Corporate Information
Service Information
This section provides information about actual or expected delays of 15 minutes or more for train services.
Corporate Information
Service Information
This section provides information about actual or expected delays of 15 minutes or more for train services.
We will create a sense of satisfaction for each and every employee by providing a wide range of growth opportunities that draw on each employee's ambitions and skills.
From FY2008/3, we introduced our internal recruitment system in which departments and sections that need new human resources recruit, select, and assign motivated personnel from within the Group. We will further enhance the program so that employees can utilize and improve their initiative and skills in their work.
[Examples of Program Utilization]
From FY2023/3 we introduced this Program, which allows employees to engage in other work across job types and departments in addition to their main roles, with the aim of enabling them to acquire new knowledge and skills that they use to create new value. In the future, we will further enhance the Program so that more employees can acquire skills and create value through internal side jobs.
[Examples of Program Utilization]
Aiming to encourage employees to further their learning, from FY2022/3 we introduced a flexible learning leave system that allows employees to take a leave of absence for up to two years to support self-improvement (such as study and acquisition of qualifications) which is difficult to balance with work. We treat this program as an opportunity for employees to think about their career development autonomously, as under it, when employees acquire a qualification etc., they explain the purpose of acquiring it and the benefits which will also accrue to the company.
[Examples of Program Utilization]
From 2020, we introduced the One-on-one Meeting system, in which supervisors and subordinates hold regular one-on-one dialogues. Since October 2023, this system has been extended to all employees, including those involved in field operations. Through the one-on-one system, supervisors and subordinates regularly engage in dialogue to build a relationship of trust and psychological safety, improve their sense of growth and motivation, perform their duties autonomously, and encourage them to take on challenges. The overall aim of the system is to maximize the potential of each employee.
We introduced the Metro Eggs new business proposal program from 2013 to create new businesses.
We aim to foster a culture of embracing challenges by challenging ourselves to create new businesses.
[Examples of Program Utilization]
We aim to raise the motivation of each employee and improve their skills by providing scholarships and subsidizing the cost of acquiring qualifications approved by the company.
We have established a system for widely announcing and recognizing the activities of employees who - through exercising creativity and ingenuity about company operations or work - have contributed to the enhancement of our corporate value through safety, service improvement, business efficiency, cost reduction, profit improvement, and other such means. Company-wide award presentations are held in three categories: Safety Promotion, Service Improvement, and Business Improvement/Profitability Improvement.
With the aim of maintaining and improving employee motivation in terms of employee development and treatment, we will review and revise various personnel systems so that we can evaluate each individual employee’s performance appropriately. Appropriate evaluations will give us a basis for promoting and placing employees and determining well-balanced compensation based on their evaluation results and position.
