Themes and Policies
| Theme |
Human Resources development 
|
|---|---|
| Policy |
We have worked on Human Resources management as a human resources management strategy. This strategy is designed to increase Results of our employees. Building on the employees' harnesses that we have cultivated over the years, we will implement various measures to foster Human Resources that cause variations and enhance organizational empowerment. Through these efforts, each and every employee needs to face social issues and acquire the ability to create a variety of virtuous circles through independent thinking, judgment, and actions. We will realize our medium-to long-term vision of "Circulation-Creating Company" through the sustained growth of both our employees and our group. |
RL Academy
We established the RL Academy, a human resource development program, and hope to achieve its goals.
RL Academy aims to contribute to independent career development on the part of employees by offering them a learning environment based on the concept, "Our Desired Form x Employees x RL Academy."
By proposing a desired form for personnel at different ranks, RL Academy serves as a guide to help employees think about and achieve their vision on their own.
RL Miraijuku
At the Ricoh Leasing Group, we are developing the operation of the Ricoh Leasing Top Talent program (RLTT), a program to cultivate and train the next generation of managers. The RL Miraijuku, a part of the program, is held monthly with President Nakamura as the head instructor. In each session, external experts who believe in the program's aim and objective are invited as guest lecturers from President Nakamura's vast network. The lectures and interactive communication serve to disseminate the knowledge required to serve as a next-generation leader.
Self-improvement programs
The Group promotes initiatives to encourage employee growth through self-development.
In addition to offering training programs for each function and position, we encourage the desire for autonomous learning by providing an online platform that allows employees to study a broad range of themes. We are also expanding the number of certification programs for which we offer support. In these and other ways we support our employees in enhancing their skills.
Mirai Creation
The Group operates Mirai Creation, launched in FY2021, as an internal proposal submission system. Group employees can present proposals for new businesses and operational improvements directly to management, to realize the prosperity mentioned in our corporate philosophy. If the proposal is ultimately adopted, the applicant will lead and promote the project.
Starting in FY2024, we plan to renew the content so that employees can think and propose ideas from various perspectives. This includes providing training programs regarding the creation of new businesses and revising the application requirements and selection process.
Through this system, we leverage the Group's human resources, which are our strength. By enabling every employee to demonstrate his or her individual capabilities, we incorporate flexible ideas from the front line and manage from a fresh perspective, one not limited by existing business domains, to accelerate our contribution to the realization of a sustainable circulation-oriented society.
Career autonomy support
We value, and offer active support for, the career autonomy of our employees. We encourage employee growth by understanding each individual's career goals and offering appropriate training and career consulting. Specifically, we operate a range of career development programs, such as providing external networking opportunities through the cross-boundary learning program established in FY2023 and opportunities for internal transfers through the Career Challenge system.
In addition, we stress the importance of evaluating employee skills and abilities, as well as deploying the right person to the right job. Through one-on-one meetings between supervisors and subordinates and regular feedback and performance evaluations, we maintain close communication with employees and offer company-wide support for career growth. These efforts are aimed at enhancing employee motivation and job satisfaction, thereby improving overall organizational performance.
Establishment of new graduate recruitment and training system
We are aiming for new graduate recruitment activities that integrate a training system (independent Human Resources training system) from the recruitment stage to the post-recruitment stage.For this reason, we have clearly set Human Resources image we want in advance, and we are looking at the potential of students by using a selection style that emphasizes dialogue from the primary selection.In addition, based on the idea that recruitment is undertaken by the company as a whole, many employees are involved in internships, round-table meetings, and visits to OBs and OGs, and by doing so, the aim is to have a concrete image of the students themselves working and their future vision, and to enable them to work without gaps from their perceptions before joining the company.
