Japan_EVP_Together-we-grow ENG
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March 25, 25
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Employer branding manager, Randstad Japan
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Jan 2025 “together we grow” EVP randstad japan
5 pillars together we grow. purpose. culture. growth and career. wellbeing. rewards. We have the vision to be the world’s most equitable and specialized talent company. You have the opportunity to help people secure meaningful roles, develop relevant skills, and find purpose and belonging in their workplace. Our core values—to know, to serve, to trust, striving for perfection, and the simultaneous promotion of all interests—form the foundation of our strong, people-focused culture. Equity is at the heart of our business, and we're dedicated to fostering an inclusive workplace where everyone can thrive. Our approach to personal growth starts with recognizing you for the unique talents and skills that you bring. We provide you with support to grow through skill & career development, and mentorship programs, and guide you through the career pathways that will help you reach your future goals and aspirations. When you work at Randstad you are provided with meaningful, competitive and equitable rewards for your efforts and performance. We regularly review our reward policies and practices based on employee feedback, external market insights, and internal calibrations. We also encourage you to share in our success through the promotion of Randstad share ownership. Only when you are at your best, can we deliver the best service to our talent and clients. We prioritize your well-being so you can thrive both personally and professionally, this includes mental health support and flexible work arrangements that keep the needs of your team in mind. . 3
#myrandstadexperience randstad supports employee growth through a variety of measures and systems. growth & career ● ● ● ● ● purpose ● ● ● ● ● ● ● ● gender parity empowerment of people with disabilities inclusion of sexual minorities ERG (employee resource group) fair recruitment & development process ED&I newsletter labor thanksgiving day event humans of randstad culture ● ● ● ● ● ● ● ● ● ● road show town hall thank you event onboarding value session LOVU project award system based on sales performance transformers long service award CEO club NPS award ● ● ● ● ● ● together we grow. rewards ● ● ● ● ● ● ● ● ● ● ● ● incentive/bonus system salary table club off cafeteria plan share purchase plan: SPP kanto IT software health insurance society company pension enrollment in social insurance system leave and absence policies congratulatory and condolence allowances company housing assistance program additional payment system for high medical expenses (ITS) asset building seminars job-based personnel system internal recruitment system 80% rule great conversation regular meeting between managers and member (1on1) people review certification support system career vitality " kizuku” career session CEO for a day various training programs wellbeing ● ● ● ● ● ● ● ● ● telework system workation system superflex (no core time) no dress code reduced working hours system parental leave return guidelines annual employee health checkup "nandemo soudan" (consultations about anything and everything) encouraging employees to take annual paid leave
05 purpose. © randstad 5
purpose. ED&I（ED&I on Randstad Japan website） Randstad’s group vision is “to become the world’s most equitable and specialized talent company.” We respect diversity and do not tolerate discrimination on the basis of gender, age, disability, nationality, ethnicity, religion, gender identity, sexual orientation, childcare or nursing care, or any other form of discrimination. In order to create a workplace and society where people can realize their true potential and be themselves, Randstad is promoting various initiatives as follows. gender parity We will take every possible measure to overcome past business practices and unconscious bias, and increase the representation of women in management and decision-making positions. We will also promote men's participation in housework and childcare, and support everyone balancing family and career. ERGs (Employee Resource Group: networks of voluntary, employee-led groups) Employees who are interested in each theme come together and work both internally and externally to raise awareness, promote understanding and empowerment. Gender, LGBTQ Allies, Working Parents, Sign Language, Neurodiversity, etc. empowerment of people with disabilities People with different perspectives and experiences not only add cultural diversity to an organization but also contribute to innovation and creativity in business. We provide support in hiring, retention, and expanding their career horizons. fair hiring practices & talent development process We use a "four eyes policy" in which interviews are conducted by 2 or more interviewers, and we always consider both male and female candidates for management and higher positions. We provide ED&I training during onboarding, leader training, etc. (e.g., unconscious bias training, etc.) inclusion of sexual minorities We contribute to realizing a society that allows everyone to be themselves by taking initiatives internally as well as externally in order to eliminate discrimination and prejudice against people in the LGBTQ+ community. ED&I Newsletter The monthly ED&I Newsletter provides information and updates on ED&I that raise awareness of this topic. 6
purpose. Labor Thanksgiving Day event In Japan, we celebrate a wonderful national holiday called “Kinro Kansha no Hi” (Labor Thanksgiving Day). Why don't we make this day even more prominent at Randstad? We have a Labor Thanksgiving Week in November to celebrate Labor Thanksgiving Day with a series of activities to express gratitude from the Company to employees and among colleagues. Events are not limited within Randstad; our goal is to spread good vibes by having external business partners as participating or supporting companies. our special website dedicated to Labor Thanksgiving Week 2024: https://www.randstad.co.jp/thanksgiving2024/ 7
purpose. humans of randstad https://www.randstad.co.jp/recruit/talent/ The official website "humans of randstad" was first released in July 2022. Articles of more than 100 interviews with our employees are available at this point. We promote Randstad as an attractive place to work through our employees' careers, job satisfaction and work styles. 8
04 culture. © randstad 9
culture. open and transparent work environment Randstad strives for creating and maintaining an open and transparent environment. There are direct opportunities to hear from management about the company's policies and strategies and also to ask questions, as well as projects to share opinions and ideas from all levels and ages. Following initiatives are some examples: roadshow Members of management visit key locations once a year and give presentations on their respective strategies. Employees can listen to management directly and ask questions on the spot. town hall At Randstad, the CEO hosts company-wide town hall meetings to communicate directly with employees. Over 90 locations across the country participate in the quarterly town hall to share best practices across regions and divisions, recognize employees who have made significant contributions to the company, report on various company-wide projects and announce events. Each time, more than 70% of employees watch the event live. Town hall takes place not only in Japan but also in APAC and globally. At the end of the town hall meeting is a FAQ session where employees can ask their honest questions directly to the management team. Many questions are asked each time, and management members answer each question on the spot, and for those that cannot be answered, the answers are posted on an intranet bulletin board that all employees can access later. Employees are free to “like” and comment on the bulletin board, and communication is very open. 10
culture. thank you event "Thank You Event" is to express our gratitude on a regular basis not only to our employees but also to our staff members. Through the Thank You Event, we recognize the daily achievements of Randstad's staff members and show our appreciation. With the cooperation of our client companies, staff members take a break during regular working hours and join a variety of events such as recreational activities planned by Randstad employees, a speech by the president, Q&A sessions, award ceremonies, and more. Randstad staff members who work at various client companies/teams on a daily basis know that they are working for Randstad, but their experience to actually feel so may be limited. The aim of our Thank You Event, carried out by all employees, is to make all staff members realize that they are all "working together as a member of Randstad". onboarding values session The CEO provides training on the company's values for new employees upon joining the company. LOVU project Our LOVU Project has emerged from the idea of creating a bottom-up culture to generate business models with innovative ideas that will lead to services and lifestyles 10 to 20 years down the road for us. We have casual networking events every month, so please share your idea with other participants, gather opinions from them, and find partners to help you realize your ideas. 11
culture. award system At Randstad, we have the culture of recognizing and rewarding employees for their contributions to the company. We value an environment in which individual efforts and achievements are recognized and each employee feels valued. Following programs are included in the award system: ● ● ● ● ● ● ● Weekly Top Biller: a recognition program for an employee with outstanding weekly performance Monthly Top Performer: a recognition program for an employee with outstanding monthly performance Quarterly Best Performer: a recognition program for an employee with outstanding quarterly performance Transformers: a recognition program for an employee who drive innovation and change CEO club: a recognition program for the top performing employees NPS Award: a recognition program for an employee who have contributed to customer satisfaction Long Service Award: a recognition program for years of service At Randstad we recognize the achievements of employees and support their further motivation and growth through these awards. 12
01 growth and career. © randstad 13
growth & careers. ”hire for career” recruitment At Randstad, we conduct everything from recruitment to training based on the concept of "Hire for Career." This is the hiring approach that focuses not only on immediate skills and experience but also on the potential for long-term career development and growth of an individual. We place emphasis on how the candidate may grow in the company and whether the candidate can take on different roles and responsibilities. We provide systems and training to support employees' career development after joining the company, so that each employee can “design their own career” and grow together with the company over the long term. Following programs are some examples: job-based HR management system Job-based HR management refers to an employment system in which hiring, evaluation, and compensation are determined for each job based on the clearly defined roles and responsibilities. Job description is clear, and evaluation is fair, based on an individual's skills and achievements. 14
growth & careers. ”hire for career” recruitment internal job posting system We receive 200 applications per year (FY 2021 results), and many employees are using this system to transfer to other positions within the company.Challenges to go from a leader class to a manager, or from a local staffing consultant to the enabling function, many of our employees have used this system to transfer to other internal positions beyond locations, departments and job responsibilities. 80％ rule In order to help our employees grow and make independent career choices, we are globally committed to selecting 80% of vacant management positions from internal employees with a variety of experience rather than external recruits. 15
growth & careers. systems and programs to support growth and career of our employees At Randstad, we focus on sustainable growth and provide an environment where employees receive fair evaluation and feedback on their achievements and opportunities to step up, regardless of their length of service. Following systems and programs are available: great conversations Great Conversations is the series of regular dialogues between a manager and an employee on business and the employee's personal goals and future careers to realize the employee's true potential. 1 on 1 (regular meetings between manager and member) Managers listen carefully to the current situation and concerns of members and provide a reassuring environment to promote open communication where members can openly express their opinions. They also support members in taking positive action to achieve their goals by checking their work progress and challenges and providing specific advice and support. Furthermore, managers support growth by discussing members' career goals and skills development and planning their long-term development together. 16
growth & careers. systems and programs to support growth and career of our employees people review This is a major event for people and organizations to think about the potential of each employee and the future of the organization. Discussions include reviewing the strengths and development needs of the talent within the organization, development plans, spotting talents for key positions at an early stage and planning development, and improving the recognition of top talents and assigning them to key roles. qualification support system This is a system whereby the company subsidises part of the cost of acquiring qualifications required for work. 17
growth & careers. career vitaliy Career Vitality Japan is a web portal that employees can access a collection of learning tools and resources. Employees can learn at their own pace according to their development area. Career Session "KIZUKU Career" Our quarterly career sessions provide opportunities to learn from role models within the company. CEO for a day CEO for a day program is an opportunity open for all employees to become a CEO for a day. One winner, selected by the management team by using fair standards, can spend a day with the CEO and learn about CEO work and leadership directly. various training programs ・onboarding ・manager training ・transformation program ・leadership development program in collaboration with global business school • FEP (Future Executive Program) • SEP (Senior Executive Program) • Sales Leadership Program 18
03 wellbeing. © randstad 19
wellbeing. a company where you can “design" your own working style It's difficult to deliver the best service if you are not at your best. At Randstad, various systems are available to support our employees both in their personal and professional lives. Mental health support and flexible working arrangements by taking into account the needs of the team members are also included. The following are some examples: remote work system Employees can choose where to work according to their work and schedule. They can also go directly to their client's location and return straight home. We respect employee autonomy and strive to improve work efficiency and productivity. Some positions are work from home jobs, and we have many employees who live in remote areas or have disabilities. workcation system We also have guidelines for working remotely from abroad. superflex (no core working hours) At Randstad, we support diverse work styles and provide an environment where people can perform at their best. A flex time system with no core hours allows our employees to design their own working hours to suit their business needs. 20
wellbeing. short-time working system We provide part-time employees with opportunities for career advancement and growth, as well as a comfortable working environment, by offering bonuses/incentives based on performance and results in the same manner as permanent full-time employees, and by applying a superflex work system with no core working hours. guidelines for returning from maternity leave From a DE&I perspective, the guidelines clearly stipulate that employee members can return to their original position when they return from maternity leave, and about replacement personnel during the absence, to ensure that they can take maternity leave with peace of mind. They ensure that taking maternity leave does not become a career hurdle (so-called ‘mummy track’). annual employee health checkup Annual employee health checkup is available at health checkup centers directly managed by the Kanto IT Software Health Insurance Society and its contracted institutions. health consultation service "nandemo soudan" ("consultations about anything and everything") "Nandemo Soudan" service is available for free, 24 hours a day, to talk about any problems or worries you may have. You can consult with experts including clinical psychologists, industrial counselors, nurses, nutritionists, and former police officers about work, family, relationships, mental health, and other problems. Telephone consultation is available in Japanese, English, Chinese, Korean, Thai, Vietnamese, and Indonesian. You can also receive free counseling from a counselor. 21
wellbeing. encouraging employees to take annual paid leave Organizational culture that allows employees to take time off for themselves when they want to is deeply rooted in our company. In FY 2023, acquisition rate of paid leave* among all employees was 76%, and we keep on working towards creating an environment where each and every employee can work while maintaining a good work-life balance. (*acquisition rate of paid leave = number of days of paid leave taken from January to December 2023 / number of days of paid leave granted in January 2023) leave and time off policies In addition to annual paid off, there are time off system for wedding and bereavement. There are also leave systems for childcare and nursing care. Promotion of paid leave An organisational culture in which employees can take time off for themselves without hesitation has taken root, with a record 76% of all employees taking paid holidays* in fiscal year 2023, creating an environment in which each and every employee can work while valuing work-life balance. (*Paid leave acquisition rate = number of paid holidays taken between January and December 2023 / number of paid holidays granted in January 2023). Dress code free There is no dress code. Each employee can wear what they are comfortable working in. 22
02 rewards. © randstad 23
rewards. fair compensation system At Randstad, we aim to provide our employees a "fair, equitable and consistent compensation structure," and align the value that employees bring to the company and our clients. Following compensation systems are some examples: incentives/bonus system We offer variable compensation in addition to fixed compensation to share the yield of success. With both team and individual incentives, the system is designed to bring out our employee's best performance in rewarding work. salary table We have set a salary range for each job grade, and salary table disclosure is to provide transparency that we want to reinforce the relationship of trust between the company and our employees. This salary table is created based on the median salary market data and intended to provide market-competitive compensation. 24
rewards. employee benefits package club off cafeteria plan This is a corporate membership benefit service that can be used in various occasions from daily life to off-time. share purchase plan: SPP This is a very beneficial program that employees have the opportunity to participate twice a year. Employees can reserve a portion of their gross monthly salary through payroll deduction and use it to receive a cash top-up, with the target as of November 2024 set at 100% of the amount saved. kanto IT software health insurance society (ITS) Kanto IT Software Health Insurance Society, of which Randstad is a member, offers a variety of benefits and services, including recreational facilities, sports clubs, restaurants, and dining services. Domestic and international travel is also available at reasonable rates. company pension A company pension tailored to employee categories. As an example, introduce a defined contribution pension plan (Japanese version of 401k), allowing employees to decide how their contributions are invested, which will affect their future pension amount. various social insurance system Enrollment in employees pension insurance, health insurance, employment insurance, industrial accident compensation insurance. congratulatory and condolence allowances There are systems such as wedding gift money, baby gift money, condolence money, and disaster relief money. 25