Create a happiness company and society Personnel strategy

The Ricoh Leasing Group, based on Happiness αt work (Happiness At Work), is developing a HR strategy to realize both business growth and employee happiness.

The Ricoh Lease Group is implementing personnel measures based on the concept of Happiness αt work (Happiness At Work) to enable employees to achieve their job satisfaction and individual happiness.
"α" includes the meaning of "anything you want" and aims to "make everyone happy by freely setting what they want to obtain and what they want to realize through positive alpha (+α)" on their own initiative."
Through our previous Mid-term Management Plan initiative, we have been able to convert to a personnel system that allows employees to choose their own work style, and we are also improving our employee engagement score.On the other hand, despite becoming a "company that is comfortable to work," there is a voice that people cannot feel a sense of motivation, self-growth, or pride in their work. Therefore, it is a future challenge to provide an environment that responds to the needs of each and every employee and opportunities to take on challenges, regardless of their position or age, while ensuring psychological safety.
The new Mid-term Management Plan places Happiness αt work as the foundation of our human resources strategy. In addition to "ease of working," we are promoting challenges that will lead to business growth and implementing measures to revitalize our organization. We are working to create measures and improve the environment for employees to work with enthusiasm.

We introduced an absolute evaluation system to our personnel system in October 2020.We have revised our past relative evaluations and have revised the system to determine evaluations based on the degree of achievement of targets set based on standards through dialogue between supervisors and subordinates.
In order to establish standards for evaluations among evaluators, we create a task difficulty level standard table for each division, and assign weights to each theme and initiative to set targets for evaluation.Absolute evaluation is a method of evaluation that makes it easier for evaluees to get a sense of satisfaction, because it is judged based on the achievement status based on the criteria, rather than having a relatively FB of efforts.

On the other hand, in cases where the situation varies depending on the area of the country, and the business content varies widely, it is extremely difficult to evaluate the criteria in a unified manner.In addition, while it is easy to reflect the actual condition of the assessment in normal times, in emergency situations such as COVID-19 pandemic, large variations in the results will occur depending on the nature of the work.Since absolute evaluations are not easy to manage, we provide training for key evaluators to ensure understanding and implementation of the system.

Engagement surveys targeting all employees consist of a total of 32 questions covering the items that we use as indicators, and are conducted on the Web on a quarterly basis.The results are compiled and quantified in real time and can be viewed on the intranet, sharing the status of all organizations throughout the company.
By measuring and visualizing the degree of achievement of Happiness αt work in this way, the strengths and weaknesses of individual organizations can be highlighted, and each organization can continue PDCA cycle with the attitude of the parties concerned and tackle the points to be improved.This voluntary initiative by each employee helps foster Happiness of each employee and improves engagement.
As the awareness of the Engagement Survey has increased to a certain extent throughout the company, the scope of the survey will be limited to the entire company and its own organization. In the future, we will focus more on the activities of the organization, rather than comparing them with other organizations, so that PDCA cycle can be used to improve engagement.