Based on the philosophy that employees are the greatest asset in management, I-NET has established a fair personnel system that leads to a sense of job satisfaction for employees and enables the Company and employees to grow together.
In addition, we are implementing initiatives for human resource development, diversity and inclusion, and environmental improvement with the aim of having diverse human resources as the I-NET Group.
We have established guidelines on respecting human rights, which prescribes for respecting legal compliance and human rights, not conducting discriminatory treatment, and not taking actions that disregard personalities through various harassments such as sexual harassment and abuse of power.
I-NET has a basic policy to conduct fair hiring activities, engaging in a hiring process focused on ability and character.
In addition to providing application opportunities regardless of nationality, gender, age, or graduated school, our hiring process does not question matters unrelated to the applicant's ability and suitability, such as their legal domicile or religion, sexual orientation, gender identity, etc. when accepting entry sheets and conducting interviews. We train our staff who interviews the applicants so they can engage in a fair hiring process.
We have established external contact points for consultation to engage in management that values compliance. (Contact points for consultation regarding various harassments, whistleblowing system)
I-NET conducts training for a sufficient period for newly hired employees after they join the company, intending to create a sense of unity among new hires and develop their capabilities. After new hires are assigned to their positions, we implement a Master System under which they are paired with existing employees for three to six months.
We also provide extended support for younger employees by holding annual group training until the third year.
Employees can take various training sessions, including training on business skills required in their assigned departments and technology training, so that each and every employee can grow.
Employees can learn communication and management skills, utilizing internal training and external professional training organizations.
Employees can learn English with the company paying for a part of the fees for external English schools.
We provide support for employees to obtain qualifications by providing incentives to those who have obtained eligible qualifications, including various qualifications and exams totaling over 100 kinds.
We have introduced a side job system with the aim of improving employees’ initiative, creativity, desire to take on new technologies or accomplishments, negotiation skills, etc. through side jobs and side businesses. We also expect that self-realization will allow employees to work with more motivation and contribute even more meaningfully to their main jobs.
With the aim of "realizing prosperous and comfortable lives" for employees and their families, we focus on establishing labor conditions and enriching benefits and welfare.
I-NET strives to provide support for its employees' life planning and money planning.
We are implementing workstyle reforms with the aim of reducing overtime work. Our efforts have been proven effective in reducing overtime work.
In recent year, in addition to taking five days of paid leave, summer vacations, and year-end and new year vacations, we have adopted a system to take annual leave by the hour and a volunteer leave system, and are encouraging employees to take 10 days of paid leave. providing companywide support for employees to achieve more flexible workstyles.
We issue internal newsletters twice annually, directly conveying messages from management and introducing initiatives by other departments and newly hired employees to all employees.