Having identified the promotion of human capital management as one of its material issues, GLM recruits and trains its employees in line with the growth of the organization.
We are promoting measures to bring out the value and capabilities of each employee, including fair recruitment practices and opportunities, training, and support for career development.
Fair Recruitment Practices and Opportunities
We take the following steps to ensure fair recruitment practices and provide fair opportunities:
Fairness in Applicant Screening
Applicants are selected based on experience, ability, personality, and other attributes, regardless of gender, age, or nationality.
Objective Assessment by Multiple Interviewers
Job interviews are conducted multiple times with different interviewers to ensure fair evaluation from multiple perspectives.
Personnel Development
We are working to create an environment where employees can acquire new knowledge and skills through training and support for obtaining qualifications based on our Personnel Development Policy.
Training According to Job Rank
We provide training curricula according to job rank and years of experience, striving to improve the skills required at each level. These include employee management skills, and leadership and communication skills, among others.
Skill Building Program
We enable employees to acquire specialized knowledge and qualifications related to their work through e-learning.
Support for Obtaining Qualifications
When employees obtain qualifications necessary for their work or that will lead to career advancement, we provide a lump sum payment upon passing and subsidizing registration and renewal fees as further incentives.
Fair Evaluation System
We use management by objectives (MBO) (for performance) evaluations and competency (for behavioral) evaluations.
We also strive to ensure that personnel evaluations are transparent and understandable by holding evaluator meetings attended by general managers and higher ranking managerial staff.
Commendations and Compensation
We have established an awards system for outstanding performers to invigorate the entire organization.
We also believe it is important to retain talent and ensure that they have an opportunity to thrive. With this in mind, we strive to be competitive in terms of bonuses and various allowances.
Employee Engagement
We are committed to improving employee engagement so that each employee is highly motivated at work. Toward this end, we implement the following measures.
Work Style Surveys
Work style surveys allow us to better understand the actual situation of employees on a wide range of topics, including actual working hours, work-life balance, work environment, career development opportunities, and stress factors.
One-on-One Meetings
In one-on-one meetings, supervisors and their team members candidly share their thoughts with each other and discuss issues and measures for career development and goal achievement.
Pulse Surveys
Pulse surveys provide insight into items related to employees' job satisfaction, health, and interpersonal relationships.
Townhall Meetings
We promote two-way communication through townhall meetings* to deepen mutual understanding between management and employees.
*At GLM, a townhall meeting serves as a forum in which the president or other management team members bring together employees for open and free discussions on a number of different matters.