Group companies engage in a wide range of businesses and duties. For this reason, a management-by-objective (MBO) system has been introduced, which visualizes business strategies using each Group company's own BSCs and evaluates the extent of achievement of respective key performance indicators (KPIs). Financial performance is reflected in bonuses, while performance with respect to action plans viewed as personal growth is reflected in monthly salaries. Employees receive semi-annual evaluations following an interview by their supervisor. The interview format is intended to increase employee satisfaction as questions about the evaluation can be resolved at the same time.

To develop management human resources who will advance our businesses, the S-Pool Group prepares growth roadmaps and specifies employee development stages. These growth roadmaps specify the business experience and training programs needed, by employee level, for progress in the three skill areas of creating businesses, growing businesses, and management. Job rotations and training are implemented accordingly.

For newly hired graduates in particular, we have established special training programs for the first three years with the Group, which are planned and implemented to allow all eligible employees to master the minimum skills needed to play their roles as leaders and managers.

The Group emphasizes efforts that will develop management human resources capable of assuming responsibility for the core of its businesses with the aim of creating new subsidiaries or companies. As part of this year-long program, selected employees gain the necessary knowledge and mindset in order to be effective managers. Through this program, which strives to impart the capacity to drive business and raise human skills, the Group promotes the discovery and development of prospective management resources. To provide employees with an environment that allows them to work with peace of mind in accordance with their orientation or changes in circumstances, the Group has established a system that allows employees to switch positions within the Group companies wherever possible.

The Group sets up career courses for new hires based on their individual career orientations. However, working for many years, employees may find that their career orientations have changed due to their domestic circumstances or other reasons. Accordingly, we strive to provide workplace environments where employees can work in peace of mind through a system that allows employees to transfer to any position within the Group's companies, to the extent reasonable, in response to changes in their career orientation or other circumstances.

Often, newly hired graduates find it difficult to demonstrate their full potential due to anxiety caused by the unfamiliarity with so much of their newfound professional responsibilities. The Group assigns a mentor to each newly hired graduate for the first year of employment as someone to consult with on any subject. Required to meet with mentees at least once a month, mentors help resolve job-related stress and unease. Since most mentors are younger employees in their second year with the Group after being hired as newly hired graduates themselves, this system also helps strengthen their human resource development skills.

Depending on its own business stage, each Group company faces various challenges in areas other than improving business performance, including human resource development, operational improvements, and business development. To accelerate each company's growth, we have adopted measures whereby each company plans and implements its own creative contests and campaigns as fun ways to produce results.