Provide Workplaces Where a Diverse Range of People Can Feel Comfortable and Achieve Personal Growth

Personnel Development

In personnel development, we train employees who will contribute to the company's performance by providing the highest levels of satisfaction and becoming good partners to our customers. Further, in order to achieve our Corporate Philosophy of “Respect for employees,” we aim to be a company in which our employees can play an active role regardless of gender or age. To this end, we are promoting a campaign we call “San-zuke Undo,” in which all TASAKI people, from management executives to general employees, address each other by attaching “san” to the other person’s name, instead of their job title, when communicating internally, and we are working to create an environment of mutual respect by and for all, regardless of age or rank.

Personnel Development Plans and Career Planning

New graduates start their careers at TASAKI as general staff members. Team members can develop deep expertise as specialists in their chosen field, or broaden their experience through assistant management roles, building a diverse career path that progresses from manager and senior manager through to associate director, director, and executive officer level.

Mid-career hires start at TASAKI in a variety of positions based on their previous work experience and other factors. Leveraging the experience they have gained outside TASAKI, they can aim to achieve even higher ambitions.

Although TASAKI does not have a system of regular personnel movements such as job rotations, employees may be transferred to other divisions, either related or unrelated to their own work, depending on the business needs of the company and the potential of the individual employee.

Personnel Development Initiatives

Training

Personnel development at TASAKI consists primarily of grade-based training provided by the Human Relations Department and specialist training provided by the relevant individual divisions.

Induction training

All new recruits take part in group training at the atelier in Kobe. This provides an excellent opportunity for our new colleagues to learn about the TASAKI brand and our product lineup, as well as to study the materials used in our jewellery (pearl, diamond, color stones, etc.) and the jewellery production processes, in lectures delivered by the craftspeople who actually make our products. Also, for new graduates, we conduct special sessions on basic business etiquette and customer service in addition to the group training at the Kobe atelier.

Management training

For employees at the manager and higher grades, we invite outside instructors to deliver management training sessions. These sessions give the participants a deeper understanding of the roles expected of them as TASAKI’s managers for each rank, in addition to specific team management techniques, such as how to work with subordinates.＊1

Professional skills education

TASAKI’s business model involves the integrated pursuit across a broad range of operations, from aquaculture to materials procurement, manufacturing, and sales. As such, we are a company with high levels of expertise in each division. Under the leadership of senior employees and superiors in each division, each and every employee is given feedback to support their acquisition of the specialist skills needed in the division to which they are assigned, and we also develop and use training manuals as necessary. In this way, we are working to ensure the transfer of know-how.＊2

Wages and conditions based on evaluation and ability

Employees’ wages and conditions are based on their performance and competency, regardless of age, gender, and length of service.

MBO evaluation system (Management By Objectives)

We operate an evaluation and feedback program in which interviews are conducted twice a year. In this way, we provide employees with well-defined bonuses, raises, and promotions that are based on their performance and abilities.

Support for Obtaining Qualifications

The company either fully or partially covers the costs incurred by employees to obtain any qualifications required for their work. It also supports them with the acquisition of qualifications through distance learning and provides opportunities for applicants to take classes at a pace of three times a year, ranging from work-related content to non-work-related knowledge enhancement, paying subsidies to those who complete their courses.

Dialogue between Management and Employees

TASAKI values the opportunity for direct dialogue between management and employees as a way of picking up feedback from the frontlines of the business and sharing the same goals as a team. We share messages from the CEO and company-wide updates promptly, holding all-hands online meetings as needed to keep every team informed. Executives and employees also participate together in regular meetings, such as monthly store manager meetings and annual all-manager meetings, to share their views on the current situation and future strategies. In addition, for employees located in regional areas, including those who are not in management positions, we actively provide opportunities for executives to personally travel to stores and offices around Japan and communicate directly with local employees.＊3

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＊1　Management training has not been held since 2020 to prevent the spread of COVID-19.

＊3　Since 2020, due to the COVID-19 pandemic, we have taken measures such as conducting meetings online and reducing the size of meetings attended by many employees. The frequency of business trips by executives is also kept to a minimum.