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 employees who join the company as new graduates, we have established a special program that spans the first three years of employment, and we plan and execute the program so that all applicable employees can acquire the minimum skills required to become leaders and managers. The program is structured according to a growth map, focusing on knowledge, frameworks, coaching, and other skills that are lacking in leadership and management skills development based on work experience alone.

We offer a one-year training program to provide managers with the necessary knowledge and mindset to enable them to produce the necessary human resources in-house for the establishment of new subsidiaries and the creation of new companies. The program is designed to provide management with the necessary knowledge and mindset. In the training program, selected personnel aim to acquire the ability to promote business and human qualities through lectures and discussions, and we promote the discovery and development of executive candidates who will support our group.

In the course of long-term work, constraints may change due to changes in career aspirations, one's family environment, and other factors. We have established a system that allows employees to change their careers in all positions at group companies in response to changes in their career aspirations and the environment. By institutionalizing the change of one's career, we strive to provide a working environment where employees can work with peace of mind, and also provide a working environment that can be utilized for reskilling that is necessary in response to the changing times.

For new employees, many of the things they experience in society are new to them, and in many cases, their anxiety prevents them from fully realizing their inherent potential.We assign a mentor to each new graduate employee in his or her first year with the company, and require the mentor to contact the employee at least once a month to relieve any stress or confusion at work. In addition, by assigning mentors mainly to young employees in their second year as new graduates, we are also working to improve the human resource development skills of the mentor employees themselves.

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.