people who will lead the execution of management strategies and the next-generation leaders who are candidates to succeed them. We have established Coca-Cola University Japan (CCUJ), an in-house university, as a means of continuously producing key people in each generation and position, strengthening the pipeline. In so doing, we are strengthening the development of human resources who will lead transformation based on management strategies (Details on pages 43-46 Inclusion).opportunities to experience growth. In addition, in order to help employees develop the skills to realize their career plans, we offer a program called “Knowledge Mall.” This self-development support program enables employees to learn various content in a variety of ways, fostering a culture in which each employee can learn independently.after business meetings. We are also developing office environments featuring an Activity Based Working* design. It is also important to maintain and improve the health of our employees, and we are working to foster a health-first corporate culture where employees can work with peace of mind and enjoyment. In this way, we are promoting Best Place to Work measures to improve employee engagement.* A work style that allows employees to choose the most productive time and place to work according to the nature of what they are doingsetting KPIs for each measure, and using DX tools to efficiently and effectively implement monitoring and provide analysis and insights. It is our people that will come up with and execute strategies. Promoting a People Strategy that maximizes the value of our human resources is the very essence of human capital management. To achieve sustainable growth, we will come together as a company and keep improving the initiatives of our People Strategy.Details of our health management initiativeshttps://en.ccbji.co.jp/csv/humanrights/health.php36The importance of leaders who promote transformationIn these times of increasing diversity among people and values and upheavals in the business environment, implementing management strategies swiftly and flexibly to promote transformation is vital. For that to be possible, it is essential to have leaders (key people) who promote change. We are building a pipeline to secure key people as a part of the human resources development and career paths elements which are the core of our People Strategy. The pipeline consists of the key Initiatives to improve organizational capabilitiesWe are working to improve the capabilities of the entire organization in order for our key people to take the lead in initiatives and further the transformation. We have implemented a Career Journey program that clarifies career paths for the Commercial, Logistics, and Manufacturing divisions to which most of our employees belong. It is designed to make employees aware of their own career plans and give them more Fostering corporate culture and increasing employee engagement throughthe development of working environments and systemsWe are strengthening our initiatives to retain the people that support our company. By introducing a new compensation system that emphasizes results, developing a commendation system, and introducing a Thank You Badge program, an internal system in which employees give each other badges expressing their gratitude and admiration, we are fostering a culture of mutual praise. As for the development of working environments and systems, we are promoting work styles that increase productivity by combining office work, telecommuting, and satellite office work. Additionally, our Commercial Division is working to improve operational efficiency by conducting remote business talks and allowing team members to go directly home Strengthening human capital management by improving our People StrategyWe have been promoting initiatives based on the Plan-Do-Check-Act (PDCA) cycle, such as checking the effectiveness of measures by conducting surveys to ascertain changes in employee engagement and awareness, and implementing improvement measures. Along the way, we have added and flexibly updated measures depending on business circumstances. To further strengthen the PDCA cycle, we will enhance the effectiveness of our People Strategy. This includes further improving the environment for visualization of HR data,
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