Foster a Corporate Culture to Embrace Challenges
To provide new value to society as a leading-edge service company, we implement systems and initiatives that support the challenges taken on by employees, fostering a challenge-oriented culture across the organization.
Approach to personnel systems underpinning the challenges taken on by each employee
Credit Saison is advancing reforms to its personnel systems with a focus on fostering each employee’s willingness to take on new challenges and creating an environment that supports such initiatives.
In 2017, we introduced a Common Personnel System based on the principle of equal pay for equal work and transitioned all employees to full-time status. This eliminated barriers to promotion and disparities in treatment based on employment categories, ensuring fair opportunities for all employees to maximize their potential. At the same time, we clarified the competencies expected of employees and incorporated them into performance evaluations to further encourage individual growth and challenge.
In 2022, we implemented company-wide standardized criteria for promotion and advancement, along with an assessment program, to enhance fairness in opportunities and improve transparency in evaluation standards.
We clearly define the roles and expectations for each job grade and emphasize a process of challenge and growth centered on OJT. Goals are set through ongoing dialogue between supervisors and employees. Rather than positioning promotion as an end in itself, we aim to create an environment in which each individual can proactively shape their career based on their strengths and aspirations.
Furthermore, in 2022 and 2023, we introduced new high-level career tracks—“Specialist” and “Expert”—in addition to the traditional management track. This enables diverse career paths where employees can leverage their unique strengths and pursue various forms of professional excellence beyond management roles.
Going forward, we will continue to foster employees’ motivation to take on challenges and further enhance our personnel systems to create an environment where individuals can fully demonstrate their abilities and achieve meaningful results.
We implement a range of measures to support the self-directed actions of individual employees in taking on challenges
- ＜examples＞
- ● Open challenge (Groupwide recruitment postings)
- ● Challenge-type promotion system
- ● Career sheet
- ● Challenge leave
- ● NEXT SAISON
- ● 1-on-1
- ● Human resource development meetings
Competency as common action metrics
for all employees
To foster a culture that encourages people to take on challenges, it is important to transform the day-to-day awareness and behavior of each employee.
Credit Saison has clarified the "competencies expected of Credit Saison employees" based around the motivation to take on challenges and a culture of cooperation that enhances psychological safety.
Having employees act in line with competencies fosters a culture that encourages employees to take on challenges and also leads to improved performance and growth of employees overall. Additionally, to help the practice of employees challenging themselves take root, actions based on competencies have been incorporated into the personnel evaluation system.
