Human Capital Management

Human capital management concept

For EDION Group, "human resources" are the most important management capital for realizing sustainable growth. Based on the idea that "maximizing the value of diverse human resources leads to increased corporate value," we are promoting "human capital management" that links management strategies with human resources strategies.

Human Resource Development Initiatives

EDION Group believes that in order to remain continually endeavors to support richness and abundance in our customers' lives., it is important to create an organization in which all employees can feel a sense of growth and can maximize their capabilities. We respect the diversity of each individual, encourage their growth, and create an environment where they can always take on new challenges, thereby nurturing human resources who can contribute to our customers and society.

Creating a pleasant working environment

One of EDION Group's ethical guidelines is "We strive to provide a pleasant working environment, fair and equitable treatment for employees, and the development of their skills." We are actively working to build a system that allows employees to maximize their capabilities through appropriate placement and to create a framework in which each employee can thrive.

Fair and impartial evaluation and treatment

Personnel system

EDION has implemented performance evaluation linked to management goals and behavior evaluation based on organizational standards of behavior. Based on this evaluation system, employees are encouraged to take actions that lead to results, which leads to their growth. In addition to providing feedback on the results of their evaluations, we utilize other human resources systems and human resource development systems, such as a qualification support system, salary system, and skills development system, to improve employee motivation, promote skills development, and ensure fair and equitable treatment.

[What is EDION 's personnel system?]

• To develop the skills of employees and use the people who play the role expected of the company.
• To be treated according to the level of work (different levels of roles and responsibilities).
• To nurture through work, where work grows employees.
   

full-time employees appointment system

EDION has established a system in which non-regular employees are hired as full-time employees in accordance with the type of work, the level of responsibility involved, changes in personnel, and changes in roles.

リージョナルコース（地域限定）

当社は、働き方の多様化を推進するため、育児や介護などで転勤が難しい従業員や、地域に根ざした働き方を実現したい従業員が、居住地から通勤可能な範囲で勤務する「リージョナルコース（地域限定）」を導入しています。勤務地を限定しながらも店長等の管理職としてのキャリアアップを目指したいと考える優秀な人材が活躍できる環境を整えています。

How you can feel rewarding

EDION aims to create an organizational culture where employees can think and challenge themselves, backing up the career development and ability development of employees from various aspects, and aiming for an organizational culture where both the company and individuals can realize the joy of growth together. .

Award system

EDION has introduced a “long-term service award system” for employees who have worked sincerely for many years, and an “accomplishment system” for awarding employees or organizations that have made significant contributions to the company and acted as models for other employees. doing.

Self-report system

Every year, all employees are required to complete a self-reporting survey. This allows employees to directly report to the Human Resources Department their thoughts on their current and future careers and work, suggestions and requests for the company, other departments and their own department, transfer requests, as well as the health and family situation of employees and their families, suitability and interests for the job, and overall satisfaction with the job and workplace, including communication with superiors and other members, without going through their direct superiors.

Internal recruitment system

We have set up an "internal recruitment system" to disclose information on departments that require human resources to employees when launching new projects or expanding business. We support employees to improve their careers by providing them with the opportunity to experience various jobs on their own. In addition, we aim to achieve optimal placement as a company.

Improved work-life balance

At EDION, we have introduced a variety of systems and measures to achieve work-life balance and increase the productivity of each employee.

Support for balancing childcare and nursing care

EDION has introduced various systems and measures to support the balance of work, childcare, and nursing care, and is focusing on creating a system where both men and women can advance their careers while raising children or caring for the elderly. In order for employees to be able to continue working long-term with peace of mind, it is important that they do not make the decision to quit their jobs for reasons of childbirth, childcare, or nursing care. Therefore, we distribute in-house newsletters to explain the system to managers and to help other employees understand the system, and strive to create a common understanding among employees. In particular, in efforts to promote the taking of childcare leave, we are actively engaged in educational activities such as posting educational posters and issuing internal notices, creating an environment where eligible employees can easily apply and deepening understanding among employees in the workplace.

* For details on support for women's achievements Here

Initiatives regarding overtime work

エディオンでは、長時間労働の是正を経営の最優先課題とし、安全で健康的な職場環境とワークライフバランスの向上をめざして、2017年度より働き方改革として「労働時間の適正化」を目指した業務の改善を進めています。働き方改革のスタート時に比べると従業員の意識も年々高まり、平均残業時間も確実に減少してきました。今後も引き続き、働き方改革を推し進めてまいります。

【管理体制】

• 労使間で「時間管理協議会」を毎月実施し、労働時間の実態把握と協議を行っています。
• 各部署ごとの時間外労働時間の目標値を設定し、実績を管理・社内イントラネットで開示することで、全社的な意識向上を図っています。

[Major Initiatives]

• 勤務間インターバル制度：勤務終了後、次の始業までに11時間以上の休息時間を確保する制度を導入しています。
• 業務効率化：柔軟なシフト勤務の導入や、業務プロセスの改善による残業時間の削減を進めています。 　　　　

【実績と目標】
さまざまな取り組みの結果、月平均残業時間は着実に減少しており、2025年度の目標（6.0時間）達成を目指します。
2022年度実績：13.0時間、2023年度実績：8.0時間、2024年度実績：7.7時間、2025年度目標：6.0時間

Vacation system

In order to create an environment where it is easy to take paid leave, we are promoting the penetration, understanding, and taking of the paid leave system through various training sessions and announcements on the company intranet. We also disclose employees' vacation schedules related to their work-life balance to encourage them to take annual paid leave in a planned manner.

[Major Initiatives]

• 連続休暇取得制度　：半期毎に連続とした休暇（有給休暇、公休等含め原則４連続以上）の計画的な取得を促進
• Memorial leave system: Promoting planned taking of memorial leave (for family anniversaries, etc.)
• 年間休日の増加　　：2023年度より年間休日数を７日間増加させました。

Benefits for diverse work styles

エディオンでは、社員一人ひとりが安心して働けるよう、両立支援制度のほかにも様々な福利厚生の充実に力を入れています。また、ライフプランセミナーを開催し、家計の見直し・社会保険・年金・資産運用などの基礎知識や手続き方法について、学ぶ機会を提供しています。

Good Labor-Management Relations

EDION organizes trade unions and welfare associations. EDION Group to survive and develop continually endeavors to support richness and abundance in our customers' lives., labor and management must properly recognize the environment and management issues surrounding the EDION Group and promote mutual understanding and mutual trust. We continue to talk while building and aim to increase brand value. In addition, through various exchange activities, such as co-sponsored training and social contribution activities, we are promoting activities that enhance communication between labor and management and foster a sense of unity.

Labor-Management Council

EDION holds regular monthly labor-management councils attended by representatives of both labor and management to actively check the working conditions and working environment of employees and exchange opinions on points for improvement and issues. In addition, management councils are held regularly, and top management of labor and management hold discussions. Furthermore, the most important themes are decided after thorough consideration and discussion in the labor-management project. Labor and management are cooperating to carry out thorough activities to disseminate information on working conditions and various systems introduced through this process, such as disseminating information on the company intranet and distributing them in union magazines.

団体交渉

エディオンでは、労働組合と定期的な団体交渉を実施しています。毎年、翌年度の賃金改定や、賞与などの労働条件を含めた従業員の総合福祉および待遇の維持向上に関する交渉が予定されています。この団体交渉を通じて、労使双方が誠実に協議し、合意形成に努めています。

労働組合への加入率

エディオン労働組合は、労働協約対象者となる従業員が加入対象で、加入率は約76.6%（2025年10月1日時点）です。

Ensuring the health and safety of our employees

EDION Group places the highest priority on ensuring the safety and health of its employees in its business activities, and is working to create attractive workplaces where employees can work safely and securely.

Initiatives for health management

At EDION, we believe that the physical and mental health of our employees and their families is the driving force behind the sustainable growth of the company. We consider maintaining and improving employee health to be one of our management priorities, and in September 2019 we made a "Health and Productivity Management Declaration," focusing on the health of our employees and their families while working on various health maintenance and promotion initiatives.

Health management

At EDION, we aim to "create health that allows employees to work with enthusiasm," and to achieve this, we are implementing various measures to address two health management issues: "countermeasures against lifestyle-related diseases" and "promotion of work style reform."

Occupational Safety and Health Initiatives

EDION Group strives to prevent accidents and other incidents and to raise safety awareness, aiming to create a comfortable working environment where employees can live healthy and safe working lives.

Health and Safety Committee

The Safety and Health Committee is responsible for the company-wide health and safety initiatives, including preventive measures for health problems caused by long working hours and health management. The Safety and Health Committee reports and discusses health and safety activities, decides on improvement measures, checks health checkup status and stress check results, and works to promote and spread health and safety education through the health and safety officers in the workplace.

[Major activities]

• Formulation of an implementation plan for measures to prevent health problems caused by long working hours by workers and dissemination to workers
• Formulation of standards for implementation methods, implementation system and interview guidance for health management, etc.
• Measures to prevent unfavorable treatment of workers regarding the health management due to the improvement of the environment and the provision of such proposals
• Inspection of facilities and equipment, confirmation of usage status, and necessary measures based on these results
• Measures for health examination and health promotion
• Safety and health education
• First aid in abnormal situations
• Investigation of causes of occupational accidents and measures to prevent recurrence
• 安全衛生情報の収集及び労働災害疾病休業等統計（2024年度　労働災害件数 21件(*) Only for those on leave　度数率 0.71　強度率 0.02）
• Various reports and notifications related to health and safety to related administrative organizations

Near-miss activities

In order to ensure safety in daily work and to ensure awareness of accidents, we share examples of "near misses" and "shocking moments" in the workplace and are working to prevent workplace accidents from occurring or recurring. In addition, high-risk near misses (※) are discussed by the Safety and Health Committee, and the determined countermeasures are implemented.

• (*) Near misses are cases where there are signs that do not lead to an accident or disaster, but rather a close call or a miss. A series of activities aimed at eliminating potential dangers by identifying these and taking measures to prevent disasters from occurring are called "near miss activities."

Implementation of disaster drills

Disaster prevention stockpile

Safety driving training and enlightenment

Harassment measures / special contact

Promoting DE&I

EDION Group respects the values and aptitudes of each employee, regardless of age, gender, race, nationality or disability, strives for fair and equitable treatment and skill development, and promotes DE&I in order to invigorate the workplace.

Supporting the active participation of female employees

Supporting career development of female employees

2016年３月７日から会社と労働組合の双方で推進している「ダイバーシティ推進労使プロジェクト」の中で、「女性がイキイキと働き続けられる職場になる」ために女性社員の活躍推進に取り組んでいます。

Female employee career vision training

女性がライフスタイルの変化によりキャリアを失うことなく活躍できる環境を整えることも重要であるとの考えから、「女性キャリアビジョン研修」を実施しています。入社６年目までの女性社員を対象にした研修では、会社の人事制度・支援制度を知り、長期的なキャリアビジョンを持って仕事に向き合うことを学びます。リーダー職歴10年以上の女性社員を対象にした研修では、女性らしさを活かしながらリーダーシップを発揮し、後輩たちが前向きに仕事に取り組めるような働きかけができる人材になることを学びます。

System to support work-life balance

産前産後、育児休暇制度はもちろん、妊娠中につわりがひどくて働けないときのための特別有給休暇制度や、復職後、子どもが中学生になるまで時間を短縮した勤務ができる育児短時間勤務制度、子どもの看護のための特別休暇制度のほか、出産祝金や保険による出産手当金、出産育児一時金、小学生や中学校入学時の入学祝品など、出産や子育てをしながら活き活きと働き続けていただける多数の制度を設けています。

スマイルシャインランチミーティング

エディオンでは労働組合の主催により、「スマイルシャイン（※）ランチミーティング」を開催しています。男性や女性などの性別にかかわらず、パパもママも関係なく、また将来のパパやママなども対象に、誰でも参加が可能な交流会となっており、笑顔で仕事と子育ての両立ができる情報交換の場として多くの従業員が参加しています。

• （※）誰もが活き活きと笑顔で仕事をし、自分の将来設計を考える社員を「スマイルシャイン」と呼んでいます。

Acquisition of Kurumin, a childcare support company certification mark

Supporting the success of diverse human resources

地域雇用による地域社会への貢献

当社では、事業を展開する地域社会の活性化と地域経済に貢献するため、店舗運営を支える人材として、その地域に居住する方々の積極的な採用に取り組んでいます。ゼネラルコース（全国転勤あり）とリージョナルコース（地域限定）の２つのコースがあります。リージョナルコースは、地域に根ざして長期に働ける仕組みであり、地域の安定的な雇用の創出を通じて、地域社会への継続的な貢献に取り組んでいます。

Promotion of employment of people with disabilities

Based on the idea of normalization, we are working to create a work environment where employees, regardless of whether they have a disability, can work together and demonstrate their abilities. Currently, people with various disabilities are working at each site. We will continue to expand the scope of applicable duties and tasks, increase the number of jobs that people with disabilities can do with confidence, and provide guidance to help them grow as people, in order to create an environment where people can work with motivation, enthusiasm, and enjoyment.

Foreign recruitment

EDION continues to hire foreigners, regardless of nationality. He is from many countries such as China, South Korea, Brazil, and the Philippines, and is active in various fields such as sales offices and head office departments. We provide guidance and education to foreign employees assigned to stores based on the educational tools and various manuals of the "Customer Service Quality Improvement Education DVD".

Retirement reemployment system (continuous employment system)

As there is a demand for stable employment, EDION reemploys those who are willing to work at the company after retirement. By providing employees with a place to utilize the practical knowledge and experience they have acquired over the years up until retirement, we have established a system that allows them to continue contributing to the development of the company's business even after retirement. Each time an employee is rehired or their contract is renewed, their duties are reviewed taking into account their abilities, aptitude, and work experience, and compensation is adjusted accordingly. EDION will continue to provide an environment where seniors with the experience and high skills they have accumulated over the years can thrive.

Fixed-term contract employee employment system

We employ fixed-term contract employees in accordance with labor-related laws and regulations, and treat them appropriately in accordance with our work regulations and other rules regarding various social insurance and holidays required by law.

Temporary employee employment system

EDION employs temporary staff based on the Labor Dispatch Law at each of its business locations and group companies. When temporary staff work at EDION Group, we sign contracts with temporary staffing agencies and create and manage ledgers in accordance with the Labor Dispatch Law, guidelines on measures to be taken by dispatching companies, and other laws and regulations.

Mid-career recruitment

In accordance with the Act on the Comprehensive Promotion of Labor Policies, we will be disclosing the ratio of mid-career hires to regular employees at EDION.