Yamaha Motor Co., Ltd. will introduce a new personnel system targeting general and expert positions, aiming to achieve both "individual career goals and challenges" and "challenges towards achieving long-term vision" starting from January 2025.
In the new personnel system for general positions, actions and results that go beyond previous roles and work towards autonomous career development utilizing individual strengths will be evaluated regardless of seniority. Accordingly, appropriate rewards will be given based on expected behaviors and demonstrated performance.
Changes will be made to the common grading system that integrates C positions (comprehensive positions), G positions (business positions), and P positions (manufacturing positions), including revisions to promotion requirements such as abolishing the years of service requirement and introducing skipping grades. This will promote autonomous career development based on employees' aptitudes and preferences. The evaluation method in the new system will assess competencies and performance, integrating the results to reflect in basic salary, bonuses, and promotions.
For the new personnel system for expert positions, multiple work style options will be provided, roles will be assigned based on individual work realities, and a new system will be introduced to provide corresponding rewards.
Efforts will be made to support the daring challenges of seniors by maintaining pre-retirement compensation levels for those who perform at the level of active employees, providing an environment where individuals can choose their roles and work styles, such as shortened work hours.
For core positions (management positions), starting from January 2024, a new personnel system has been introduced to support career development by leveraging strengths, clarifying the roles of each core position, and providing treatment based on actions and results beyond assigned roles.
In addition to roles such as department heads and group leaders that are part of the organizational structure, new positions like "Strategy Leads" which play important roles in corporate strategies utilizing specialized technical skills and knowledge, have been established. The compensation system is based on the size of the role rather than the previous system based on capabilities.
In order to adapt to and stay ahead of the rapid changes in today's society, systems that enable individuals to realize their career goals and support their challenges are necessary.
We believe that accelerating human capital investment and encouraging each employee to find and take on their own challenges will lead to the realization of our long-term vision 'ART for Human Possibilities by 2030' and ultimately contribute to the 'inspiration creation' that we aim for.
*1: Job types for employees hired under the reemployment system after reaching the age of 60.
*2: Defined from the perspective of what actions should be taken at each level to achieve the corporate goal of 'inspiration creation'.
■ Key Points of the Revised New Personnel System
1.New personnel system for general positions (planned to be introduced from 2025)
- The existing three job types, C position (comprehensive position), G position (business position), and P position (manufacturing position), for general positions will be integrated into one, and the rank system will be changed to a common four-stage system from Y1 to Y4. This change aims to promote autonomous career development.
- As a promotion consideration, the number of years in the current position will no longer be a factor, encouraging a departure from seniority-based elements and facilitating early promotion.
Introduced grade skipping promotion. If you take on challenging tasks that exceed the required level at each grade and achieve excellent results, you can be promoted to a grade two levels higher.
2.New personnel system for expert positions (*scheduled to be introduced from 2025).
As a general rule, core positions (managerial positions) can be selected from three grades: EX-K/EX-A/EX-Y4, while general positions correspond to the grade before retirement.
For any grade, if the compensation is equivalent to that of pre-retirement roles, it will be maintained at the same level.
EX-A and EX-Y4 allow for a choice of working 4 days a week / 3 days a week for short working hours.
3.New personnel system for core positions (management positions) (*Implemented since 2024).
Changed the personnel system from traditional ability standards to role-based criteria.
Established a Strategy Lead role, responsible for crucial roles in business strategy by leveraging specialized technical expertise and knowledge. By pre-establishing the position of Strategy Lead regardless of the availability of suitable candidates, the position and personnel requirements are clarified, aiming for the organization's growth in the future.
Introduction of a compensation system that rewards roles based on the positions in the organization structure.
In the new personnel system for general positions, actions and results that go beyond previous roles and work towards autonomous career development utilizing individual strengths will be evaluated regardless of seniority. Accordingly, appropriate rewards will be given based on expected behaviors and demonstrated performance.
Changes will be made to the common grading system that integrates C positions (comprehensive positions), G positions (business positions), and P positions (manufacturing positions), including revisions to promotion requirements such as abolishing the years of service requirement and introducing skipping grades. This will promote autonomous career development based on employees' aptitudes and preferences. The evaluation method in the new system will assess competencies and performance, integrating the results to reflect in basic salary, bonuses, and promotions.
For the new personnel system for expert positions, multiple work style options will be provided, roles will be assigned based on individual work realities, and a new system will be introduced to provide corresponding rewards.
Efforts will be made to support the daring challenges of seniors by maintaining pre-retirement compensation levels for those who perform at the level of active employees, providing an environment where individuals can choose their roles and work styles, such as shortened work hours.
For core positions (management positions), starting from January 2024, a new personnel system has been introduced to support career development by leveraging strengths, clarifying the roles of each core position, and providing treatment based on actions and results beyond assigned roles.
In addition to roles such as department heads and group leaders that are part of the organizational structure, new positions like "Strategy Leads" which play important roles in corporate strategies utilizing specialized technical skills and knowledge, have been established. The compensation system is based on the size of the role rather than the previous system based on capabilities.
In order to adapt to and stay ahead of the rapid changes in today's society, systems that enable individuals to realize their career goals and support their challenges are necessary.
We believe that accelerating human capital investment and encouraging each employee to find and take on their own challenges will lead to the realization of our long-term vision 'ART for Human Possibilities by 2030' and ultimately contribute to the 'inspiration creation' that we aim for.
*1: Job types for employees hired under the reemployment system after reaching the age of 60.
*2: Defined from the perspective of what actions should be taken at each level to achieve the corporate goal of 'inspiration creation'.
■ Key Points of the Revised New Personnel System
1.New personnel system for general positions (planned to be introduced from 2025)
- The existing three job types, C position (comprehensive position), G position (business position), and P position (manufacturing position), for general positions will be integrated into one, and the rank system will be changed to a common four-stage system from Y1 to Y4. This change aims to promote autonomous career development.
- As a promotion consideration, the number of years in the current position will no longer be a factor, encouraging a departure from seniority-based elements and facilitating early promotion.
Introduced grade skipping promotion. If you take on challenging tasks that exceed the required level at each grade and achieve excellent results, you can be promoted to a grade two levels higher.
2.New personnel system for expert positions (*scheduled to be introduced from 2025).
As a general rule, core positions (managerial positions) can be selected from three grades: EX-K/EX-A/EX-Y4, while general positions correspond to the grade before retirement.
For any grade, if the compensation is equivalent to that of pre-retirement roles, it will be maintained at the same level.
EX-A and EX-Y4 allow for a choice of working 4 days a week / 3 days a week for short working hours.
3.New personnel system for core positions (management positions) (*Implemented since 2024).
Changed the personnel system from traditional ability standards to role-based criteria.
Established a Strategy Lead role, responsible for crucial roles in business strategy by leveraging specialized technical expertise and knowledge. By pre-establishing the position of Strategy Lead regardless of the availability of suitable candidates, the position and personnel requirements are clarified, aiming for the organization's growth in the future.
Introduction of a compensation system that rewards roles based on the positions in the organization structure.
