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Human Resource Development

Developing human resources

In line with the IIJ Group's business philosophy, its human resource development policy is not affected by differences of employees’ gender and nationality etc. The IIJ Group's basic human resource development is focused on providing employees with a wide range of experiences for them to acquire necessary ability through on-the-job training (OJT) which enables them to be involved in challenges such as adoption of new technologies, services development and operation, and business development. Moreover, this is supplemented by various training programs to support individual growth. As for the training programs, IIJ Group provides a range of training programs regarding the acquisition of business knowledge and the development of leadership and management skills according to employee's years and roles. IIJ Group also provides specific training programs by departments for the purpose of acquiring expertise. In terms of career development, IIJ Group has a career reporting system etc., which supports its employees to play new roles, and to accumulate experience. In addition, IIJ Group conducts an employee awareness survey and stress checks on a regular basis to evaluate and improve its system and operation.

Training by position and occupation

Training by position and occupation

Employee development programs

Creating a corporate culture of self-challenge

IIJ improves employee skills through training programs and offers opportunities for each employee to take on challenges they would like to pursue.

Tech Challenge

Tech Challenge

IIJ established the Tech Challenge as a system to encourage employees to materialize new technologies and services that they have devised.

Select Job

Select Job is a system in which employees can experience the work of other departments for a certain period of time through in-house recruitment.

This system aims to promote employee growth and autonomous career development, leading to self-fulfillment.

So IIJ has created an environment in which employees can participate in interesting jobs in other departments and gain diverse experiences.

Developing global talent

IIJ Group has overseas locations and is endeavoring to develop global human resources who can play active roles in various parts of the world.

Global Challenge Training

The Global Challenge Training Program provides young employees with practical work experience at overseas locations. Employees stay one-and-a-half years at IIJ America Inc., a Group company, or two years at IIJ Europe Limited, as a long-term business trip to acquire international perceptions.

Global Career System

The Global Career System has been established for employees who wish to work internationally. This system enables participants to engage in local operations as key employees through overseas assignments spanning up to five years.

Various initiatives to encourage employee motivation

Voluntary study meetings by employees

SH-INFRA-OJT

SH-INFRA-OJT

The IIJ Technology Unit provides on-the-job training (SH-INFRA-OJT) for new employees assigned to the Technology Department. For each theme, employees decide while making ideas on the spot what knowledge the job requires, and the employee who knows the most about the theme serves as the lecturer. This program run across departments and is open to mid-career employees as well as employees outside the Technology Unit.

IIJ-bootcamp

The IIJ-bootcamp hands-on workshop is organized by on-site employees for the purpose of getting in touch with various technologies beyond the boundaries of the areas they usually deal with. At the workshops, engineers who use the technology in the field serve as instructors, and participants gain access to the both the latest and practical information and technology.

Employees also voluntarily hold workshops such as “Training to Make Work Easier” and “How to Create Teams that Generate Innovation” to motivate themselves, and run workshops on the latest technology and topics of interest to them. We welcome participation across departments.

Social contribution initiatives

IIJ supports employees' voluntary social contribution activities. Employees participate in their local community, mainly in the fields of music, sports, education, and support for engineers, as sources of network knowledge and technology and in other ways where their abilities and experience can benefit the people in the places where they live.

Human resources system

IIJ has established three human resources systems: The Role and Grade System, Evaluation System, and Compensation System. These systems are designed to enable each employee to be active and grow as part of their organization and the company as a whole. Positioned as one of the systems for “self-fulfillment” as stated in the Business Philosophy, the systems support each employee’s career development.

The Role and Grade System Roles and grades are determined according to the expected role of the employee, irrespective of year and age.
Evaluation System IIJ evaluates not only the results (performance), but also the process (role behavior) to encourage each employee's success and growth.
Compensation System Base salaries linked to role behavior are revised once a year (in April), and performance-based bonuses are paid twice a year (in June and December).

Career reporting system

This system has employees think about the future course of their careers through reflecting on past experiences, and communicate their visions to their managers and HR once a year. We support self-fulfillment by developing our employees from a medium- to long-term perspective and reviewing personnel transfers and assignments.

Rotation system

This is a system that emphasizes the individuality of each employee and organizes transfers that support career development. IIJ creates opportunities for taking on challenges in a new environment or job through personnel transfers that take employee aptitude and requests into account.


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