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- Initiatives toward evolution of organizational capabilities
The Mid-Term Management Plan (CV-1) identifies “improvement of engagement” as one of the core policies under Guideline 3 “Evolution of organizational capabilities for the future,” and we are focusing on a “job satisfaction reform” to achieve both individual job satisfaction and improvement of organizational productivity.
As part of our initiatives to improve engagement, we have conducted engagement surveys since fiscal 2023 and have implemented various measures to address issues identified in each workplace based on the survey results. In fiscal 2024, we introduced 360-degree feedback for managers and other leaders to encourage behavioral change. Furthermore, starting in fiscal 2025, the third year of CV-1, we clarified the organizational culture we aim to build to further foster a sense of unity across the company. We are steadily advancing initiatives to enhance corporate value through measures based on the “Four Keys to Evolution” aimed at realizing this culture.
Organizational culture we aim to build
“An organizational culture that embraces challenges and encourages self-directed employees to actively engage in dialogue and recognize and praise one another to foster joint creation for the growth of individuals, organizations, and the company”
Development of a new personnel evaluation system
(introduced in April 2026)
Why did we change the personnel evaluation system?
As it has been more than ten years since the previous personnel evaluation system was introduced, some aspects of the system no longer adequately address changes in the business environment or new approaches to value creation. To build a sustainable competitive advantage even in an environment where the future is difficult to predict, often referred to as the “VUCA era,” there was a need for an evaluation system that would foster a relationship in which employees and the organization evolve together. Accordingly, we reviewed our personnel evaluation system in fiscal 2025. The review aims to enable us to respond flexibly to changes in external environment and organizational strategy, while simultaneously promoting employees’ growth and job satisfaction and improving productivity.
In addition, we took measures to ensure the smooth adoption of the new system, including holding briefing sessions at each base.
What we aim to achieve
with the new
personnel evaluation system
Thoroughly pursuing “human resource development,” “strategy alignment,” “organizational climate transformation,” and “enhancing employee motivation”
What does the new system evaluate?
The new system introduces value-based evaluations that assess how employees put into practice behaviors reflecting the values the Company considers important. Using the elements of the Bando Group Action Guidelines set forth in the Bando Group Code of Conduct as evaluation criteria, the new system aims to promote “human resource development,” “strategy alignment,” “organizational climate transformation,” and “enhancing employee motivation,” thereby strengthening the organizational foundation for the future.
Individual briefings and dialogue sessions for CV-1
― The President and employees exchange views on the theme of “organizational culture we aim to build” ―
New initiatives launched in fiscal 2025
Since fiscal 2023, the President has personally visited all domestic plants and affiliates to hold individual briefing sessions aimed at promoting understanding of management policies and sharing progress on CV-1. In fiscal 2025, in addition to providing an overall progress update, the President provided more detailed explanations tailored to the circumstances at each base and engaged in active dialogue with employees through Q&A sessions.
Furthermore, in fiscal 2025, we launched a new initiative of small-group “dialogue sessions” with the President, where employees who volunteered to participate exchanged views with him on the theme of “organizational culture we aim to build.”
Through these initiatives, we strive to deepen mutual understanding and improve employee engagement.
Individual briefing session
Dialogue sessions
Introduction of an internal portal app “BANDO+”
Background to the introduction
In July 2025, we introduced an internal portal app, “BANDO+.” The decision to introduce the app was prompted by the results of our engagement survey, which revealed challenges in accessing information on internal systems and other company information. In response, we decided to introduce an internal portal app to provide all employees, including those without company-issued PCs, with equal and easy access to the information they need, while also promoting internal communication.
Examples of use and benefits
In addition to being used to search for information on internal systems, the app serves as a tool for the timely sharing of a wide range of information, including messages from the President, seminar videos, and updates on activities at each base. The app is also used by a wide range of employees, including those working at manufacturing sites, and helps spark everyday conversations and communication while also creating opportunities for interaction across departments and bases.
Target
- ・Improve engagement
- ・Realize work style with high productivity
SDGs to which the Bando Group contributes
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