The Next Challenge Program (NC Program) is a framework that enables employees to proactively choose “what’s next” for their careers. This program offers the following “Next Challenges (XX Next)” options:
- Do Next:
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Continue in one’s current position while taking on new themes or challenges.
- Go Next:
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Transfer across teams, departments, hubs, regions, etc.
- Up Next:
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A self initiated mechanism through which employees voluntarily apply for promotion beyond their current position
(e.g., Member → Leader, Leader → Director).
Accelerated promotion (“skip level promotion”) is also possible
(e.g., Leader → Department Head).
- Be Next※：
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A mechanism that enables employees to voluntarily apply for promotion (“advancement”) within the same job grade, by proactively putting themselves forward.
- Senior Next※：
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A framework that enables employees approaching post retirement re employment to select their “next challenge”, supporting continued contribution and engagement beyond mandatory retirement.
※ This scheme applies to Japan only.
Among the various Next Challenge options, Do Next and Go Next are particularly unique to MISUMI.Employees can basically decide whether or not to transfer through their own voluntary career choices. In principle, employees are able to decide whether or not to transfer based on their own voluntary career choices. However, in line with the guideline of “Right Challenges” (“Keep Challenging”), MISUMI believes that remaining in the same role for many years without change can hinder growth, as it allows employees to become too comfortable with the status quo.
Whether they wish to remain in their current role or pursue a transfer, employees are required to apply to their desired organization and proactively choose their next workplace. Organizations are also required to enhance their own appeal so that they can attract talent to their organization while encouraging their own employees toward their "Next Challenge." In essence, this mechanism creates an internal “labor market” structure within the Company, enabling a wide range of career options and flexible organizational configurations oriented toward employees’ next challenges at all times. In addition, Go Next enables challenges across countries and job functions.
As an indicator of employees’ engagement in their next challenges, MISUMI has set internal mobility as a key performance indicator (KPI).
・Target: Achieve 20% by the end of March 2026
— Scope: Employees of MISUMI Japan (MISUMI Group Inc. and MISUMI Corporation)
※Including transfers to overseas subsidiaries, etc.
— The KPI is overseen by the Human Resources function of MISUMI Group Inc., which operates the Next Challenge Scheme and monitors the internal mobility rate on an annual basis.
Based on annual utilization results and related outcomes, the appropriateness of the target is reviewed once a year.
・Most recent result: 18% (April 2024 to March 2025)
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①MISUMI HR Strategy to Accelerate Individual Growth
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②MISUMI Management System to Accelerate Company Growth
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③MISUMI Talent Development that Directly Drives Growth
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④MISUMI Organizational Development to Create an Environment Where Employees Can Challenge Themselves and Grow in the Right Way (Right Ways To Grow)
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