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Emphasize performance over seniority in assignments and compensation. |
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Use training to give employees skills necessary for global success. |
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Diversify management to enhance global competitiveness.
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Ajinomoto requires employees who are able to succeed internationally if the Group is to meet its performance objectives. We have therefore implemented a new personnel system designed to move away from the conventional Japanese seniority-based system toward a greater emphasis on performance. We believe that this approach will permit Ajinomoto to attract new, mid-career employees with desirable experience and skill sets, while also allowing us to better match skills to responsibilities in allocating assignments and in implementing performance-based compensation systems.
Training is critical to the success of the new system, and to our global competitiveness. We need to support our performance-based system by giving people the tools they need, and are therefore planning to create a dedicated training center that will cover Group employees in Japan and overseas.
We also intend to increase representation of non-Japanese personnel in management positions. We believe that diversifying our management ranks further will enhance our ability to compete globally. |
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Management seminar series provides opportunities for professional development.
In September 2001, the fifth annual Ajinomoto International Management Seminar (AIMS) was held in Tokyo. AIMS gives in-market management personnel the opportunity to accelerate understanding of Ajinomoto and its business strategies, and the chance to network with Ajinomoto managers from around the world. |
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