Each group company hires its own employees and aspires to become an association of specialists that leverages individuality and prioritizes speed. At the same time, employees are transferred between companies to bring about synergies and ensure that human resources are deployed so that the right people are in the right positions.
In order to ensure continuity in the basic pay and benefit packages of transferred employees, group companies share a common platform for a portion of their personnel systems, and personnel policies are basically consistent among the companies.
According to each employee's specialty and skill set, as well as his/her approach to lifestyle and career, employees are classified into administrative staff, general affairs staff, employees under contract as a professional and temporary employees, etc., each with different job descriptions, duties and compensation structures. Various schemes are in place to support human resource development for each category and strengthen employee specialties.
Among these employees, the administrative staff is further categorized into three categories.
Three Categories of Administrative Staff
Basic Data on Employees
To fully reward employee contributions, we apply a performance-based evaluation system to conduct fair evaluations according to each employee's occupational duties and performance. Evaluation results are reflected in bonuses, salary revisions, retirement benefits and other perks. By taking into account medium- to long-term contribution and performance, we strive to maintain and improve employee motivation and morale.
We regard our education and training system as a means of actualizing "ROE Qualities." We therefore put effort into developing educational systems for each group company and commonly for the group as a whole. At each Group company, highly professional education and training are provided according to each company's business model, and Group companies actively assist in each other's educational systems.
As the name represents, the Mizuho University Program is an "intra-company university" educational program provided for employees across the Group. The highly advanced content of the program uses resources from outside the Group.
We have established a framework that is designed to improve the motivation and develop the capabilities of individual employees while respecting their desires.
The Rookie Job Request Program gives strong consideration to placing new hires in the jobs they indicate they want when they are about to be transferred to new assignments for the first time. The Branch Manager Recruitment Program is designed to proactively foster early training of younger personnel for promotion, recruiting employees in their early thirties for branch manager positions at Mizuho Bank. The Job Recruiting Program looks for employees who seek the challenge of taking up a position of their choice with a view to acquiring a higher level of specialization.
This system encourages new employees to express their desire for the type of job that they want to pursue, which is well considered in job assignment. Career guidance is also provided through this system.
In January 2003, we introduced a system to select branch office managers from among applicants to quickly nurture young employees and appoint them to higher-level positions.
The purpose of this system is for employees to pursue their own career and to obtain increasingly highly specialized capabilities. Applications for various kinds of jobs at each Group company are accepted. Employees do not restrict their future progress to their current job field and can attempt the challenge of a new field if they so choose.
(Person)
| FY2007 | FY2008 | FY2009 | |
|---|---|---|---|
| No. of employees completing the Branch Manager Recruitment Program | 7 | 7 | 10 |
| No. of employees completing the Job Recruiting Program | 64 | 84 | 80 |
