Nurturing Human Resources and Departments/Divisions that Take on Challenges, Grow, and Act Autonomously

We aim to be an organization where each and every employee can challenge themselves and grow while proactively considering their career development and create new business opportunities through on-going dialogue with each other. With the purpose of creating an organizational culture and nurturing human resources in order to generate added value, we aim to promote the development of both individuals and organizations.

Human Resource Strategy

Our three-year, medium-term management plan beginning in the fiscal year ending June 2025 focuses on "business transformation," "technology transformation," and "human resource transformation." Under this plan, we will work on the transformation of human resources, which is directly linked to the transformation of business and technology.
Specifically, we will promote the diversification of employee abilities and skills by mobilizing and nurturing human resources in line with our business strategies. In addition, in order to diversify our business and expand our business domains, we aim to nurture human resources in corporate planning roles, and strengthen our consultation and R&D functions. At the same time, we will be reviewing the expected roles and evaluation criteria for each position (grade) to enhance employee satisfaction and support employee growth.

Support for Human Resource Growth

By clarifying role definitions, competencies, and required skills and qualifications for each job category and grade, we are working to create a foundation so employees can achieve their career goals through dialogue with their superiors. We also support the growth of our employees through encouragement of active self-study and various transfer request systems.

Evaluation System

We have revised our evaluation system in 2024 to create a foundation in which employees can work on their own career development. The new evaluation system clarifies the definition of job category and grade using a career map, so that employees can take actions to realize who they want to be. To drive employee growth, managers provide them with the necessary awareness through goal-setting and feedback interviews.

Growth Support System

Self-reporting system	This is a system for all employees at positions below a section manager to share their career aspirations and their wishes for a transfer or change of jobs, etc. every year. Through this system, we can better understand the current situation and career aspirations of all employees and ensure the appropriate placement of human resources and support their career development while personnel in management positions can gain an insight into the career aspirations of their subordinates and incorporate this into their usual work guidance.
Cross-job system	This system has been introduced with the objective of training human resources to enhance the knowledge and skills required for innovation across departments. Employees can state their desire to be involved in work outside their general duties for up to 20-30% of their working hours.
FA system	This is a system that allows employees who have been engaged in the same duties for a long period of time to apply for a transfer to another department. It has been introduced as a way to increase employee motivation and create opportunities for employee growth.
In-house recruitment system	This system has been introduced to ensure the effective utilization of in-house human resources, growth, acquisition and retention of human resources who want to grow, and revitalization of the workplace. Through this system, we hope to provide opportunities for employees to voluntarily choose their workplace.

Initiatives to Create New Business Opportunities

With the aim of further accelerating the creation of new business opportunities, we have established the IWI Start-up Acceleration Program (ISAP), which promotes the creation of new business opportunities, and Build with ISAP (BWI), which promotes the development of human resources to create business opportunities. Through BWI, we provide information to link problem identification to business planning through lectures and workshops by outside business owners or entrepreneurs and through a portal site we have established. ISAP aims to create more new business opportunities by supporting the stages leading up to the commercialization of submitted ideas.