11. Development of human resources

At the time of the merger, SMBC introduced the Rational & Innovative System of Evaluation/Development (RISE) to evaluate and develop personnel comprehensively with respect to job responsibility, performance, aptitude, and achievement. Subsequently, this system was subject to revision in response to the antitrust issues. In fiscal year 2010, the contribution evaluation frameworks adopted criteria related to processes and actions for medium- to long-term results and staff training efforts while maintaining the existing single-year evaluation matrix.

In order to facilitate personnel development, a broad spectrum of strategies were implemented, including management skills and mindset building for senior management and improving the skills of young as well as mid-career employees. Also, the bank focused on personnel training for global business. In April 2005, a variety of employee support programs was introduced to address work-life balance and many other issues. In April 2008, the Diversity and Inclusion Department was set up within the Human Resources Department to lead the company’s initiatives for promoting women’s empowerment and boosting other diversity measures, aiming to enhance corporate value through creating a diversity-driven environment that can draw out the full potential of the workforce.