Human Resource Development

KDDI has identified "Human Resources First" as a material issue, and in line with this policy, we secure and develop talent to enhance employee capabilities.
Against this backdrop, we introduced the KDDI Version Job Style Personnel System in 2020 based on the concept of creating and nurturing professionals.
By introducing the system, we aim not only to attract talent with high levels of expertise, but also to create a culture where individuals can take on challenges aligned with their capabilities and life stages, thereby generating a virtuous cycle of growth through those challenges.
There are two major features that characterize the KDDI Version.
First, we defined 30 specialized fields and clarified roles and skills, thereby creating an environment where employees can deepen their expertise.
Next, we place importance on co-creation and collaboration, ensuring that human skills that lead the organization to success are properly valued. In line with evaluations, we have a compensation system that rewards employees directly.
Furthermore, to support the improvement of employees' expertise and human skills, we offer career development support programs, including our in-house educational institution, KDDI DX University.

KDDI has established "grades" categorized based on the differences in the size of job roles and the expected human resource requirements. Among these, managerial positions (referred to as personnel in managerial positions) are divided into leadership and professional tracks. The roles and human resource requirements expected at each grade are defined in the grade definition document, and these serve as benchmarks for career development, target setting, performance evaluation, and grade appointments, among other system criteria.
In the KDDI Version Job Style Personnel System, we position "specialized fields" as units of expertise for each KDDI employee to excel as professionals. For each specialized field, we have defined a specialized field document that further specifies the grade definitions. Alongside the actual job descriptions, employees can understand the roles, abilities, and degree of specialization required individually.

To ensure fair and transparent personnel evaluations, KDDI has eliminated evaluations based on job grades and seniority and places emphasis on evaluations based on performance and challenges as well as competencies.
Performance focuses not only on the performance itself but also on the challenging efforts to achieve it, while competencies focus on human skills and expertise. To help each employee maximize their performance and develop their competencies, we hold regular (monthly) one-on-one sessions with their supervisors to build trust and support their career development.
When evaluating performance and challenges, we set performance targets and the challenging efforts to achieve them at the start of the period, make course corrections through one-on-one sessions during the period, and conduct a review and evaluation at the end of the period.
When evaluating competencies, human skills and expertise are assessed through 360-degree evaluations and supervisor evaluations.
Based on these evaluation results, we visualize each employee's position and reflect this in their career development and remuneration.
The bonus consists of two components: the company's operating performance bonus and an individual performance-linked bonus. It is determined based on the company's operating performance and individual performance.

We have established training programs and career support tailored to each position, helping employees enhance their skills and grow.
Through KDDI DX University, we provide educational opportunities that are available to all employees, and we also offer level-based support such as training for newly appointed line managers and career consultations.
We also address individual career needs through selective training programs and division-specific training.

"KDDI DX University offers programs year-round that develop professional talent responsible for KDDI's business and provide the skills necessary for employees to realize their careers.
There are approximately 120 specialized skills, defined for each of the 30 specialized fields, as well as portable skills that include 18 core skills and knowledge in three categories defined by KDDI and the fundamentals of DX and AI. We support employees' skill enhancement through diverse training styles―online, in-person, and e-learning (Note 1).
Employees can participate in the necessary programs according to their own skills and career plans.

		Program Features
Specialized skills (by specialized field) Training programs to learn the skills in each of the 30 specialized fields that support KDDI's business		Practical programs developed by experts and external partners in each specialized field, designed for easy application in actual work
Portable skills (for all employees) Training programs to learn the foundational skills and knowledge for carrying out work		Diverse programs that build a robust foundation amid wide-ranging business fields and career opportunities, enabling employees to demonstrate their capabilities even when changing specialized fields or departments