About the Simplex GroupAt the bidding process, a theoretical annual salary for the following year is determined based on the evaluation of the employee's reproducible capabilities, refl ecting the degree of diffi culty for projects and past experience. There is no system of salary increases based on years of employment, as is the norm at Japanese companies. Instead, a culture of "Pay for Value" has taken root, in which employees are fairly evaluated on their work output, and not on how long they have been at the company, the number of hours worked, gender, or nationality.In addition, the fi rst words the CEO tells new employee at training are competition and cooperation. While we encourage competition, which is essential for growth, we also emphasize teamwork to make projects successful. Furthermore, while we adopt a meritocracy, we do not believe growth opportunities should end as a result of poor performance in any one year. Our culture emphasizes "Up or Stay" rather than "Up or Out," and we will continue to give opportunities to and value our employees as long as they share and commit to our 5DNAs.System to keep our people on top of their gameThe personnel system in Japanese companies is one typically based on lifetime employment and seniority. As a result, length of service and management ability have been the main criteria for salary increases and promotions. However, in order to contribute to the business success of our clients, we have adopted a unique HR system that is diff erent from the traditional HR system.Fair and transparent evaluation systemEmployee evaluations are conducted through an annual review session that we call "Bidding,“ or fudaire in Japanese. All senior managers involved in the project work for the fi scal year under review evaluate our employees, so the evaluation is not biased toward the subjective opinions of any one supervisor, but rather provides a fair assessment of the employee's performance.Business ModelGrowth StrategyMateriality Issues and Major RisksAs we consider our employees to be our most important asset, we believe that innovation will never be achieved without fostering an environment in which a diverse workforce can freely generate ideas. Based on this belief, we have established a variety of activities and systems that help improve their engagement.DataSimplex Biz DayAn in-house conference that showcases the challenges and successes in consulting, project management, and other areas related to business promotion.In-house short-term study programA study program for the purpose of mutual understanding and exploration of transfer opportunities within the company. For a short period of time, participants are assigned to a project or department outside of their own responsibility to learn about its activities.Club activities systemTo improve communication among employees and foster a sense of unity through club activities, subsidies are provided based on the number of employees involved.Flextime system, discretionary labor systemWe support fl exible and effi cient work styles by introducing fl extime and discretionary labor systems.boostSimplex Group's learning portal site. A variety of training materials are available for each business area and competency.Style JournalAn interview program with people who have gone through various stages of their careers. Interviewees include management team members, including outside directors, employees, and various other professionals.Family DayThis event encourages communication by inviting employees’ family members to the company and introducing them to the offi ce environment and other team members.Engagement SurveyAn engagement survey focusing on job satisfaction is conducted every three months.Simplex Integrated Report 202443We also have a full-scale fi lming studio for more attractive delivery of in-house events and study sessions.Increased engagementESG: Social 2Career Sharing MeetingsCareer Sharing MeetingsAn event where mid-level employees can share their experiences and learnings from their careers with younger employees, followed by a Q&A session. 1Catching up on technology and know-howSimplex Tech DayAn in-house conference showcasing the insights and best practices gained through technical challenges and initiatives in each business area. 3Catching up on technology and know-howFIKAThis is Xspear's unique approach that incorporates a coff ee break culture similar to that in Sweden. FIKA promotes free interaction horizontally, vertically, and diagonally. 4Creating a rewarding work environmentCommitment-style systemWe have introduced a commitment style system that allows employees to declare their own monthly overtime hours.Personnel System
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