Basic Principles of Human Capital

The IMV Group aims to develop an organisational culture that positions human resources as its most important capital and enables them to pursue challenges and self-fulfilment, and to become a company where professionals continue to take on challenges.

• 1. Develop an organisational culture that encourages the pursuit of challenges and self-fulfilment

• 2. Establishment of remuneration and incentive schemes based on proper evaluation

• 3. Enhanced training and skills development programmes

• 4. Promoting flexible and adaptable work styles

• 5. Achieving Health Management (Kenko Keiei)

Professional Development

• Education system

  IMV offers a range of training programmes to actively support employees in developing their skills and careers.

  • E-learning : E-learning courses are available at the company’s expense for those who wish to take them, flexible learning opportunities at any time and place.
  • Foreign language learning assistance : The company covers 50% of the tuition fees for attending partner language schools, aiming to foster human resources who can thrive globally.
  • External intern : External activities aimed at contributing expertise and enhancing skills are encouraged to broaden employees’ horizons and promote their growth.
  • Training and information sessions : We conduct briefings on the new HR system and provide case study learning for improving evaluation skills and target setting, continuously supporting employee development.

• In-house project system

  This system allows employees to carry out projects they propose themselves. They present their ideas to management and, if approved, can advance the project with a dedicated budget. Incentives are awarded based on results, encouraging employees to take on new challenges.

• Challenge Award

  This system is designed to recognise and reward employees for taking on challenges, fostering their further growth. Beyond their regular duties, employees can set their own challenge targets and receive internal recognition for achieving them. Successful participants are rewarded, thereby enhancing employees’ motivation to embrace new challenges.

• Qualification Progression System

  The system is designed to support employees’ skill development and enhance their expertise. It provides subsidies for examination fees and monetary rewards for successfully obtaining company-designated qualifications. By supporting employee capability development, the system aims to improve the overall competitiveness of the organisation.

Employee Well-being (Kenko Keiei)

IMV is actively engaged in maintaining and promoting the health of its employees.

• Improve health check-up uptake

  We have raised the health check-up participation rate to nearly 100%, striving for early detection and comprehensive understanding of employees’ health status. Additionally, we actively promote health guidance aimed at preventing and improving lifestyle-related diseases.

• Obtained certification as an excellent health management company

  IMV has obtained certification as an “Excellent Health and Productivity Management Organisation” (known as “Kenko Keiei Yuryo Hojin” in Japanese), recognising its outstanding initiatives in strategically viewing and implementing employee health management from a business perspective.

• Establishment of health and safety committees

  A Health and Safety Committee has been set up to discuss monthly agenda items such as improving employee health, improving the workplace environment and preventing occupational accidents. This effort aims to create an environment where employees can work safely and healthily.

• Vaccination leave

  Vaccination leave is provided to enable employees to easily receive vaccinations for the prevention of infectious diseases.

Internal Communication

IMV has implemented the following initiatives to stimulate communication among employees and promote the achievement of the organisation’s overall goals and the creation of a good working environment.

• Company-internal information

  In the monthly company newsletter, information such as messages from executives, announcements of internal events, and introductions of new employees is disseminated to employees both domestically and internationally.

• IMV Magazine

  IMV Magazine is published four times a year for employees and their families.It features informal content such as regional recommendations, local food, fashion and introductions to employees’ families, which helps to strengthen internal connections across cultures and borders.

• Thanks Points

  This is a system for employees to say ‘thank you’ to each other, regardless of their position or department.Points are awarded for actions that make a significant contribution and are totalled and announced in a ranking format every quarter.Winners receive a certificate and a commemorative gift.

• Management Weekly

  This tool allows managers in each department to share weekly work reports on the portal.Customer trends and problems that have arisen are shared quickly, strengthening cooperation throughout the organisation.

• 1-on-1 meetings

  Supervisors and subordinates hold regular 1-on-1 meetings. Through this opportunity, they discuss goals, work progress, challenges, and career plans, supporting their subordinates’ long-term growth, building trust, and promoting smooth communication.

Creating an Employee-Friendly Work Environment

At IMV, we are dedicated to cultivating an environment where every employee can flourish and reach their full potential. We support our employees’ work-life balance by implementing systems that accommodate diverse work styles, providing flexible working arrangements, and comprehensive benefits.

• Full Flex-Time System

  We have implemented a full flex-time system with no core hours, enabling each employee to flexibly adjust their working hours to align with their lifestyle and work demands.

• Remote Work Policy

  We have maintained our remote work policy since the COVID-19 pandemic. This initiative has resulted in reduced commuting times and enabled employees to perform tasks in a more focused environment, ultimately leading to enhanced productivity.

• Shorter Working Hours and Hourly Leave System

  For employees who find it difficult to work full-time for various reasons, such as childcare or nursing care, the company has a shortened working hours system, and an hourly leave system that allows employees to take paid leave in hourly units.

• Comprehensive Leave Systems and Parental Leave Support

  We offer a comprehensive leave system tailored to various life events, including maternity leave (pre- and post-natal), parental leave, family care leave, and sick child/family care leave. Additionally, we have established a system to support employees taking parental leave, such as providing allowances for replacement personnel.

• Employee housing assistance program

  We strive to create a secure and stable living environment for our employees by offering various support systems to reduce their financial burden.

• Side business policy

  This system allows employees to engage in side jobs under certain conditions. Its purpose is to support employees’ self-development, skill enhancement, and career formation, ultimately contributing to the company.

• Refreshment Leave

  Our Refreshment Leave is a dedicated program granted to employees for every 10 years of service, specifically designed to help them revitalise their mind and body. By enabling employees to take extended time off, this system promotes thorough rest and recovery, thereby supporting the maintenance and enhancement of their motivation and engagement in their work.