GS Yuasa, headquartered in Kyoto, is advancing personnel system operations that strengthen treatment based on roles and responsibilities as part of its personnel system reform. It has disclosed initiatives to objectively assess remuneration levels using a total remuneration survey.
GS Yuasa is advancing personnel system reform in response to changes in the business environment and labor market, shifting from its previous grading and remuneration systems to treatment based on roles and responsibilities. It has established 3 grade levels for section manager and department manager positions and defined the roles required at each grade, with the aim of enabling more agile personnel assignments and selective promotion.
During the review stage of the reform, the company used a total remuneration survey as a means of confirming the appropriateness of remuneration levels alongside the development of role definitions. It indicated a policy of comparing external data with internal requirements and setting comparison groups based on multiple criteria, including region, industry and company size.
Using data from the total remuneration survey, the company considered it important to compare not only regional conditions but also the broader competitive environment, and set market-based remuneration levels for each grade among section managers and department managers.
The company also uses the data as supporting material for explaining matters to management, aiming to operate systems that support the acquisition and effective deployment of talent by narrowing the gap between external data and internal job evaluations.
Support: The company advanced its use of total remuneration survey data with support from Marsh Mercer Japan Co., Ltd.
As a summary of the main text, the five points of the system framework changes, use of the total remuneration survey, grade setting, establishment of comparison groups and external support are incorporated across the paragraphs.