisfaction and engagement.
Investments in our people are made from the perspectives of sophistication, diversification, and expansion. Our ideal goal is to bring new value through co-creation with our clients and society in our business activities. We will do this through the continuous and autonomous growth of employees who identify with our business strategy within our corporate culture of diversity and inclusion which draws out individual abilities, regardless of personal attributes. We are also proactively growing our human resources both domestically and internationally to accelerate business growth.
Specifically, in order to capture and foster diverse talent capable of growing and transforming our business, we are implementing various initiatives following these three policies; 1) human resource management to actualize Core Business Innovation and Commercialization of DX; 2) improved sophistication through coordination between business strategy and career development; and 3) establishment of a workstyle to ensure job satisfaction in adapting to the new normal.

Human Resources Development Program —SCSK i-University

SCSK i-University is a framework for providing all employees with opportunities for continual growth and learning. It represents a training program as well as a company-wide integrated human resources development program that includes systems and infrastructure for supporting active communication. Recognizing that the active role of all employees drives SCSK’s growth, common company-wide training is provided according to the five categories of career development, leadership development, global business skills development, specialized skills development and re-skilling, with the goal of strengthening both mind (people skills) and skills (job skills), based on personnel grade and specialization level.

HR portfolio shift through re-skilling

To reinforce job training that promotes core business innovation and commercialization of DX, we newly added re-skilling to the training system starting in FY2022. With this category, we will expand and offer not only a program for broadly mastering new literacy to reinforce basic skills, but also a practical training program accompanying job switch to service manager, business designer, and full-stack engineer, which are directly connected to the business strategy and will grow more important in the future.

Young Employee Career Development Program

In FY2020, we launched a career development program for young employees with the objective of fostering adaptability and having up-and-coming employees acquire multiple skills ahead of changes in future technology needs. Through this program, we are providing training on IT and business basics so that employees can acquire multiple skills in their first four years after being recruited as university graduates. In turn, we monitor the utilization of the knowledge learned and their attainment of practical skills. Furthermore, we conduct job rotations to unlock the further growth of young employees in a new environment different from their initial assignment by offering them opportunities to think autonomously about their own career through career and advice interviews. Through opportunities to learn about the organizational culture of different departments and come into contact with new clients and technologies, we are working to get these employees to grow into multi-skilled talent with broader horizons who embrace diversity and are adaptable, considering their knowledge, skills, and experience.

Fostering of Management Talent and Organizational Development

In terms of fostering management talent to become a Co-Creative IT Company, SCSK has expanded its training program for general managers to strengthen strategy formulation for the organization they are responsible for. In addition, as part of efforts to build an organization appropriate for the execution of its strategy, we have conducted an organization survey completed by all employees since FY2020, which has made it possible to gain a quantitative understanding of the strengths and weaknesses of each organization from an employee perspective, allowing us to accelerate and instill an organization development cycle. By implementing training measures for department managers to raise the psychological safety and work engagement of department members and holding repeated dialogue among employees within the organization, we generate synergies between organizations and link this to maximizing the organization’s performance.

Expanding Business Design Talent

To promote the commercialization of DX through co-creation with clients, other industries, and throughout the world, SCSK works to train business design talent. We promote practical workshop-style training programs that match the process based on the ideas of design thinking and lean startup. By further increasing training and learning opportunities for employees to acquire knowledge and skills necessary to create business, we will expand business design talent who promote commercialization of DX.

Fostering a Global Mindset

We focus on not only improving English skills and honing global skills, but also fostering a mindset geared toward expanding the IT business throughout the world. In an era of volatile global competition, each employee must truly reexamine what it means to be sustainable, and we offer programs in which employees look at what is important to be active on the world stage.

Promoting and Supporting Self-Development

Guided by the notion that steady effort is the key to success, SCSK implements Kotsukatsu as a way of supporting our employees’ efforts to engage in active learning. In addition to sharing various study activity examples that employees have applied for and supporting continuous learning that leads to growth, we aim to build a system in which employees boost each other.
In FY2022, we introduced a system so that employees can record their daily self-development activities through not only a PC but also smartphone. This encourages employees to make it a habit to steadily work to develop themselves and always record and review their activities. Furthermore, we promote and support the acquisition of qualifications through self-development by paying an incentive to some employees who pass the Information Technology Engineers Examination (ITEE).

Basic Cycle of Investment in People for Becoming a Co-Creative IT Company

To realize our management vision of becoming a Co-Creative IT Company, it is essential to link management strategy, human resources strategy, and each individual’s desire to grow. To that end, it is also important that each aspect of human resource investment be promoted in an integrated and coordinated manner. The iCDP is an autonomous, strategic, and integrated career development platform that will assist in these efforts. In particular, the CDP, which shares career and development plans with superiors and team members and summarizes them as an organization’s human resources portfolio, i-University, a company-wide education system, and the IT Skill Level Assessment, which defines the ideal image of human resources and examines and certifies achievement level, are mechanisms that form the foundation of iCDP. They also enhance human capital by cooperating with each other to promote investment in people.