Since our founding, we have placed people at the heart of our management, and people's ambition and passion have driven our organization and created new value for society.
In the 1990s, we implemented company-wide cultural reforms, such as abolishing the President's Office and the Chairman's Office and introducing the "Mr./Ms. Campaign" (now known as "Rohto Name"). Furthermore, in the 2000s, we introduced the "ARK (Thinking about Tomorrow's Rohto) Project," in which employees themselves tackle management issues, and a free address system, and in 2016, we launched the "External Challenge Work (Multiple Jobs)/ Internal Double Jobs" system. In 2020, at the suggestion of a practitioner of external challenge work, we launched the "Asuniwa project" project support for entrepreneurs within the company. Through the accumulation of "challenges," we are building an environment in which the company and individuals (employees) can grow together.
Furthermore, our "Seven Pledges" of values state that "A company can only exist if its people are present and shining. People are the main players, and each individual is independent and drives the organization forward with their own will and strength." We believe that nurturing self-reliant human resources who contribute to society both inside and outside the company is an important mission for the company, and we value the power and growth of our people. By promoting the creation of an organization and providing opportunities that focus on the individual, we are creating a cycle in which both the company and individuals can grow, so that Professional SHIGOTONIN" and independently shape their careers and develop their skills.
Physical and mental health is essential to the foundation of all our efforts. We value the health of each and every employee and promote health and productivity management while respecting their aspirations, such as job satisfaction and purpose in life. Good health is the foundation that enables individuals to make the most of their potential and supports their challenges. We will continue to be a company that actively works to develop human resources and expands the potential of each individual.
Towards "mutual growth of individuals and organizations"
Human resource strategy management that makes the most of individuality
We manage our human resources with a focus on the growth of individuals, using a human resources management tool that visualizes each employee's career history and areas of expertise, and a "My Vision Sheet" on which each employee writes down the work they want to try and their career vision. Executive management looks over all My Vision Sheets and discusses each employee with a "developing eye" and a "penetrating eye," making promotions and promotions after comprehensively considering each employee's growth and their position in organizational strategy.
Evaluated based on the value of being a "Professional SHIGOTONIN"
We conduct semi-annual evaluations of all employees, regardless of seniority, stage (grade), or position, using the same scale, Rohto Value Point (RVP), which numerically evaluate the value of each employee's work. As Professional SHIGOTONIN, employees first evaluate their own work value, and ultimately the evaluation committee, made up of senior executives, considers and determines it from multiple perspectives. We value dialogue and reflection with superiors and colleagues at milestones and on a daily basis, thereby increasing the value of our work.
Improving the well-being of each individual
At our company, all employees self-evaluate their own state of well-being by entering "Well-being Points" at the same time as their evaluation (RVP). Even if an employee is achieving results at work, if they are not able to work with enthusiasm, it cannot be said that they are well-being. We believe that caring for such people is also an organizational responsibility, and we use this information to take action to further raise the well-being of each employee.
Diverse work styles and career development support
We encourage employees to venture outside the company and gain experience that contributes to society at a variety of companies and organizations, as well as to transcend departmental boundaries within the company and take on the challenge of work with multiple perspectives. We believe that such proactive work styles and spontaneous challenges will enable employees to gain new knowledge and connections, leading to further growth. We respect the individual and aim to maximize the value we create for society by accumulating challenges, which will help the company grow together.
External Challenge Work
In 2016, we established a system that recognizes diverse working styles in the form of multiple jobs. We believe that by working outside the boundaries of the company, employees can gain experiences that would be difficult to obtain within the company alone. This knowledge and experience leads to significant growth and has a positive effect on our main business. Our aim is to bring out new possibilities in our employees through multiple jobs.
Internal Double Jobs
In 2016, we also launched a system that allows employees to volunteer and work in other departments during working hours, regardless of their department. By allowing employees to work without being bound by departmental boundaries, we aim to improve employees' skills and increase their job satisfaction, as well as to bring out new possibilities for each employee. As of March 2025, 207 employees have taken advantage of this system and are challenging themselves with diverse working styles.
External challenge work (green) and internal double job (blue)
support for entrepreneurs within the company project "Asuniwa project"
We support employees who start businesses based on their own individual passion and ideas to tackle social issues. The application requirement is that the business field is connected to well-being, in line with our company's management vision of "Connect for Well-being." We believe that the experience of starting a business can help develop independent, self-motivated people. Employees start businesses while continuing their regular work, leading to a multi-job work style. We match with internal crowdfunding and provide investment as activity funds, and eight companies have been founded so far. (As of May 2024)
Learning and self-improvement support
Even if you work within an organization, it is up to you to carve out your own career, and we believe that personal ambition is the driving force behind self-growth. To grow as Professional SHIGOTONIN, it is essential to not only acquire knowledge, skills, and experience, but also to make an effort to broaden your capacity as a person, and you are expected to face your own career and continue to learn independently. We support our employees in their continued learning.
Rohto Academy: Supporting the creation of autonomous careers for the future
In 2021, we established an online learning platform to promote self-directed learning for career autonomy. We provide learning opportunities through video content and seminars, and strive to develop human resources who continue to grow on their own initiative. We draw out learning from our employees in a wide range of fields, including economics, marketing, languages, reading, and teamwork.
Reskilling Support System: Encouraging Active Learning
We support reskilling to deepen current roles and strengthen expertise for the future. We provide all employees with courses, training, and e-learning related to DX talent development, including the use of generative AI, and career development support. We also provide course support from external instructors and external educational institutions, such as Globis Manabihodai. Furthermore, we have introduced a reskilling leave system, which can be used for up to approximately two years by employees who wish to undertake long-term re-education outside the company, such as studying abroad or continuing on to graduate school (MBA, professional graduate school, etc.).
Career consultation desk "Well-being Support Room"
We support individuals in their well-being and growth by providing them with the opportunity to consult with external experts about their concerns regarding careers, work, management, and more.
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