Human resources development

Basic Approach

To achieve our purpose and mission, it is the policy at CARTA to create opportunities for recruitment, training, evaluation, and placement to enable staff to flourish in their posts. Creating and securing human resources with a strong sense of ownership who will break through deadlocks and pioneer the path ahead through unfamiliar territory is perceived as a key issue at CARTA. When developing human resources to promote evolution in the world, we implement three key measures: we encourage the human resources to take on challenges, to improve technologies (knowledge x strength), and to expand their networks.

Initiatives

Encouraging challenges

At CARTA, we believe that spontaneous challenges are a source of non-continuous growth for individuals, teams, and the business. We actively promote an environment and initiatives that encourage staff to volunteer for challenges in order to create a virtuous circle where challenges lead to business growth, and where business growth creates opportunities for new challenges.

The CARTA CAMP project for resolving management issues

Once a year, a team of mixed staff chosen from all departments proposes plans for resolving management issues. The team spends about one month preparing for a presentation to the management team on the final day of the Camp. The proposals are adopted or rejected on the same day.

The DIVE job matching program

The program encourages transfers across departments by facilitating applications for positions recruited internally. Since CARTA has many growth businesses, there are always opportunities to tackle rewarding challenges.

The CARTA EVOLUTiON AWARD

Once every half-term, the CARTA EVOLUTiON AWARD, held during the company-wide general meeting, confers awards and premiums to commend employees who have achieved significant results during the previous half-year term. We value a culture where people celebrate and commend each other.

The DASH new business development program

Anyone can submit proposals to the program for developing new business. All CARTA board members read the submissions and consider the commercial applications. It is not a business competition, but a process of developing the business to create a future for CARTA.

Improving technological capabilities

At CARTA, we believe that improving the technological capabilities of all employees is an important factor behind promoting the evolution of the business. To support the business by putting full-cycle engineering into practice, we have established the CARTA Tech Vision, which lays out values and guidelines for engineers affiliated with all business subsidiaries. We are building a culture that encourages growth through interaction among engineers and the associated learning processes.

Evaluating technological capabilities

Our Group engineers evaluate each other’s capabilities across the affiliated subsidiaries. The sessions for evaluating technological capabilities do not only raise the individual engineer’s standard of technological capability, but they also make a significant contribution to fostering shared values among engineers and provide a source of inspiration for the CARTA Group.

Reading clubs

At CARTA, we highlight reading as an element that improves the knowledge and skills of our employees. In addition to OASIS, the in-house library consisting of a lot of books donated by employees, we support and recommend reading clubs where employees come together for in-depth reading.

O’Reilly Online Learning

The O’Reilly Online Learning platform is a service that compiles reliable technical documentation and content. CARTA has introduced the online service with the aim of continuing growth for our engineers and improving customer value.

Supporting AI experimentation

Aiming to improve individual creativity and improve productivity in the organization, we support the use of AI services, such as ChatGPT Plus and OpenAI API, among all engineers.

The D-Marketing Academy e-learning platform

Employees have free access to more than 600 video e-learning courses provided by D-Marketing Academy. The system encourages independent learning and development of skills that provide the business with something extra.

In-house learning from observation, failures, deployment

Together with partner corporations, we regularly organize learning from observation to expand our horizons; learning by sharing business failures, which will lead to future success; and learning from case studies of business deployment decisions.

Expanding networks

At CARTA, we believe that collaboration, support and mutual encouragement through employee networks will produce results far beyond what any individual can achieve on their own. Therefore, we encourage employees with varied backgrounds involved in different aspects of the business to focus on building vertical, horizontal, and diagonal networks.

The Ajito in-house bar

The in-house bar represents culture. It is a venue for casual communication and for occasional performances by music clubs.

The Garden in-house café

The Garden café is staffed by baristas. It is a place for creating new communication and ideas.

The Hitonowa rally one-on-one free conversation

The Hitonowa rally is a one-on-one free conversation lasting 15 to 30 minutes. The purpose is to expand personal networks.

The UNITE Committee

We have set up the committee to enhance creativity through real communication in the office, to draw out the strengths of human resources, and to connect with value creation.

Other initiatives

We are focused on enhancing training systems to encourage autonomous growth and high-quality learning, including a program to train future management candidates. We also promote people analytics by leveraging surveys and talent data across the whole Group.

Basic and Advanced training for managers

After managerial appointments, we organize basic labor management training. Once every half-term, we also conduct training for all managers to encourage improvements to specific issues, such as recruitment, organization design, training, and evaluation.

The NEXT GENERATION BOARD program for training future management candidates

This is a program to train next-generation managers at CARTA. For a full year, we provide opportunities to approximately 10 nominated personnel to receive high-quality and adequate amount of input that is difficult to gain in the day-to-day business, as well as the opportunity to take responsibility for output.

Surveys

The Group uses employee data to provide more appropriate recruitment, placement, and training. We also support autonomous growth for employees by understanding emerging issues through the personnel surveys conducted once every half-term, and by implementing improvements and revisions.

Developing Hitonowa

The company’s independently developed Hitonowa (Know Who) platform stores data on the whole organization and all employees. Employees use the platform for a variety of purposes, such as learning about their colleagues through the employee search function, sharing individual thoughts and knowledge through the Note function, or analyzing and responding to surveys.

Promotion Structure