①MISUMI HR Strategy to Accelerate Individual Growth

　In order to evolve the MISUMI MODEL and contribute to enhancing customers' time value, the MISUMI Group has established the following as "competencies" that all employees should demonstrate:

　These are defined as the “practical ability” that all employees should demonstrate, by exercising this practical ability, employees take on challenges, achieve results, and then move on to the next challenge. Be generous in rewarding individuals who take on challenges and deliver results. To make these operate organically and sustainably, a coherent HR system is necessary.

　Beginning in fiscal year 2023, our Group has formulated and is carrying out the “Common HR Strategy of the MISUMI Group.”

　It is comprised of two evaluation modules: the degree to which MISUMI Value’s are demonstrated (competencies) and the results achieved.

　The practical ability assessment criteria are based on universal elements that apply to all job positions and roles, highlighting the core attributes expected from any “employee working at MISUMI.” These criteria serve as tangible measures of thought and behavior grounded in MISUMI Value’s, and they are developed following the principles outlined in “Think/See right.”
　In performance evaluations, we integrate the established stretch targets from each organization's Business Plan (details to follow) into individual goals prior to implementation. This method motivates all organizations to strive for ambitious objectives consistent with strategic priorities, while guaranteeing that employees' contributions and accomplishments receive due recognition and appropriate rewards.

　The guidelines of "Right Perspectives" ("Think/See right") aim to properly and generously reward employees' challenges and achievements. The fundamental concept of compensation in our Group is to ensure that those who perform—those who take on challenges and deliver results—are compensated at a total reward level that ranks among the highest in the market.
　Compensation appropriate to this concept is set in accordance with local customs and legal frameworks in each region. For example, in the MISUMI Japan region, the compensation structure and operation for employees are set as follows:

　These MISUMI HR Strategy initiatives are being implemented in Japan to begin with.
　In the future, we intend to expand globally, tailoring our approach to suit each country's unique needs.