Utilization and development of human resources
Human Resources Development Policy
Shiseido has been earnest in its human resources development since it was founded. The Company, in fact, was once known in society as "Shoseido" which translates to "hall of scholars." Such distinction of corporate culture endures today as the Company reflected in the “Shared Education” Declaration launched in 2006. The declaration seeks to cultivate people by linking workers' self-realization to the growth of the company. We also established the "sense of beauty, autonomy, and the ability to change" as indicators of the skills and sensibility that we seek to cultivate, specifically defining who we consider to be "interesting and talented people.” Finally, we are working to create an environment where employees can develop through a process of mutual growth reinforced by daily guidance and training, personnel assignments, and evaluations by supervisors.
In accordance with its "Shared Education" Declaration, Shiseido opened a corporate university called Ecole Shiseido in 2006 to implement the Company's human resources development policy and oversee companywide training. A variety of training initiatives are being offered, including professional training in a variety of fields, new employee and management training that cuts across fields, and training to develop the skills required in upper management positions. While the president serves as the chancellor of the university, corporate officers take the lead in developing a pool of interested and talented employees by serving as the deans of the faculties in the university that correspond to their own areas of responsibility.
Ecole Shiseido also established the Shiseido Beauty Academy, a graduate school of beauty, as a gateway for highly advanced professionals specializing in beauty. Career development measures are in place for approximately 12,000 employees in beauty-related fields (BCs) nationwide. Two courses are offered: one is for students aimed at leading organizations as managers and the other is for students aimed at becoming advanced professionals in mastering beauty techniques.
Shiseido's policy is to cooperatively promote the four functions of human resources, namely OJT, evaluation and work conditions, training and transfer. Consequently, the four main bodies (the personnel, supervisor, Human Resources Department, divisions and departments) to be promoting these initiatives recognize their respective roles and aim to be actively engaged in realizing individual growth and career plans. In terms of human resources development, Shiseido categorizes the areas in which employees take active roles into seven segments (beauty, sales and marketing, advertising production, R&D, production, finance and accounting, and corporate staffing), whereby individual employees are expected to establish their core area of career. Employees work to improve themselves based on ability requirements (disclosed via the Company intranet) according to area while aiming to become more professional through various opportunities.
The Beauty Field Career Development Plan Program established in 2009 is an example of a structure aimed at fostering professionals. Under this program, BCs, hair and makeup artists and salon stylists who are Shiseido employees in the beauty field, join the selective Shiseido Beauty Academy as a career path, then proceed to become advanced beauty professionals at the top of their respective fields in Shiseido Group after graduating from the academy.
Educational Training for Employees
The Career Design Center was established in April 2011 to support employee career development. In conjunction, we started a system to support employees' careers from the time they join the company to the time they retire through various means including individual career counseling and seminars. While employees receive such support, they also independently develop their careers utilizing an in-house job challenge system, a free agent system and others.
At Ecole Shiseido, which supports the development of professionals by particular field, a total of approximately 7,800 employees annually take courses in about 100 training programs. The expenses incurred to implement these programs are roughly 0.09%*1 of net sales. The training programs conducted at Ecole Shiseido are summarized each fiscal year by the heads of respective faculties at the head meeting to discuss human resources development policy, development measures and more.
Shiseido is also developing and expanding correspondence courses to enhance each and every employee's skills. Available courses include programs to help improve action and capabilities, programs to develop specialized knowledge and skills required for respective fields, and programs for acquiring official certifications aimed at enhancing language ability and OA skills.
* Calculated through Shiseido training management system (Reference value for fiscal 2009)
Globalization of human resources and human resources development in globalization
In accordance with the expansion of our overseas business performance, Shiseido promotes globalization of human resources. In Japan, "global business training" and "global career development programs" are implemented targeting employees of middle standing and junior employees, thus continuously cultivating human resources with "adaptability to deal with other culture" and "understanding global businesses".
Externally outside of Japan, "the Shiseido Regional Leadership Program (SRLP)" started in 2011, promoting human resources development in respective regions From now on, targeting mainly local subsidiaries’ managers and head office employees, talent management initiatives on a global scale, are launched, accelerating to train and utilize talent in respective groups.
Support to develop employees' career track
In April in 2011, "the Career Design Center" was established as an organization to support development of employees' independent career. In "the Career Design Center", professionally trained employees are deployed, helping provide services to support employees' careers from the time they join the company to the time they retire through various means including individual career counseling and seminars.
While employees receive such support, they also independently develop their careers utilizing "job challenge system (in-house job challenge system)" to which employees apply to be a candidate , and "free agent system" by which employees can challenge to get certain post if they want and other systems Shiseido is also providing information for employees to review their careers and is introducing seminars and specific past cases corresponding to each employee in addition to introduction of booklet, "Career Design Book" and "the Career Design Center" at in-house portal site. As a company, Shiseido tries to face with each career in each employee and is supporting each employee to make feel rewarded in one's work so that employees could be motivated to play their roles in respective fields in respective life.
The Career Design Seminar was held.
Starting from 2011, Shiseido takes place "The Career Design Seminar" targeting employees over 40 years old with the viewpoint of "our Time, our Life for 80 years old".
In such an initiative, the seminars are providing opportunity for employees to reflect upon how they should build up their remaining job careers in the latter half in a company, and what is one’s own strength, and weakness as well as what they want to achieve in future after looking back each career track. The seminar is promoting for participants to review their life planning from the viewpoint of life long careers ( their roles and way of living in their respective life including their job careers).
In 2011, Shiseido held such seminars four times with total 107 participants.