As our approach to human capital management, under highly effective Group governance, we are promoting initiatives based on the two pillars of realizing and implementing an effective system based on the assignment of the right person to the right job and fostering a corporate culture where employees can work comfortably and with pride.
| Building an Effective System Based on Assigning the Right Job to the Right Person |
- Personnel Portfolio and Job-Based Talent Management
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We will develop a personnel portfolio taking into account future business portfolio restructuring and business trends and estimate the type of and need for personnel in terms of quality and quantity, and in parallel, we will clarify the current situation by visualizing the skills and experience of each employee. After comparing the future and current portfolios and identifying gaps, we will strategically recruit and develop the personnel needed for the future.
We support each employee in thinking independently about their
own career aspirations and continuing to grow while keeping in
mind the type of people we are looking for. We will strengthen
job-based talent management as a system that allows employees
to confirm their current position, consider specific career paths
while aligning their perspectives with their supervisors, and
accumulate skills and experience toward their desired goals.
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- Strengthening Leader Development
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As we restructure our business portfolio, we need strong leaders who can overcome uncertain times. We will strengthen the operational effectiveness of our processes to
strategically select, develop, and appoint the next generation of management talent for the Company and its principal operating companies.
< Appointing Leaders >
We have identified positions that are particularly important in the Group's business activities and clarified the experience and knowledge required for each. We have also visualized the experience and knowledge of the current management team and established a system for selecting successors through effective discussions, taking into account the balance of expertise and experience.
< Strengthening Leader Development > (Succession Management)
Based on our requirements for leadership, we have strengthened our system for selecting suitable candidates using fair and objective criteria, and are implementing this at the Company and principal operating companies. At the same time, we will thoroughly implement strategic human resources development from an early stage.
- Selection and development
Clarify selection criteria and perform fair recruitment to implement strategic HR development from an early stage
- Appointment
Visualize the capabilities of the entire management team, and select successors through effective discussions
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System for Fostering a Corporate Culture Where Employees
Can Work Comfortably and with Pride |
- Initiatives for the "TSUNAGU Project" at ENEOS
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The TSUNAGU Project was launched in May 2024 for the re-establishment of an environment where employees can work comfortably and with pride, under the keywords "change starting with supervisors" and "everyone takes ownership." The senior vice presidents and division heads are responsible for leading the initiative, under which we are implementing companywide the "Three Principles for Working in Peace" to thoroughly promote constructive, two-way communication. The Three Principles have been put into practice over the course of efforts spanning one year, and results of monthly surveys have confirmed improvements in psychological safety and other areas. Starting in May 2025, we launched an upgraded version of the project under the name "TSUNAGU 2.0," adding health, work environment, and job satisfaction to the scope of activities.
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Health and Productivity Management
In its Group Philosophy, the ENEOS Group has positioned "health, safety, and the environment" as one of its five core values.
Diversity, Equity and Inclusion
By promoting diversity, equity & inclusion, the ENEOS Group will create new value essential to society.
