Recognizing that people are its most important management resource, Mazda creates and constantly improves work environments to maximize employees' independence and success.
The Tobiuo (Flying Fish) Human Resources System was established in April 2003 with two main objectives: (1) provide the appropriate jobs and environments where each employee can demonstrate their best performance, and (2) support their development and performance in connection with the realization of our corporate vision. Based on these objectives, Mazda actively implements a variety of measures centering on the following three pillars: (1) a transfer and career formation support system that provides assistance to enable choice and self-realization; (2) a support system to review working conditions and vacations, and to promote balance between work and one's personal life; and (3) an evaluation system to achieve the best match of people, work and rewards.
At Mazda, official Career Meetings between supervisors and their employees are held four times a year for all staff, providing the opportunity for formal communication.
The Tobiuo Human Resources System assumes people will become highly motivated to demonstrate their full potential and achieve their goals only after fully understanding their roles and responsibilities. Individual employees are urged to "become the person you want to be" by setting work goals, reviewing achievements, and communicating personal ambitions, with meetings involving wide-ranging discussions and sharing of information between supervisors and employees. Results of employee awareness surveys taken yearly show that these measures are successful and lead to increased employee motivation.
The "Career Meeting" has two major objectives.
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To discuss how you can develop.
To confirm your vision for the future, abilities (knowledge, experience and skill) that you want to develop through your current job and your efforts toward their realization.
To confirm your abilities (knowledge, experience and skill) and efforts, and confirm how far you develop your attitude and make improvements. - To discuss how you can perform To set goal(s) and confirm the level of achievement. To give feedback about assessment results and agree on task(s) for future job assignments.
- Review of work in light of the Seven Principles of the Mazda Way
In January 2004, Mazda established the Career Challenge System (in-house recruitment and free agent system) as part of its career development assistance for employees. In-house recruitment involves the company publishing notices of the professional experience and skills required for positions, for which current employees who want to try these jobs may apply. The free agent system involves an employee making a declaration of free agency that describes their abilities and career within the company, and using their accumulated skills and experience to rise to the challenge of a job in a different field of work or department.
In FY2008, no positions were advertised in-house, but 16 employees declared themselves free agents, of whom nine successfully found new positions.
Mazda offers a range of education and training programs to assist employees in developing their careers and improving their skills.
Students appreciate these programs. One student commented that it was extremely useful to hear the lecturer' s own story told in an interesting and accessible way, and that they would recommend the course to colleagues. Another said that not only had they learned skills and tips, but they had also had the chance to take another look at their own good and bad points, and that they could put what they learned to good use in the future.
Mazda Business Leader Development (MBLD) (for all employees)
This program focuses on the current situation and future directions for the Company, with the objective of getting employees to feel a sense of unity in meeting common goals. In place since 2000, the program develops leaders who have a comprehensive understanding of the Group. This program has become a part of Mazda's corporate culture, and we plan to continue it.
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