Basic Policies


MEDIA DO’s corporate creed states that “all people have limitless potential and can grow with time” and that “MEDIA DO will continue to grow so long as its people grow.” As indicated by these statements, we view human resources as indispensable to the ongoing growth of the Company.

Moreover, we seek to fulfill our mission of “unleashing a virtuous cycle of literary creation” and thereby realize our vision of “More Content for More People!” To achieve this, we need to fully capitalize on the growth and potential of our people. These efforts must be supported by the foundation formed from the business infrastructure, expertise, experience, and corporate culture we have cultivated thus far. Acting in accordance with this basic policy, we will seek to create environments that allow all employees to achieve independence and demonstrate their growth and potential as they take the initiative in tackling new challenges.

Human Resource Recruitment and Development Strategies


As our business grows, we leave the door open for engineers, sales personnel, back-office staff, and a wide range of other personnel year-round, actively welcoming individuals with specialized skills from a variety of backgrounds. We have continued to recruit new university graduates each year for more than a decade, andsuch individuals are nurtured so that they can become core members of the Company after joining.

In addition, we have reinvented our human resource evaluation and compensation systems to stimulate the growth of both our business and our people in a manner that exceeds the boundaries between organizations and areas of work responsibility. The new systems define action expectations for specific positions and ranks and clearly identify the experience, specialized knowledge, and other qualities required for each position and level. This degree of clarity makes readily apparent the direction that each individual should pursue in his or her desired career path and the next step to take. Supervisors set action expectations to guide the growth of subordinates. These action expectations are used in a wide range of situations, such as when assigning work, providing daily instruction, and requesting training program participation. Through such provisions, we are cultivating human resources and developing frameworks that will contribute to the reinforcementof MEDIA DO’s operational foundation.

Three-Year Human Resource Strategy Framework


New Values and Human Resource Evaluation and Compensation Systems


Following the March 2019 merger of the former MEDIA DO Co., Ltd., and Digital Publishing Initiatives Japan Co., Ltd., the Company established a set of values to be shared throughout the organization, to clarify the stance and principles we will embrace in our efforts to fulfill our mission and realize our vision. In conjunction with the introduction of these values, new human resource evaluation and compensation systems were introduced withour mission, vision, and values (MVV) at the core of evaluations. These systems were put into effect in the fiscal year ending February 28, 2021.

One of the characteristics subject to evaluation under the new systems is the degree to which an employee acts in accordance with MEDIA DO’s 18 Stances, which indicate our stances toward business and were defined together with our values. This approach was taken to create frameworks that enable the growth of both our business and individuals and encourage employee independence, and that otherwise help us to develop a human resource base that is suited to our business portfolio.

About our mission, vision, and values

Employee Surveys


MEDIA DO aims to build frank and open corporate cultures and systems, as well as efficient and comfortable workplaces, that appeal to diverse human resources. To facilitate these efforts, we issue regular surveys to employees. Enjoying high response rates of around 90%, followed by swift action taken in response to survey findings, the surveys are generating a virtuous cycle of improvement. The surveys are also being used to improve business continuity provisions for extreme circumstances such as the global COVID-19 pandemic, specifically to guide the formulation and implementation of measures to allow employees to adopt their ideal workstyles. Through the surveys, we will continue our efforts to flexibly adapt how we utilize our human resources in response to changes in social trends and workstyles.