Basic Concepts

To bring out the motivation and creativity of our employees, KOKUYO is making efforts to change goal-setting and evaluation systems and methods in the Personnel System.

Creating an Environment that Facilitates the Growth of Each Employee

KOKUYO Group is promoting the development of mechanisms and environments where capable and enthusiastic employees can play an active role in the workplace, and where they are appreciated for their performance regardless of nationality, race, gender, age, religion, academic background and so forth.

We undertook operation model reforms as part of our first medium-term management plan, "Self-reform focusing on value creation-Value Transformation 2018," which was started in October 2015. These reforms focused on the challenges of realizing customer-orientated value creation, with the goal of eliciting changes in the relationship between people and the company, as well as encouraging the motivation and bringing out the creativity of our employees. We will polish the initiatives we have implemented so far in our second medium-term management plan, "Enabling sustainable growth-Smart & Sustainable Transformation 2021," which was started in January 2019.


Three approaches that will bring about changes in the relationship between people and the company

(1) Changes to the goal-setting system

(2) Changes to the evaluation system

(3) Clearer reflection of evaluation in employee treatment


In support of the first medium-term management plan, we worked to build a goal-setting system that enables each employee to better understand the purpose of their efforts for the goals that they are working toward.

In the previous commitment-style communication, in which supervisors unilaterally communicated goals, these goals tended to be unmovable, leaving employees unable to fully understand them. Under the new system, we are switching to consensus-style communication, where supervisors and subordinates repeatedly discuss why this high priority theme should be addressed and what goals they want to set for themselves.

Managers and members of top management also hold workshops related to goal setting to share information such as "what has just been achieved" and "what was able to be reformed," in order to gain a better understanding of the issues related to setting goals for the next term. We will continue promoting efforts to more fully establish this new goal-setting system.

For the evaluation system, we switched from relative evaluation to absolute evaluation, which gives a clearer view of how evaluation is reflected in compensation. This switch now allows each employee to define the specific results to be achieved when setting goals, i.e., what has to be accomplished by when and to what degree. Then, evaluation and compensation are determined based on how fully the employee has achieved the set goals.

Human Resource Development System

The KOKUYO Group is promoting systematic individual development centered on three elements-job site, feedback, and training-with the goal of maximizing the individual value of each employee. Training is given mainly by profession at each turning point for businesspersons to provide them with different opportunities to develop their potential through training for selected employees and optional training, offering strong support for employees willing to accept such challenges.

Human Resource Development System

Initiatives for Human Resource Development System

FY2018 KOKUYO Group New Employee Program

FY2018 KOKUYO Group New Employee Program

On April 2, 2018, the new employee program for new employees of the KOKUYO Group was held at the Tokyo Shinagawa SST Office and Shinagawa Office. There is a total of new employees in this fiscal year. It was a fulfilling day, with the program including events such as an office tour given by employees in their second year of employment; a lunch meeting with directors of the KOKUYO Group as well as presidents of partner companies; and the creation of a "message tree" under the supervision of the Stationery Business Division's Design Center. There were also approximately 300 messages from existing employees welcoming these new employees, making this an event which also communicated the friendly atmosphere of KOKUYO to the new employees.

Open Challenge Program that Expand Visions through Interactions with Human Resources from Different Industries

Open Challenge Program that Expand Visions through Interactions with Human Resources from Different Industries

The Open Challenge Program (hereinafter referred to "OCP") is a cross-industry exchange training program that the KOKUYO Group has been participating in. Employees within the Group are invited to participate voluntarily.

The aims of the OCP are the expansion of visions (to become aware of their own potential); acquisition of knowledge, skills, and mindset required for future career formation; and meeting new people (building of external network).

The secretariats of participating companies give opinions and carefully choose the high-quality program. A questionnaire of the participants revealed high results for satisfaction.

Great benefits of this program include coming into contact with values that are different from those of KOKUYO in particular, and interacting with human resources from different industries. It is a good opportunity to form valuable personal connections.

Conduct of On-Site Training to Distribution Centers of KOKUYO Supply Logistics

Conduct of On-Site Training to Distribution Centers of KOKUYO Supply Logistics

Responding to calls from KOKUYO Supply Logistics (KSL) which is in charge of logistic function, 77 KOKUYO employees involved in the stationery business went for on-site training to three locations-Metropolitan Area, Chubu, and Kinki Integrated Distribution Centers (IDCs)-over a period spanning nine days in total. This was realized from the idea of wanting to develop a system for contingencies-such as during disasters-supported not just by KSL employees but by the entire stationery business.

During the training, participants experienced work for supporting periods of demand, and at the same time, various issues happening on the front lines were shared and a survey was also conducted for utilization in future improvements.

Training for Outstanding Employees of KOKUYO China.

Conducted 2018 KOKUYO China Outstanding Employee Training Camp

Conducted 2018 KOKUYO China Outstanding Employee Training Camp
At the end of May 2018, 14 outstanding employees of KOKUYO China were selected to undergo a 3-day, 2-night training camp in Shanghai. During the training camp, discussions were held about KOKUYO China's values. Understanding and recognition of the values were deepened such as by everyone talking about cases which actually occurred at the workplace. The short 3-day training camp concluded with the participants proclaiming they will communicate the values they have learned through the training to their colleagues at their own workplaces.
First Japan Training for Outstanding Employees of KOKUYO China

First Japan Training for Outstanding Employees of KOKUYO China
In September 2018, four outstanding employees from KOKUYO China were selected for training in Japan. The training started at Kinki Integrated Distribution Center (IDC), then moved to the Osaka Headquarters, Shiga Factory, and Mie Factory. The schedule ended with a report session at the Shinagawa Office. While it was a short period, through interactions with colleagues who hosted them at the respective venues, they were able to reaffirm KOKUYO's values and principles, and experience the pride and sense of mission as an employee of KOKUYO. Going forward, outstanding employees representing China will continued to be invited to Japan in hope of further deepening mutual ties.