Personnel Systems and Training for Employees
Aiming to Bring About Synergies in the MHFG
In developing our workforce, we seek to create bodies of experts who exercise their unique qualities and speedy action in accordance with the business model of each company. To enhance human synergies within the group, we have created a group–wide platform in the form of a common compensation system and strive to place the right people in the right jobs partly through the application of cross–company personnel transfers.
Introduce a Human Resources Education System That Helps Strengthen the Specialties of Individuals
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
- Professionals
Continually engage in a specialized field of operation and use highly specialized knowledge and skills and creative and planning capabilities. Employed under a performance–based individual–type yearly contract system. The professional career path is scheduled for elimination on March 31, 2012. - Core Personnel
Engage in various fields of operation and use highly specialized knowledge and skills and creative and planning capabilities. - Specialized Personnel
Perform seasoned skills and practical capabilities based on ample experience and knowledge in a particular field.
The classification of personnel into the three categories given above was replaced in April 2011 with a five–category system. The five categories are: Senior Level, Core personnel (General), Core personnel (Specialist), Specialized Personnel, and Professionals.
- Basic Data on Employees
- *The upper tier indicates male employees and the lower tier female.
- *The table above reflects the status of the personnel system at the end of March. Figures do not include employees for whom March 31 was the final day of employment at Mizuho.
- *Data collected from Mizuho Financial Group, Mizuho Bank, Mizuho Corporate Bank, Mizuho Securities (exclude former Shinko Securities), Mizuho Trust & Banking and Mizuho Information & Research Institute.
- *The number of overseas personnel includes the number of employees at overseas branches, local resident offices and those employed by local corporations of Mizuho Corporate Bank, Mizuho Securities, and Mizuho Trust & Banking.
Fair Evaluations Reflecting Job Content and Performance
To fully compensate employees for their contributions, a performance–based evaluation system has been adopted and employees are evaluated fairly based on the content of their jobs and on their performance. Under this system, all employees participate in meetings with their direct supervisors and candidly discuss matters like job–related issues and future objectives. Evaluation results are reflected in bonuses, salary adjustments, and retirement bonuses. In considering contributions and performance over the medium–to–long term, we are striving to maintain and improve employee motivation.
Comprehensive Training Environment
- Mizuho's Training System
Formulation of the Mizuho University Program
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.
- Mizuho Advanced Management Program (AMP)
This program is a combination of lectures on corporate management for employees to acquire related knowledge and group discussions under the theme "Mizuho." - Mizuho Program for Management Development (PMD)
This program is a combination of lectures that integrate the themes and content taught in the coursework to acquire a Master of Business Administration (MBA), case studies and group discussion to formulate business strategies. - Mizuho College
MMizuho College specifically addresses the themes and content taught in the coursework to acquire a Master of Business Administration (MBA). It includes not only lectures and case studies but also group discussion, which is a focal point. - Mizuho Knowledge Forum
This forum helps participants acquire the knowledge, wisdom and judgment to survive in the age of change. - Overseas Education System for personnel selected from among applicants
An overseas education system is available that provides opportunities to acquire a MBA or a Master of Laws (LL.M.) at graduate schools of overseas universities for personnel selected from among applicants with an aim to reinforce specialized expertise and international views. - Dispatching System
This system dispatches employees to graduate schools of universities and educational institutions inside and outside Japan with an aim to reinforce their specialized expertise in various fields.
Internal Recruiting Systems for Utilizing and Motivating Personnel
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 System 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 System for selecting Branch Managers from Applications recruits employees for branch manager positions at MHBK. The Job Application System 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. The Expert Program System provides career–building support for highly motivated Specialized Personnel.
Rookie Job Request System
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.
System for Selecting Branch Managers from Applicants
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.
Job Application System
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.
Expert Program System
The purpose of the "Expert Program" is to rapidly identify and provide career–development support to Specialized Personnel who have outstanding expert capabilities, are highly motivated, and have the potential for promotion to a management–level job. At present, Mizuho is working on an organization–wide basis to nurture the development of administrative supervisors and Specialized Personnel in various areas to help them reach their full potential.
| FY2008 | FY2009 | FY2010 | |
|---|---|---|---|
| No. of employees completing the Branch Manager Recruitment Program | 7 | 10 | 9 |
| No. of employees completing the Job Recruiting Program | 84 | 80 | 96 |
