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Human Development

Policy and Basic Concept

Ricoh is entering a period of major changes that include transitioning from a manufacturer of office automation equipment to a digital services company and introducing a business unit structure. In line with these changes, it is essential for all employees to grow into "autonomous human resources" who think for themselves and move on their own following the guidelines of the "Ricoh Way", which is the basic philosophy of the Ricoh Group. At Ricoh, we are promoting the fostering of a corporate culture that makes the most of the work and career autonomy of each employee, individual and organization in the Group—even those that are resistant to change and diversity—through diverse training, multifaceted personnel evaluation systems, and a fulfilling career support system.

Basic Policy on Human Resource Management by Function

The development of an employee’s abilities is based on the concept of self-improvement, and each employee is assisted in gaining useful expertise.
In order to achieve this, we have established the “Ricoh Group Education Policy” as follows.

Ricoh Group Education Policy
Ricoh is committed to:
1. Providing opportunities for all employees to grow to their fullest potential.
2. Developing role model leaders with high performance who exemplify The RICOH Way.
3. Cultivating executives and business/technical professionals who can contribute to the business performance in a global market.

(Cited from Ricoh Group Standard Ricoh Group Human Resource Management Regulations Article 7. (updated on 2020.04.15)

Structures and Systems

Training system

The Ricoh Group's training system consists of "training by job titles" and "training by purposes” so that all employees can take the appropriate training programs that they need according to their job titles and occupations. In addition, all employees, regardless of job titles or occupations, take regular courses to deepen their understanding of programs related to the values that all Ricoh Group employees should acquire, such as "Ricoh Way" and "Customer Satisfaction."

Personnel evaluation system

The Ricoh Group has adopted a goal management-type personnel evaluation system to provide appropriate treatment and personal distribution according to the achievements and abilities of employees, and to improve the growth of individual employees and the achievements of the organization.
In the six-month evaluation cycle, employees set goals at the beginning of the term then make efforts to achieve the goals through their daily work. Finally, they look back on their achievements at the end of the term to receive an evaluation. During this evaluation process, managers provide feedback and advice at work to their subordinates appropriately so that employees can achieve their goals and grow more accurately.
The term-end evaluation of employees is judged by a relative evaluation based on two perspectives: how much they contribute to the company’s business performance and how much their behavior meets the company’s expectations.

Career support system

The Ricoh Group is promoting employee career development support based on the idea that "employees themselves must take ownership of their careers" so that employees do not rely on the company for their own career development.
By utilizing their manager’s feedback and advice during job performance evaluation and the following career support systems, employees can autonomously form their career plans. It helps them achieve further success in their current departments, improve their skills, and realize transfers to other departments that they want to go.

In-house career counseling

The Career Support Office, which offers career support to employees, provides career counseling to employees who need career advice by Ricoh employees who have national qualifications as career consultants. As non-interested third parties, career counselors help employees verbalize themselves and recognize their current thoughts, values, and abilities through interviews. Since the Career Support Office is made up of members with diverse backgrounds, it is possible to give all employees accurate advice regardless of their job titles and occupations.

* "In-house counseling" is an initiative only of Ricoh Co., Ltd.

Career design training

The Ricoh Group provides employees with career design training by their job titles and occupations, not by age group, so that they can receive programs that suit their career challenges regardless of age. We also distribute e-learning programs related to career design that all employees can use. It helps them easily experience the concept of career design.

In-house recruitment / in-house side business system

Ricoh Co., Ltd. has introduced a system called "in-house recruitment" and "in-house side business" in order to foster a culture in which employees autonomously form their careers and strive to realize their career goals. "In-house recruitment" is a system that allows employees to apply for recruitment of departments looking for human resources on their own initiative. "In-house side business" is a system in which employees can use part of their working hours to take up the challenge of creating work, themes, activities, etc. that they want to try in the company in parallel with their main business. These systems encourage employees to take on challenges and provide opportunities for them to play an active role. They also contribute to the growth of both employees and the company because they lead to the mobilization of human resources across departments and the expansion of contribution areas of employees’ talents.

* "In-house counseling" is an initiative only of Ricoh Co., Ltd.

Performance of human resource development

  Scope of Survey unit FY2019 FY2020
Average hours of training & development per employee Ricoh Group total hour 22.2 19.3
Average amount spent on training & development per employee Ricoh Group total JPY 63,000 84,000

Initiatives

Manager training

The Ricoh Group in Japan provides training for newly appointed managers to acquire necessary mindsets and skills as managers. This training is designed to strengthen their management skills in, for example, compliance, customer satisfaction, management, policy management, and labor management.
In addition, all managers receive training to conduct 1on1 meeting then have 1on1 dialogues with their subordinates regularly so that they can strengthen the trust with their coworkers. Moreover, the 360-degree feedback program ensures that the managers receive feedback from their internal stakeholders. Then, through training to correctly understand the feedback and improve the performance of themselves, they acquire necessary skills as managers.
We also provide managers with various training programs based on their management levels aiming to foster appropriate skills and mindsets appropriate to their positions. For example, they learn about management perspectives, the challenging spirit, strategic thinking, and a sense of ownership. During the training process, managers have opportunities to analyze their own strengths and weaknesses from feedback results of the promotion assessment then they select the necessary training programs for themselves autonomously.

New employee training

The Ricoh Group provides training for new employees both during the prospective employee period and after joining the company so that they can engage in their duties with confidence and play their roles actively.
During the prospective employee period, with e-learning they learn the "work etiquette" that they should acquire as a businessperson and the "logical thinking" that is the basis of how to proceed with work. After joining the company, new employees will cultivate necessary skills and gain confidence to play their role in their workplace through more practical training, emphasizing the acquisition of "autonomy" and "thinking from the customer's perspective",
In addition, Ricoh Co., Ltd. supports the growth of new employees by conducting follow-up training every year for up to three years after joining the company. Moreover, we also provide young employees with generous support such as follow-up interviews to those who wish to solve problems like career and human relations in their workplace so that young employees can quickly realize their ideal state through work.

* Specific training content and schedule depends on the company to which they are assigned.

New employees taking training  (held online) New employees taking training (held online)

Employee degree / certification acquisition support system

To help employees grow into "autonomous human resources", the Ricoh Group has systems to support the learning of employees.
For example, we provide training throughout the year to improve employees' business skills and strengthen their global responsiveness, such as carrying out lectures to pass the PMP® exam, which is a qualification for project management.
In addition, Ricoh Co., Ltd. also operates a "skill-up support special long-term leave system" that allows employees to take long-term leave to acquire business qualifications like degrees from graduate schools, MBAs, and MOTs in Japan and overseas.

Matching talent management with in-house posts

Ricoh Co., Ltd. is promoting a system in which employees register their skills, careers, and tasks they want to challenge as well as their hobbies and interests in the human resources database. By centrally visualizing and analyzing the collected in-house human resources data, the company can grasp what kind of human resources are in the company and utilize them for personnel strategy. We also utilize collected information for in-house job offers taking skills and backgrounds of employees into account, training support to further develop individual strengths, and promotion of communication between employees based on each other's skills and backgrounds. In addition, by linking with the above-mentioned in-house recruitment and side business system, the data is also utilized for matching works that employees want to challenge with the in-house posts.

Industry-government-academia collaboration

Ricoh Co., Ltd. strengthens industry-academia collaboration activities by participating in government R & D projects*1 and concluding comprehensive collaboration with research institutes such as universities*2. Through these activities, we aim to return our knowledge to society, develop new technologies and provide employees with opportunities to learn.
For example, Ricoh started our next-generation digital printing technology joint research course with Tokyo Institute of Technology in 2019*3. We carry out basic research specializing in elemental technologies that are the core of next-generation digital printing technology. We also conduct research activities focusing on inkjet technology that leads to high-speed and high-resolution image formation technology.
Ricoh Co., Ltd. is also actively engaged in public-private partnerships, and regularly seconds employees who want to try to public institutions. It is the great advantage for employees’ careers to experience work that is not available within our company and interacting with the people in government offices, which contributes to the expansion in their range of knowledge and insight.