Improving Job Satisfaction and Developing Human Resources

Basic Concept for Human Resource Development

Citizen Group believes that securing and developing human resources leads to "sustainable management," and we are promoting support for employees' skill development according to their stage of growth. To this end, each group company is taking the initiative in creating a comfortable work environment in which diverse human resources can play an active role, while developing human resources capable of driving the growth of each company in line with the policies and business environment of each operating company.

Group Human Resource Rotation Program

CITIZEN Group’s human resource development system consists of rank-specific programs organized by CITIZEN WATCH and company-specific programs conducted by each group company. We are also focusing on developing the next generation of leaders who will be responsible for the future of the group, and we rotate human resources among group companies beyond the boundaries of individual companies.
Employees selected for the Next Generation Leader Development Program are expected to deepen their understanding of the business environment of each Group company, expand their network from the individual company to the Group through work and workshop-type training at the destination company, and in future drive the growth of not only the individual company but also the entire Group.

Training System

Citizen WATCH aims to develop professional human resources as early as possible based on the career autonomy of each employee, both company-led and dual-axis, and to grow the company as the employee grows. In order to enable autonomous career development, career seminars are held for those interested, and a hand-picked training program is being expanded to allow all applicants to select the courses they need from a system of education and training organized by rank and theme.

In addition, we plan to introduce reskilling training for managers in FY2022 so that employees can experience personal growth and job satisfaction through lifelong learning, which will lead to the growth of the company.

• * Conditions vary depending on the content of the training, such as mandatory participation, supervisor recommendation or personal application.

Autonomous career Development and Diverse Career Paths

In FY2021, Citizen WATCH held a career design seminar for young and mid-career applicants with the aim of autonomous career development. In total, more than 60 people learned about basic concepts and applied theories of career development, and employees of the same generation had the opportunity to talk to each other and deepen their understanding of the work of other departments with which they were not in daily contact. In the same year, CITIZEN WATCH launched a new "in-house side job system.” This system allows employees to spend up to 20% of their total working time on other internal duties, enabling them to acquire knowledge and skills not available in their regular work as well as to form human networks, and it is expected to optimize internal resources. In FY2021, seven employees took advantage of the in-house side job program. Together with the previously introduced outside side jobs, this system is being used as an opportunity for employees to voluntarily choose the experience they wish to have.

With regard to human resource development in the division, CITIZEN WATCH is utilizing 360-degree evaluation and its follow-up training, in operation since FY2019, to improve human resource development and management skills. In our talent management program, which promotes the success of diverse human resources, we receive reports from employees on their qualifications and transfer requests, and we have established a training menu tailored to each employee's learning and goals, thereby creating a system that supports individual career development and improves and optimizes human resource capabilities throughout the company.

As an example of diverse career paths, CITIZEN WATCH introduced a fellow system in FY2021, offering compensation tailored to role expectations and benefits that allow employees with advanced expertise and outstanding achievements to continue working in the same position after the age of 60, in order to appropriately evaluate their achievements, strengthen the development of their successors, and enhance corporate value.

Workplace Reform and Diverse Work Practices

CITIZEN WATCH has been quick to institutionalize telework and expand the scope of the flextime system to respond to the diversification of work styles, enhance the work-life balance, and realize a work style that is not restricted by location or time. During the pandemic, the company quickly transitioned to a telecommuting structure, preventing the spread of infection and limiting the impact on business. In addition, as part of the reform of the work style, the working hours were reduced to 7 hours and 45 minutes from the previous 8 hours. With the aim of improving productivity and creating an environment in which all employees can work with vigor and enthusiasm, we have launched employee-led business improvement projects and promoted the introduction of systems that contribute to operational improvements and greater efficiency at each workplace.

At the same time, in order to avoid excessive work, each department strives to monitor employee overtime hours and provides thorough guidance to department managers as needed to avoid excessive overtime and concentration of work from the perspective of compliance with the Labor Standards Act and from the perspective of employee health management. We also work closely with the labor union through information exchange and other means to ensure proper operation.

Toward Increased Employee Engagement

CITIZEN WATCH is striving to improve job satisfaction by reflecting the results of employee awareness surveys in the introduction of telework systems, training and development programs, etc. Starting in FY2022, we will conduct awareness surveys as engagement surveys on a regular basis, which were previously conducted as needed, reflecting the results in our measures to continuously improve employee engagement. We will continue to strengthen employee engagement by reflecting the results of the survey in our policies.

Other Human Resource Development Initiatives

[Case Study] Training Manufacturing Technicians

CITIZEN WATCH MANUFACTURING

CITIZEN WATCH MANUFACTURING, whose aim is to operate the best watch factories in the world, has established the Watch School, which is intended to improve manufacturing skills, develop human resources, and pass skills along to future generations. We promote the challenge of acquiring qualifications such as the Business Career Certification Test and other in-house certifications that have been developed in-house according to internal manufacturing needs, and veteran employees and skilled workers serve as instructors to provide education for young and inexperienced employees to pass on skills and techniques. In addition, we participate in the National WorldSkills Competition with the aim of improving our skills and techniques. This is a competition for young engineers under the age of 23, who will be responsible for the future of Japanese manufacturing.

In the 2021 competition, three contestants participated in the watch repair category, and all of them won prizes (silver, bronze, and fighting spirit awards). In the mechatronics category, one team (two members) took on the challenge, and although they did not win a prize, they were able to accomplish the feat of conquering all the tasks.

Such efforts help to improve employee motivation and foster an attitude of striving toward goals that lead to human resource development through manufacturing.
In the future as well, we will continue to train young technicians and pass along skills and techniques, as well as raise the level of employees' abilities, through the Watch School and the National Skills Competition.

The National Skills Competition (the field of watch repair)