The Panasonic Group promotes the creation of opportunities to enable each employee to take on challenges and play an active role in various aspects of the company. This includes before and after they join the company, onboarding, career development, evaluation, promotion, transfers, secondments, and other aspects that allow each employee to maximize their individuality and abilities and enhance job satisfaction. We will leverage the value of each and every employee’s experience by applying HR management measures based on “Panasonic Leadership Principles,” our Groupwide guideline of conduct.
This page focuses on initiatives in the Japan region.
Before and after employees join the company
- In order to enable people from diverse backgrounds to play an active role in our company, we conduct recruitment activities targeting a wide range of candidates, including technical college students, new graduates, mid‑career hires, and people with disabilities.
- Based on the Panasonic Leadership Principles (PLP), our Group-wide behavioral guidelines, we conduct a globally unified recruitment process that places strong emphasis on behavioral competencies, enabling us to attract diverse talent without leaning toward any particular background.
- We explain our management philosophy and the kind of people we are looking for, and introduce employees who actually work at our company.
- The Panasonic Career Design Program serves students in a college or a graduate school for their opportunities to consider the future at the optimal timing for each. We provide information about work and working styles, and hold various seminars and internships.
- A recruitment process is conducted to ensure an initial assignment (business sectors/functions). By applying this system, autonomous career development will be fostered with the business sector or work type that a newcomer wishes to apply for, and mismatching avoided.
- As our trial service for students, the AI Career Supporter is applied to provide them with information on our recruitment. It will offer a selection of initial careers by taking into consideration the behavioral characteristics of each student.
- We provide opportunities such as informal exchange among prospective employees and training for new employees.
Onboarding and going on to play an active role
- We hold one-on-one meetings as part of our A Better Dialogue project. This approach is designed to improve the quality and quantity of dialogue between employees and their managers to support their growth and encourage them to take on challenges.
- To promote diverse work styles, we offer systems such as remote work and half-day/hourly paid leave.
- As part of its own initiatives, Panasonic Connect Co., Ltd. provides subsidies for egg-freezing and offers learning opportunities to support employees in aligning their life plans with their careers.
- We offer unconscious bias training to help employees become aware of their own unconscious bias and what they say and do.
- Voluntary Community Activities - Employee Resource Group (ERG) are taking independent actions on the theme of diverse individualities.
- We promote the creation of an environment in which diverse employees, including those with disabilities, LGBTQ+ persons, and older employees, can take on challenges and play an active role. As part of this initiative, we are developing Accessibility Maps for Group facilities to help employees with disabilities navigate our sites with confidence.
- We have introduced the One-Stop HR Service, to reduce the burden on employees caused by having multiple application and inquiry channels. By leveraging AI chatbots and FAQs, we are improving both the quality and speed of responses, making HR services more accessible and convenient for employees.
Learning and career development
- We offer career and life design seminars for all employees within a target age range to help them take stock of their careers, identify their values and skills, and promote self-determined career development.
- We provide resilience training for senior executives across the Group to deepen their understanding of human characteristics based on medical and psychological insights, helping to develop people and organizations that are resilient to change.
- We offer Career Stretch Seminars for female employees, with a view to their success in managerial positions..
Evaluation, selection and promotion
- We have introduced a role-based grade system to ensure fair and equitable opportunities for employees who take on challenges, with compensation determined by the scope and impact of their roles. In addition, we encourage a willingness to take on challenges through behavior- and performance-based evaluations and performance-linked compensation.
- In some operating companies, the adoption of job-based talent management is becoming more widespread. By clarifying roles and talent requirements and establishing two grade tracks (Management and Specialist) we are creating a system that enables employees to choose their career paths proactively and flexibly.
- We aim to create an environment in which diverse human resources can play an active role, and are actively promoting females to management positions.
Life events such as childcare and nursing care
- We aim to create an environment where all employees can fully realize their potential and deliver results, regardless of life events such as childcare or caregiving responsibilities.
- In addition to a flexible work-hour system, we have established a flexible work system that includes short and flexible working hours and half-days.
- Through the Child-Rearing Support Café Point system, we subsidize a portion of the cost of childcare services, such as extended daycare.
- Comprehensive programs such as nursing care seminars and consultations, subsidies for nursing care expenses, and nursing care leave help employees balance nursing care and work.
Secondments and transfers
- We are developing and promoting internal open‑application programs, such as e‑Challenge, e‑Appeal Challenge, and internal side‑job opportunities, to support employees’ self‑initiated challenges and autonomous career development. In addition, some operating companies have introduced their own open recruitment and appointment systems, further expanding opportunities for employees to take on roles with greater responsibility.
Retirement and reemployment
- Panasonic Alumni Community started as a community for communication with the Panasonic alumni (retirees) in April 2024. The purpose of the Community is networking and creation through communication with the alumni and the re-establishment of relationships between the company and each individual, which redefines the traditional idea that the relationship ends at retirement. Places for communications will be provided for over 300 further alumni who have already been registered (as of June 2024).
- With the Next Stage Partner Program at its core, which allows employees who wish to continue working after the mandatory retirement at age of 60 to do so until the age of 65, we are promoting self-determined career development for each employee from an early stage, and are expanding the Next Stage Program to meet the diverse employment needs of older workers. We have also begun an initiative that will allow employees to continue their employment even beyond the age of 65.