GLOBIS' HR policy is to foster a good corporate culture, implement and realize Management Principles, vision, and mission, and become an attractive company.

Basic Policy for Organizational Design

Keeping an Eye on Change and Innovation

Our enterprise aims to be highly adept at managing change. Therefore, we endeavor to have an organization designed to respond effectively to changes spurred by growth, the business environment, our vision and our strategy.

Focusing on Speed and Flexibility

Speed is essential to maintaining our competitiveness in the market. But we must also strive to remain flexible, so as to prevent structural rigidity. We can achieve this by introducing mechanisms to ensure sufficient mobility within the organization.

Pursuing “Open” instead of “Close”

Our goal is to take full advantage of outstanding individuals and organizations, regardless of their field of expertise. To this end, we want to maintain an open organizational structure and operational system. We encourage open discussions, and want to disclose as much information as is feasible.

Promoting Empowerment

We actively work to delegate tasks and responsibilities to each organization, team and individual. Our goal is to develop organizations where people work proactively while still maintaining consistency throughout the organization.

Our Basic Policies for Organizational Management and Control

Basic Philosophy
We endorse the principle that our employees should work at their own discretion with full responsibility for their work. This principle is based on a belief in the essential goodness of human nature. We avoid management based on needless rules and regulations, which assumes human nature is flawed. Our organizational structure should attract and encourage people who exhibit vitality and are considerate of others, who proactively solve problems and demonstrate managerial-level expertise.

A: Organizational Management

Management by Value

We pursue "management by value," which is based on participation and empowerment, rather than "management by order," which depends on a strict command-and-control authority of supervisors.

Individual Discretion and Responsibility

We grant broad discretion to people in their jobs. We believe people should work at their own discretion, with full responsibility for the results. As much as possible, we avoid micromanaging our employees’ work hours and schedules.

B: Compensation

Compensation Based on Performance, Competency and Expectations

We do not use traditional compensation systems—either the U.S. style position-based salary, or the Japanese-style seniority-based salary. Instead, we pursue a compensation system based on performance and competency. We determine a fixed portion of salary based on an absolute assessment of and expectations for each individual, not relative factors such as annual salary growth.

Profit Sharing System

Our system increases the total value of compensation by sharing actual profits, rather than simply raising salaries. We maintain a system where profits are returned to each individual fairly, based on their contribution to actual profits.

Benchmarked against Market Value

To ensure an appropriate balance between the individual and the group, we consider the market value of each person when considering compensation.

Disciplined Evaluation

We apply fair and agreed-upon criteria in the review and assessment of achievements by employees who perform work at their own discretion.

C: Assessment of Performance

Pursuit of Fairness

Our performance assessment systems ensure those who have demonstrated outstanding capabilities, work hard, create high value and exceed expectations are appropriately evaluated and fairly rewarded.

Fair and Reasonable Assessment Process

I would like to focus on establishing a process that is highly convincing, rather than strict evaluation scales that seek absolute validity.

Focus on Communication

When assessing people, our focus remains on maintaining close communication through dialogue, while complying with given rules.

D: Recruitment

Principle of Shared Value

We place top priority on recruiting prospective employees who share our common values, mission and vision, while also highly valuing their capabilities. Our goal is to strictly adhere to this principle.

Striving for Uniqueness

We actively recruit those with unique talents, while creating a distinctive corporate culture that values creativity and integrates the strengths of a diverse workforce.

E: Basic Philosophy on Human Resources

Provide Opportunities for Self-Fulfillment

If the person has the ability and wishes to do so as a manager, we would like to accommodate the person's wishes as much as possible and seek to make GLOBIS a place for self-fulfillment. However, individual careers are to be pursued at one's own responsibility and are not guaranteed by the company. We want to instill a thorough awareness that career development and Ability Development are fundamentally things that individuals independently do.

Optimized Human Resources

We endeavor to transfer employees into jobs and positions which result in the optimal use of human resources for GLOBIS. This policy takes precedence when corporate and individual desires differ.

Balancing Continuity and Revitalization

When allocating human resources, GLOBIS balances individual mobility with the need to keep the organization healthy and productive, while achieving continuity in our activities.