Human Resources Development and Training
DNP is making efforts to support the active role of employees as irreplaceable assets that have helped us achieve innovation. We provide systems related to recruitment, development and promotion of excellent human resources in order to optimize and maximize our human capital while capturing overall trends in society.
Pay Grade System / Hiring Situation
Pay Grade System
Each employee is evaluated according to current role and results based on his or her pay grade. Monthly salary and bonus standards are interlocked, while seniority is excluded from evaluation. We revised this system in March 2007. For monthly salary, we introduced “role proficiency salary/role basic salary” and “role attainment salary.” Bonuses are paid on the basis of an “evaluation portion” and “uniform portion by pay grade.”
New Graduate Hiring (Non-Consolidated)
We inform candidates of the type of person we are looking for, the steps in our hiring process, and the timing of each step. Also, we assign young employees as recruiting partners to give candidates a real-life picture of our company.
Mid-Career Hiring (Non-Consolidated)
We recruit broadly via the Internet, with no age restrictions. We explain clearly and specifically the job duties of the positions we seek to fill.
Internships (arranged jointly with the Group companies)
In response to the wishes of schools and students seeking experience in the working world, we provide students with opportunities to gain work experience.
These internships do not directly lead to regular employment.
Initiatives and Systems for Human Resources Development and Training
Various Types of Systems
This system aims to support the "realization of visions and personal growth" by undertaking effective management by objectives. This system focuses on the development of human resources, beginning with the development of subordinates, who will lead the future growth of the DNP Group, while linking these efforts to organizational goals based on business KPIs.
In-House Recruiting System
To effectively utilize human resources and invigorate our organization, we promote open recruitment within the Group of experienced human resources with specialized skills for developing products, technologies, businesses and new solutions in accordance with the DNP Group’s business strategies. In this way, we provide employees with opportunities for independently selecting a workplace.
This is a system under which employees envision their own career development while self-realization steps and workplace transfers desired by the employee to achieve this are entered onto a "self-reporting form" and reported to their superior once a year. This system also spurs the desire of employees toward self-development and enables them to acquire independent practical skills while raising the awareness of managers regarding guidance for and development of their subordinates.
This system enables employees to improve their own careers by proactively seeking job transfers from across the DNP Group companies to jobs and departments that are different from the present.
In-House Study Abroad System
This is a system under which employees, based on their own intentions, accumulate experience in other departments for a certain period of time and then return to their original departments and expand the range of work handled while raising quality utilizing the experience and knowledge and skills acquired in these other departments.
System for Encouragement of Qualification Acquisition
This system pays incentives to employees who successfully acquire specialized knowledge, skills, or qualifications needed for their jobs (covers about 130 types of qualifications, up to 100,000 yen).
Specialist Work System
This system provides special compensation to employees engaged in technology R&D and to those in charge of planning who possess an extremely high level of outstanding specialties and who are highly evaluated inside and outside the company. There are two stages for titles depending on the level of the specialty.
- Chief Researchers / Chief Planners
We accept certification applications for self-recommendations and other recommendations once per year from employees engaged in technology R&D, system development, and planning utilizing their high degree of expertise and evaluate and certify these based on the Certification Standards.
Those Chief Researchers/Chief Planners with outstanding personalities and who have earned socially authoritative awards and those who have made remarkable achievements are certified as fellows. Certification standards have been established for each category that includes achievements, external evaluations, internal evaluations and competency evaluations and these are announced to all DNP Group employees. We expect that this will encourage employees who are engaged in technology R&D or in planning to pursue their career formation toward the attainment of these certification standards.
ICT Professional System
This system appropriately treats and motivates ICT professionals such as by providing a special allowance to project managers who handle projects of a certain size or larger.
Career Counseling Center
We have built a system that provides counseling and guidance regarding how to think and approach career development.
Introduced in 2001, this system is focused on our manufacturing technicians who possess valuable professional skills. This system is geared to getting back to the roots of the manufacturing industry by recognizing the importance of professional skills and thereby providing training, evaluation, and benefits. Among the three requirements for Meister certification consisting of "specialized knowledge, skills, and creativity," "reputation and trust," and "leadership," we have positioned "leadership" as a particularly important evaluation item given that the purpose of the system is to hand down skills.
We provide a variety of awards that include awards for job performance and achievement of goals based on results achieved semiannually and annually as well as long-term service (25 years) awards that honor long years of work. In FY2020, we significantly revised our Award System. For the Company-wide performance-related award, we established the DNP Award that recognizes outstanding activities from the perspective of “value creation” that DNP has aimed for. Regarding awards that honor long years of work, besides the 25-year service award, we established a new 10-year service award and together with the existing retirement award we have designated these as Anniversary Awards.
To develop human resources who provide value to society, DNP has set up a dedicated department for human resources development at its head office. With initiatives centering on this Recruiting & Training Department, and based on the annual training plan, the head office divisions and the business units promote collaboration and carry out employee training through level-specific training and job-specific training, business skill training, theme-specific training (screening/selection), plus e-learning and distance learning.