The OBC Human Resource Strategy Policy

Human resource strategy is an important foundation for growth that supports our management strategy and corporate mission.
OBC has formulated a human resource strategy to promote its mission to innovate business and excite customers, and is strengthening its investment in human resource based on this strategy.
In order to realize our mission, we recruit (2) and train (3) talented human resources to support Team OBC (1), and promote employee engagement (4) by enhancing the human resource system that supports diverse human resource activities as the foundation for such activities, promoting health management and productivity and work-life balance, utilizing diverse human resources in the right places (talent management), and establishing and propagating an environment of well-being.
In addition, by visualizing these human resource investments and regularly checking whether the human resource strategy is functioning effectively, we will promote diversity, equity, and inclusion in company management (5) and make a significant contribution to society.
The following OBC Human Resource Strategy Map is a graphic representation of our human resource strategy.

OBC Human Resource Strategy Map

(1) The Concept of Team OBC

“Team OBC” refers to the concept and corporate culture that perceives OBC itself as one team, working together to make a great contribution to our customers, whether our role be to make products, sell products, provide sales support, support customers, or support the Company and its employees in the back office.
Based on this concept, we believe that our individual growth enhances our ability to contribute to the team, the organization, and ultimately to our customers and society, and we put in place an environment where people can learn and grow independently. Through forming Team OBC to include not just OBC, but also our customers and partners, we are expanding our circle to make a greater contribution to society.

＜Human Resource Recruitment & Training＞

OBC views everyone who works at OBC as the asset of human resources.
As a company that advances the mission to innovate business and excite customers, we recruit people who share our corporate culture of “Team OBC” and focus on developing them into human resources that support Team OBC.

(2) Recruitment of Human Resources

OBC conducts recruitment activities in accordance with the following recruitment policy and criteria.

＜Recruitment Policy＞

• Fair recruitment practices
  We are committed to fair recruitment practices that do not discriminate on the basis of gender, nationality, race, religion, disability, or other factors.
• Securing excellent human resources with initiative
  We work to secure excellent human resources who learn independently and act proactively with aspiration.
• Human quality focused recruitment
  We recruit people based on their personalities, without regard for their IT knowledge.

＜Recruitment Criteria＞

We recruit human resources by placing importance on personality and human qualities.

• People who can acquire the value of teamwork and put it into practice
• People who are highly motivated to contribute to the organization and society
• People who have the desire to grow independently and proactively in order to make such contributions

(3) Human Resource Training

OBC believes that company growth does not occur without the growth of its employees, and considers the following characteristics to be the key to human growth.

• High level of sensitivity
• Ability to learn deeply from mundane things
• An insatiable appetite for new knowledge
• Ability to give feedback on various events to themselves
• Honesty and humility

We actively support our employees in proactively developing their individual capabilities and strengths in order to enhance their ability to contribute to the organization and society.

We have put in place a system for new employee training from first principles, which focuses on developing advanced IT human resources who can deliver optimal solutions by honing their human qualities while valuing their feelings.

(4) Internal Environment Improvement

OBC will maintain and strengthen the corporate culture of Team OBC throughout the organization in order that employees can demonstrate their full potential in a state of mental and physical health.

Health and Productivity Management

Employee health is essential to the sustainable growth of a company.
Through various efforts, we endeavor to maintain and improve the mental and physical health of our employees, thereby enhancing their productivity and improving corporate performance and social value.

Click here for the Health and Productivity Management page

Work-Life Balance

OBC creates an environment befitting of an era of diversity in order to realize a fulfilling life plan for each and every one of our employees.

Utilization of Diverse Human Resources

OBC implements management practices that enable each individual to demonstrate their individuality and strengths, in order to realize diversity management.

Click here for our recruitment and training policy

Promotion of Active Participation of Women

OBC eliminates conventional wisdom and customs, and creates an organization in which the active participation of women is commonplace.

Employment and Retention of Persons with Disabilities

OBC hires people who are motivated to make the most of their abilities, and gives consideration and support according to the nature of employees’ individual disabilities.

Promotion of Active Participation of the Elderly

OBC implements a system that enables employees to develop their abilities regardless of their age and remain active over the long-term in a healthy state of mind and body.

Key KPIs for Utilizing Diverse Human Resources

Wellbeing

OBC aims be a company in which employees can work in their own style with vigor and vitality by practicing OBC-style wellbeing (gratitude, fun, and positivity).

Engagement

The above efforts result in the positive and autonomous growth of employees, leading to the growth of the Company.

Specific Examples of Initiatives

• Early detection and prevention of disease through company-paid gastroscopy, influenza vaccination, and optional gynecological examinations for employees, etc.
• Establishment of an in-house health clinic
• Establishment of health consultation services by public health nurses at in-house clinic.
• Publication of a health newsletter
• Encouragement of taking childcare leave regardless of gender
• Shorter working hours until the child enters 6th grade elementary school
• Creation of guidelines for managers with the aim of understanding and giving consideration to working styles that suit the life plans of employees raising children
• Establishment of a unique childcare leave system
• Promotion of recruiting people with disabilities and support for their retention
• Recruitment and personnel systems for gender equality
• Events such as company trips and sports festivals
• Company club activities
• Promotion of the use of paid leave
• Establishment of a No Overtime Day