The Human Resources Dept. took over recruitment operations from the Human Resources Development Dept. in fiscal 2019, and currently has five departmental missions: "diversity, equity ＆ promoting inclusion; promoting job-based human resource management; securing excellent human resources; ensuring and improving safety and health; and adhering to the basics and the path of integrity". The department is responsible for human resource strategy, personnel, labor, salary, health and safety, BCP, diversity and work style reform, and is working to identify human resource issues and provide improvement measures.

Based on the strategies of Hitachi, Ltd. and Hitachi High-Tech, we have been working on "transforming the organization and human resources to provide value to global management". In fiscal 2015, the company introduced GPM(Global Performance Management) to standardize its human resources evaluation system, and it has been working to realize its management strategy by linking organizational and individual goals, and it has been strengthening its human resources management using HiNext(Hitachi Group Global Human Resources Management Integration Platform) to promote the communication of goals and the sharing of career information.
In addition, in fiscal 2017, we introduced the HGG(Hitachi Global Grade) system, and shifted the approach to understanding "results and contributions" from "high job performance: people-based" to "size of role and job: work-based". The "roles and size of duties" of each job within the Hitachi High-Tech Group were evaluated and rated using group-wide job evaluation standards, thereby improving transparency and persuasiveness.

Aiming to create a company where a diverse range of human resources can work comfortably, the company has been working on measures to improve employee satisfaction, such as setting guidelines for total working hours and annual leave, promoting diversity (further utilization and retention of female, foreign, and disabled human resources), and launching the “Full-Power Childcare Support Project” to promote male employees taking childcare leave.
In addition, since 2020, we have been working in collaboration with the Hitachi High-Tech Group to combat the new coronavirus that has spread on a global scale, and we have been working to create an environment that promotes a way of working that responds to diverse needs, not only by implementing measures to prevent infection, but also by introducing a flexible work system that is flexible in terms of location and time, such as remote working and mid-day flex-time.

Aiming to eliminate serious accidents involving service vehicles, in 2019 we installed safety equipment such as drive recorders, automatic brakes, and rear-view monitors in all service vehicles in cooperation with the General Affairs Department. From 2023, a simple sleep apnea syndrome(SAS) test has been started for all drivers renewing their registration as a measure against SAS.
From fiscal year 2023, with the aim of promoting safer driving through the visualization of risky driving, we are currently in the process of switching from the existing drive recorders installed in our service vehicles to the AI traffic accident reduction support service “DRIVE CHART”, in order to identify “risky driving behaviors that were previously unnoticed" and make them "personal issues" with the aim of improving safety awareness.
In addition, the BCM(Business Continuity Management) activities that have been carried out since the Great East Japan Earthquake on March 11, 2011, include annual table-top exercises, as well as training for setting up a disaster response headquarters and hazard communication training for remote working in the event of a coronavirus pandemic from 2020 onwards, and the formulation of a timeline for wind and flood damage in 2022 to respond to a variety of disasters.

In promoting the job-type human resource management that the Hitachi Group is currently aiming for, the Group is aiming to achieve the "right person in the right place " by matching "jobs" and "human resources" through the introduction of job descriptions by fiscal 2024 and the consideration of introducing talent reviews from fiscal 2025 onwards.
Based on the Hitachi High-Tech WAY, we will put into practice "Challenge to reform with a constant awareness of problems", "Open communication", "Active contribution to business lines through speedy response", and "Optimal operation through teamwork".