A Culture of Leveraging Strengths and Elevating One Another
Laying the Foundation for Non-linear Growth
Building on a culture of mutual elevation, praising achievements, and sharing joy, we are cultivating an environment where everyone can continuously take on new challenges with a sense of security. Through our internal job posting system, "Timee Spark," we provide company-wide opportunities for employees to proactively step into new career paths based on their own volition, actively backing challenges that maximize each individual's strengths. Furthermore, spearheaded by the "Work Style Committee," we are developing flexible work arrangements tailored to individual life stages and lifestyles, promoting an environment where diverse talent can fully demonstrate their capabilities. By transforming the obstacles faced during these challenges into shared learning opportunities through strong employee connections, we are nurturing a culture that underpins the non-linear growth of the entire organization.
The Work Style Committee is an internal committee operating directly under executive management, established to develop an environment where every individual can deliver results, take on challenges, and exert impact through flexible work arrangements tailored to their unique lifestyles. The committee continuously creates frameworks that actively support employees in giving their all to their work by identifying and systematically resolving career barriers and vague anxieties arising from changes in their life stages.
Objectives
We aim to develop an environment where employees can maximize their potential to deliver results, take on challenges, and exert impact through flexible work arrangements tailored to their unique lifestyles. By proactively eliminating anxieties and barriers related to work styles, we ensure that life events serve as a "catalyst for new challenges" rather than a "career barrier." This foundation, which allows each individual to confidently leverage their strengths with a sense of security, fosters a culture of mutual elevation and praising achievements, ultimately serving as the bedrock for the entire company's future.
Mechanism
We identify issues through employee surveys and daily feedback, and align our strategic direction through dialogue with management. The committee then materializes and executes specific initiatives, continually making improvements through post-implementation monitoring. By implementing a phased introduction of measures that support our workforce's endeavors—such as expanded leave policies and return-to-work support—we enrich the environment from the perspectives of both system and culture. We deeply value the very process of "thinking and creating together" while bringing diverse perspectives to the table. Furthermore, by appointing the President as the chairperson and an Executive Officer as the vice-chairperson, we ensure a structure where feedback from the field directly connects to executive decision-making, guaranteeing that initiatives are materialized with speed.
Timee Spark is an internal job posting system designed to support autonomous career development by maximizing each employee's unique strengths. We publish job requirements that clearly outline the skills sought by each department and the experiences to be gained, followed by document screening and interviews. Rather than relying on company-initiated transfers, we facilitate talent placements based on the individual's own "volition" and "aptitude."
Objectives
We aim to systematically support an environment where everyone can continuously take on challenges, intensely nurturing the passion (the "spark") of each individual—this very sentiment is embedded in the name "Timee Spark." By providing opportunities for employees to take on challenges in new departments based on their own volition, we enhance talent mobility, promoting the vitalization of the entire organization and the creation of innovation. For employees, this serves as a pivotal turning point for growth; by organizing their past work experiences and proactively reevaluating their careers, they can elevate their intrinsic aspirations of "what they want to do" into a defined "mission they must fulfill."
Mechanism
In the selection process (document screening and interviews), we comprehensively evaluate the applicant's volition to take on the challenge and the specific strengths they can demonstrate in the new department, in addition to their past track record. Furthermore, to ensure employees can confidently take that next step in their career with a sense of security, we strictly adhere to the following operational principles:
1. Ensuring Psychological Safety
Application information is shared with the current manager only if the candidate passes the selection process. In the event of a rejection, no notification is sent to the current department. This dispels any concerns about potential negative impacts on their current duties, ensuring an environment where everyone can freely and safely take on new challenges.
2. Transfer Decisions Respecting Individual Volition
Pass/fail decisions are made entirely by the recruiting department, not the employee's current department. If a candidate is accepted, we coordinate among stakeholders to ensure the transfer is realized in principle, maintaining a reliable framework where an employee's courageous challenge directly translates into tangible career development opportunities.
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Human capital
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Cultivating a Culture of “Mutual Elevation and Leveraging Strengths”
