Initiatives for Employees
The Sinanen Holdings Group promotes the Corporate Culture Reform Project and measures for employee growth, which we consider the key driver of new value creation.
Initiatives for Employees
Corporate Culture Reform
The Sinanen Holdings Group is promoting corporate culture reform, working to transform employee awareness, behavior, and communication, while also pursuing work-style reform, which involves changing workplace systems. These efforts are designed to maximize the growth of human resources and ensure the Group remains a first-choice organization for its people.
* A term that describes the current era of unpredictability based on the characteristics of volatility, uncertainty, complexity and ambiguity.
FY2022
Group-Wide Initiatives
| Measures | Overview |
|---|---|
| Face-to-Face Meetings | The president visited sites throughout Japan and listened directly to the concerns of employees, getting a sense of their true feelings. |
| Level-Specific Training | We provided training to company presidents, executives, and general managers under the theme of "Change originating from senior management and general managers." The participants seriously considered and discussed self-transformation in order to help advance corporate culture reform. |
| "The Voice" Opinion Box | Senior management continued to provide honest responses to questions and suggestions submitted by employees. |
| Organizational Culture Survey | This annual survey was conducted to quantitatively measure changes in the corporate culture and the status of the organization. |
| Spiral Up Award | Outstanding examples of employee efforts to promote culture reform were recognized with this award, as a way to thank and praise the pioneers of change in each workplace. |
| Group-Wide Seminars | These seminars are provided to all employees to promote shared awareness of important concepts for corporate culture reform. In fiscal 2022, psychological safety, as well as diversity and inclusion (D&I) were the featured concepts. |
FY2023
［Group-Wide Focus Items］
・Enhancing leadership to promote stronger connections between senior management and frontline employees
・Creating workplace environments where human resources can grow
［Measures］
①Expanding level-specific training to enhance leadership to promote stronger connections between senior management and frontline employees
②Strengthening cooperation with the Human Resources Department to create workplace environments where human resources can grow
③Increasing support for transformation leaders who promote reform at individual companies to ensure thorough adoption and implementation of new cultural values in more workplaces
Work-Style Reform
The Group aim to be an organization that can rapidly enhance its business foundation and maximize profitability by promoting career autonomy for employees and ensuring appropriate job placement.
Corporate Wellness Strategies
We treat employee health as an important management issue. We are pursuing health management and fostering a vibrant corporate culture in the ways listed at the right. We seek to build workplaces where employees can stay in good physical and mental health, and we leverage cooperation among the Health Committee, the Human Resources Department Health Management Office, and the SINANEN Health Insurance Association to support the health of all employees and their family members.
Diversity and Inclusion
We strive to create an environment that does not discriminate based on factors such as age, gender, or work position, empowering employees to fully demonstrate their individuality and potential.
Diverse Work Styles
The Group supports employees' diverse work styles by offering staggered work hours, a flextime system, telecommuting, and satellite offices. These systems aim to make it possible for employees to perform their jobs independently and be more productive, as well as to enhance work-life balance and allow employees to perform their duties even in unforeseen circumstances.
Action Plan for Supporting Cultivation of the Next Generation
We have established an action plan for supporting cultivation of the next generation so that our workplace environment will be one that makes it easy for all employees to work and raise their children.
Improving Work Quality
The Group is committed to visualizing, decluttering, and streamlining its operations. With the aim of creating time that contributes to employees' work-life balance and career development, and enabling them to produce more valuable work results in less time, we are reviewing business processes, establishing operating rules for meetings, and promoting various types of computerization.
Promoting Human Resource Development and Ensuring Appropriate Allocation of Human Resources
The Group aim to be an organization that can rapidly enhance its business foundation and maximize profitability by promoting career autonomy for employees and ensuring appropriate job placement.
Training Policies and Systems
［Human Resource Development Policies Designed to Promote the Growth of Every Employee］
①Gradually shifting from the traditional level-specific training to an emphasis on open-enrollment training that provides learning opportunities to all highly motivated employees
②Requiring basic skills training for everyone at the SINANEN HOLDINGS Group
③Establishing a career support system (career development programs for young employees, an internal recruitment system, etc.)
④Enhancing training using a human resource pipeline to ensure a reliable supply of senior management candidates
※CDP: Career Development Program
［Training System］
Career Support
Developing Human Resources by Emphasizing Career Autonomy
As a measure to support the career advancement of employees, the Group has adopted the "protean career" concept, which supports the approach the Group is taking to corporate culture reform. We have designated certain essential capabilities and knowledge areas as basic skills for all employees of the Group, and they are required to acquire these skills within a certain period of time. Moreover, to promote the development of entry-level employees (new graduate hires in their first to third year with the company), we employ individual career development plans, promote development using teams, build workplace environments that support growth, and encourage self-directed careers.
Ensuring a Reliable Supply of Senior Management Candidates
The Group emphasizes successor training, treating it as a key management issue. We are building a human resource pipeline to enable timely identification and development of high-potential human resources, while ensuring the quantity and quality of senior management candidates, and clarifying related human resource development issues. As part of this effort, the Group is working to secure a reliable supply of these candidates by providing senior manager development training, raising up management successors by applying the plan-do-check-act cycle.
［Senior Manager Development Training］
| Training targets | Training | Selection Method | Positions | Preferred Age | Training Period | |
|---|---|---|---|---|---|---|
| Current candidate | Senior managers | Succession plan | Training participants are selected by the Sinanen Holdings president based on recommendations from the Company's senior management team and operating company presidents | Company officers, general managers, and branch managers | Over 40 | Up to 3 years |
| Next-generation candidate | Senior managers | Next-generation senior manager training | Training participants are selected by the Sinanen Holdings president based on recommendations from the Company's senior management team and operating company presidents | Management position or higher | Over 30 | Up to 3 years |
| Next-generation leader training | No stipulation | 30 to 39 | From 5 to 10 years | |||
［Main Targets and Results］
| Results | Target | ||
|---|---|---|---|
| FY2022 | FY2025 | FY2027 | |
| Transfers Accommodating Employee Requests | Expansion of internal recruitment system | 20％ | 30％ |
Sustainability
Sinanen Holdings Group
- BtoC Business(Retail/Wholesale Energy＆Related Business)
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Melife-West Co., Ltd.
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Melife Co., Ltd.
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Melife-East Co., Ltd.
- BtoB Business(Energy Solution Business)
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Sinanen Co., Ltd.