Our people underpin our Corporate Philosophy and Vision. To bolster the value of our human capital and reinforce our organization, we provide programs and training designed to enable all employees to maximize their talents, and furnish an environment that embraces diverse workstyles. Our aim is to strengthen employee engagement and support sustainable growth for both employees and the company.
We offer comfortable and supportive work environments that contribute to employees’ work efficiency, results, and growth. We also take other actions to ensure that our people can work with confidence, including promoting greater compliance awareness and strengthening business continuity planning and disaster preparedness.
The following are specific examples of our actions in this area.
Personnel system
In April 2022, we instituted a sweeping overhaul of our personnel system as the culmination of the Personnel System Transformation Project, which was launched in 2020 and spearheaded by mid-level employees. The project members discussed and studied various ideas for reshaping systems and organizations in ways that would enable both the company and employees to grow together, and then proposed their selected strategies to the management. The result of this bottom-up development process is the personnel system that we use today.
The concept behind this transformation was to create a personnel system that supports the growth of both employees and the company by strengthening engagement and respecting employees’ pursuit of ambitious challenges. The new system aims to support employees who constantly strive to innovate while improving themselves, and to generate business growth and new value as an organization that agilely responds to changing times.
The system also seeks to strengthen employee engagement (including fulfillment and enthusiasm) by appropriately evaluating employees’ contributions to the company and reflecting those contributions in the treatment of each employee.
Support for training and self-development
We offer a wide range of training programs to foster employee growth and improve the work environment.
All employees are provided with training on compliance, harassment, mental health, unconscious biases, and other issues. In addition, level-based training is provided every year, including training in team management, followership, and project management. These programs serve to improve employees’ communication and business skills.
We also offer many programs to support employees’ desire to obtain certification and study. These include self-development programs in which employees choose training courses that suit their needs in acquiring certification or improving their knowledge and skills. In some cases employees can receive financial assistance for the fees of certification examinations recommended by the company.
A supportive workplace environment
MM21 DHC has introduced a host of programs to support diverse workstyles. These include a flex-time program with adjustable starting times, paid leave that can be taken in one-hour increments, up to four days per year of refreshment leave, and working from home. Our fostering of supportive workplace environments enables employees to improve their work-life balance.
- Average monthly overtime: 17.4 hours (FY2024, excluding management)
- Average annual uptake of paid leave: 91.5% (FY2024)
Women’s empowerment
One way in which MM21 DHC promotes diversity is to support women’s empowerment. We encourage employees to discuss ways to improve the work environment so that women and all employees can shine as they pursue their own career goals, and to submit proposals to management. That feedback is used to guide actions to improve the workplace environment for women, build understanding of management duties to assist women in career development, and enhance programs for balancing work with childcare and eldercare.
Support for balancing work with childcare and eldercare
We have established a variety of programs to support employees who need to balance work with childcare and eldercare.
Programs related to childbirth and parenting
- Full salary for employees on maternity leave and newborn care leave
- Expansion of eligibility for shortened working hours to employees with children up to the third year of primary school (Japanese law mandates eligibility up to 3 years of age).
- Expansion of eligibility for child nursing leave to end of primary school (Japanese law mandates eligibility up to the third year of primary school).
- Child nursing leave can be handled as accumulated leave (paid leave).
- Permission to work from home as a measure to support balancing work with parenting
Programs for eldercare
- Employees can take up to 365 days of eldercare leave (Japanese law mandates up to 93 days).
- Regular hosting of eldercare seminars
- Permission to work from home as a measure to support balancing work with eldercare