Personnel systems

RENOVA values the autonomy of employees, and is committed to providing exciting career and growth opportunities for our employees. To continue creating a positive cycle that fosters the personal growth of each employee and the growth of our organization and business, we are constantly considering better ways to support business strategies through personnel strategies and systems and constantly evolving. The three main pillars of our personnel systems for bringing employees together behind RENOVA’s mission and vision and its management policies are the role grading system, the assessment system and the compensation system.

Role grading system

The role expectations all employees must meet when executing operations or projects are defined for each grade, of which there are 6 in total, ranging from G1 to G6. These form the basis for setting evaluation criteria, judgments on promotion or demotion, and compensation.
The higher the grade (Entry Player → Support Player → Main Player → Operations/Project Manager → Operations/Project Coordinator → Operations/Project Leader), the greater the expectation to demonstrate a higher level of specialist skills, leadership and influence.

Evaluation system

We fairly evaluate enhancement of corporate value, conduct that is in keeping with the required qualities, and achievements, as this serves as a basis for judgments on promotion and demotion and the determination of compensation.
We have introduced MBO (Management by Objectives), and set individual targets for the achievement of our organizational targets according to the grade (role expectations) of each employee every six months based on an agreement between the employee and their supervisor. Evaluation of performance during the evaluation period and promotions and demotions are determined through self evaluation, evaluation interviews, evaluation meetings within and between divisions, and review committee meetings, and evaluated employees receive feedback on their evaluation results and the reasons for them from the primary evaluator.

Compensation system

We link compensation to role grades, evaluations and our business performance, and we fairly reward contribution to the enhancement of corporate value and conduct in line with the required qualities.
In addition to basic salary and bonuses, there are “special rewards” for outstanding achievements or projects that have made a special contribution on a groupwide level, and “special additional pay” for employees who have outperformed their role or expectations.

Engagement surveys

We utilize our engagement survey results for accurately analyzing the status of our organization, and measure and evaluate engagement on a regular basis to help us improve and strengthen personnel measures.

Measures to develop managers

With the increase in size of our organization and business, the importance of developing the skills of manager-class employees is greater than ever before. We are, therefore, strengthening initiatives such as 360-degree feedback questionnaires, project manager training programs and various other types of training.

Employee Development and Training System

RENOVA’s corporate philosophy includes its Commitment/Management Principles which emphasize the creation of an environment where talented individuals can gather and each individual can pursue self-actualization.
To support the growth of each individual employee, we primarily utilize on-the-job training (OJT) during everyday work. We also conduct group training sessions and online learning programs to supplement the knowledge and skills required for each role and job responsibility.

Examples of Development Programs

Mindset

The values and mindset we cherish at RENOVA

  • ・Training for new graduates/new employees
    • ‐ Mission, Vision, Values, Competencies
    • ‐ RENOVA’s business and history etc.

General skills and knowledge

Business skills and knowledge that are needed in any field (regardless of industry, company, department or job category)

  • ・Online learning support
  • ・IT training
  • ・HSE training

Specialized skills and knowledge

Project, operational, and role-specific specialized skills and knowledge

  • ・Study sessions and seminars led by in-house experts
    • ‐ Fundamentals of business development
      (land acquisition, permit acquisition)
    • ‐ Renewable energy generation mechanisms and technologies
    • ‐ Financial modeling
    • ‐ Introduction to business operations etc.
  • ・Training by external instructors (examples)
    • ‐ Project management
    • ‐ Training for organizational managers etc.
  • ・Certification support program