Ask Sony's front-line employees to "work like me" while experiencing childbirth and childcare

The Sony Group respects each and every employee with different personalities and prepares many systems and opportunities to support their success. While experiencing various life events as a woman, I asked two employees who are active on the front lines of the company what they are thinking about "working like me" and about the company called Sony Group.

▽ Tomomi Yoshizawa

▽ Saya Hinaga

Sony respects each person's ideas and makes people attractive

-First of all, I would like to ask you why they joined the Sony Group.It seems that Mr. Hinaga joined the company as a new graduate, but from what perspective did she choose a company?

(Hinaga) I chose a company by valuing whether I could actually go to a company and have an image of working at that company.

Actually, when I first started job hunting, I didn't want to be a manufacturer, but I wanted to work in industries such as system integrators and consulting firms, which were popular among students from that time.

So, I wanted to experience the actual workplace and work, so I participated in multiple internships over 3-4 months, but gradually I began to think that it might be different from what I wanted to do. At that time, I reconsidered what I wanted to do, realized that I wanted to make things that I had been doing since I was a college student, and decided on the industry I wanted to be a manufacturer.

―Among the many manufacturers, what made you meet the Sony Group and what made you decide to join the company?

(Hinaga) The music player, TV, and personal computer I was using were all made by Sony, and from that point on, I began to think of Sony as one of my employment destinations. Also, at that time, Sony had released an interesting music player called "Rolly" that shines and moves in time with the music. When I looked into Rolly, I found out that it was commercialized from the idea of ​​an engineer, and I was attracted to a corporate culture that was respected by being able to freely exchange opinions regardless of occupation such as planning and development.

Also, the deciding factor was that the seniors I saw during the OG visit worked happily, and I was able to answer naturally without decorating myself at the interview, so I also wanted to work here.

―What were your goals and goals when you joined the company?

(Hinaga) I wanted to create products that would change people's lives, such as the Walkman and FeliCa, but that was something I longed for, and it wasn't as clear as my goals and vision. At the time of joining the company, I don't think I had a specific idea of ​​what role I would like to play in the company.

-Mr. Yoshizawa joined the Sony Group halfway through.Please tell us about your background.

(Yoshizawa) The company I joined as a new graduate is a securities company, and my career began with securities sales. After that, after working as a consultant at a temporary staffing company, I joined Sony as a personnel affair. It may be a bit unusual to hear this, but in fact, I intentionally went through such a career.

I went back to my student days, but I was studying abroad in France for about a year and a half, and I think that my experience here was a big turning point. I was in a dormitory at my study abroad destination, but at one point I had the opportunity to interact with people from the Ministry of Education, Culture, Sports, Science and Technology in various African countries. I casually asked, "What do you expect from Japan?", But everyone who was there answered "technology."

It was impressive to hear a real voice that technology is the most expected for African countries that are about to develop further. In addition to knowing that Japanese technology can contribute to enriching lives such as clothing, food and housing, and brightening the future of children, he originally said, "Being good for people and useful. For me, who feels rewarding and joyful about things, I have come to want to work in a place where I can contribute to "enriching the lives of people around the world with Japanese technology."

Therefore, I was mainly looking at trading companies and heavy industry companies related to infrastructure, but as I deepened my research on companies and industries, I was interested in the financial industry that supports in the form of investment and financing in order to further develop Japanese technology. I came to have a company and joined a securities company.

The securities company that joined the company as a new graduate is a company that emphasizes human resource development such as employee education and skill development, and I realized that it is "human resources" that support and move the organization and business while accumulating experience as a member of society. bottom. As a result, I became interested in work related to people and wanted to take on the challenge of "human resources" work.

Strangely, at this time, marriage, pregnancy, and childbirth overlapped, and I had time to face myself during childcare leave. Therefore, although it was difficult for the company at that time to take on the challenge of personnel affairs, the direction I wanted to take in the future was settled, so I decided to "take the plunge and change jobs! A month later, I chose my next career as an agent for a human resources services company.

The temporary staffing service supports both job seekers changing jobs and mid-career hiring of companies. So, as a step toward becoming a company's personnel manager, I decided to gain know-how regarding recruitment.

I was originally interested in technology, so I was in charge of companies in the automobile industry and mechanical and electrical manufacturers. And while I was in charge of various companies, I was in charge of the Sony Group for about two years. While I was in charge, I became a fan of Sony's feelings for manufacturing, the atmosphere of the company, people and systems, and so on. I just wanted to work purely with these people, and I wanted to support them as a human resource. This triggered me to join Sony this year.

There were twists and turns, but now that I have been able to work at a company that can contribute to "enriching the lives of people around the world with Japanese technology" that I had when I was a student, I feel very rewarding. I think I'm happy.

-You are building a career toward what you want to do when you were a student. Was this a coincidence?

(Yoshizawa) I was attracted to the people who worked, and I joined Sony as a fan, but I was able to systematically form my career. As I gained experience as a member of society, I was sometimes confused by the unknown world and new values, and I was confused by the various options, but in the end, what I wanted to do, what I felt rewarding, and what I realized. You have made your choices by focusing on the goals you want to achieve.

Even young people can trust and entrust their work.So you can gain experience and grow

-From here, I would like to ask you about your career from joining the company to the present.First of all, can you talk to Mr. Hinaga?

(Hinaga) I have been consistently involved in software development since I joined the company. For three years after joining the company, I was in charge of application development for camera products, but as I worked, I was interested in "why the camera works" and "how it is manufactured". It came to be. Therefore, I decided to move to the department in charge of OS, hardware control, manufacturing, etc. After being in charge of development for about two years after the transfer, I was appointed as the leader of the team in the fifth year. I remember being happy to have the opportunity to take on difficult roles, even for young employees.

After that, at the recommendation of his boss, I was in charge of the software leader for launching the next-generation camera system. This was a major turning point in my career. Participating in the system launch was my first experience, and it is a job that requires coordination not only with my own department but also with related departments outside and inside the company. To be honest, it was such a difficult task that I wanted to quit halfway through, but with the support of various people, I managed to get it done, and I was able to get a great sense of accomplishment.

After taking maternity leave and childcare leave, I was in charge of launching the camera system again, and last year I was transferred to the TV software development department using the FA (free agent) system. After the transfer, I have been involved in the work of creating the next-generation TV platform. There are various products and positions, but I have been able to realize my desire to make things since I was a student.

-What kind of power and way of thinking do you think you have acquired through a series of careers?

(Hinaga) In my case, by accomplishing the work that was a high hurdle for me at the time of launching the next-generation camera system, I learned how to proceed and work, and it seems that I was able to gain great confidence that will be connected later. I feel it.

Thanks to this experience, I have come to think that I should be able to do something about new challenges such as returning from childbirth and childcare leave and moving to the TV department (laughs).

-You said that you were transferred using the FA system, but why did you decide to use the system to challenge new fields?

(Hinaga) At the beginning of exercising the FA right, I didn't have a strong desire to move. I used it because I wanted to know the market value of other departments who might be interested in my career in the camera department.

As a result, thankfully, we had six departments call out and interviewed all departments. Immediately after the transfer, I received an offer to become a software leader in launching the next-generation TV system, and I was very interested in it as my next challenge.

I was told that there are restrictions on working hours because I have children, but I was told that it doesn't matter how I work as long as I get results, so I decided to jump in to take on the challenge.

-What kind of work is Mr. Yoshizawa in charge of?

(Yoshizawa) I'm in charge of a wide range of work related to hiring, but in a nutshell, it's planning and management work aimed at "establishing a new hiring method." The structure of the group has changed since April 1, and we are working to strengthen open synergies across the group while also strengthening our recruiting capabilities as the Sony Group. For example, Sony's hiring issues include strengthening the hiring of IT / SW engineers and strengthening the hiring of women. Looking back on Sony's hiring activities so far, reviewing them, and taking on new challenges ... I think you are in a position to propose and develop activities.

To give a concrete example, the needs of software engineers are high and we want to actively hire them, but the barrier is that they are still generally recognized as "Sony = hardware company". So, what should we do to get more people to know the current state of Sony's business, be interested in it, and apply? We are thinking about creating various new devices from the perspective of the entire Sony Group.

-It seems that there are many situations where you can make use of your previous job and past experience.

(Yoshizawa) That's right. From the experience of supporting the recruitment of various companies as an agent, the position of the Sony Group in the job change market, what kind of image the job seeker has for Sony, etc. I think the information in "The Outside World" will be helpful. Then, by entering Sony, I was able to know the details and background of things that were visible from the outside. I think that having both outside and inside perspectives of Sony is useful when thinking about issues and new measures that need to be addressed in order to improve Sony's recruitment activities.

On the other hand, since this is my first time to hire a company as a person in charge of human resources, I am learning the human resources business through each work.

-Is there any gap in the work and working style you are in charge of after joining the company?

(Yoshizawa) There weren't many gaps. Recruitment support work at an agent must be able to understand the company in charge and be able to talk about that company to job seekers in their own words. So to speak, I was supporting recruitment from the standpoint of "an agent in Sony's recruitment activities," so I was able to have an image to some extent before joining the company.

On the other hand, there were new discoveries. When I interviewed the members of the recruitment department about their work, I heard that "I think Sony's way of working is not Know How, but Know Who." There are many. It was impressive and a new discovery to know that a culture centered on people is really rooted.

A spirit that respects diversity that has continued since the company was founded.An organization where both individuals and companies continue to grow

-Both of you have experienced life events such as childbirth and childcare. Did that change your way of thinking about career development?

(Hinaga) Because of the restrictions on business hours, I started thinking about valuing more time, but there are no other major changes. I always have the desire to do what I want to do and do what I can to put out a product, and because I have children, I do not give up on what I can do. Of course, I am grateful every day because I am able to work in this way thanks to the support of my team members and my family.

There are many people in the Sony Group who are active in this way, regardless of whether they are men / women or fathers / mothers.

(Yoshizawa) I felt like I had a baby and accomplished a big job in my life, and I felt like I was invincible (laughs). From there, I think I have a positive idea that I can challenge anything. This may be a little special, but ...

Also, I think that the experience of raising children has strengthened my sense of responsibility. There is a feeling that "I have to earn a solid income" in order to raise a child, but more than that, I have a feeling that "I want to show my child that both my father and mother are doing what they want to do." I didn't want to put up with what I wanted to do in my life.

It does not mean ignoring the existence of the child and going on my way, but by showing the child the appearance of himself who continues to challenge what he wants to do, he does not create a wall for the child himself, finds what he wants to do, and does his best. I want you to take on the challenge.

I think that the reason why I was able to change jobs from a securities company that I joined as a new graduate with the desire to do personnel affairs is because I came to have this kind of thinking after giving birth and raising children.

-The Sony Group has a system and culture that respects each individual and supports the challenges of each individual. What is the background behind the formation of such an organization?

(Yoshizawa) The attitude of respecting the diversity of people has been inherited since the company was founded. As stated in "Human Resources Ishigaki Theory" by Masaru Ibuka, one of the founders, human resources are "Ishigaki" for companies and organizations. Just as the stone walls of a castle are strengthened by combining stones of various shapes, the idea that companies and organizations will become stronger because there are diverse human resources and people with various personalities is rooted. ..

And while Sony actually has Sony's Purpose (meaning of existence) shared by all employees, the paths and ways of thinking to achieve and realize that Purpose are by no means uniform and diverse.

For example, we were able to seize this situation as an opportunity and develop our business because it is an organization that has many people with diverse ideas, even though there are restrictions on how to work due to Korona-ka. I think that it was possible to set a new record high profit (*) because each and every one of these human resources is active.

(*) Sales for April-September 2021 (consolidated, IFRS) were 4,626,208 million yen, exceeding the record high for the same period of 2018 by about 500 billion yen in the interim settlement of accounts, and the past for the first time in three terms. Updated the best. Operating income increased by 61,578 million yen from the same period of the previous year, achieving the highest profit for the second consecutive term.

Sony believes that individuals and companies can grow mutually by providing opportunities and environments in which unique employees can grow, demonstrate their abilities, and support challenges without changing the ideal form and beliefs of the company. The group has defined "Sony's People Philosophy --Special You, Diverse Sony" as a human resources philosophy.

"Special You" means that each employee is a special "individual" and always "the leading role is you". It refers to an independent individual who builds his own career and opens up a free and open future with his own will. "Diverse Sony" is the place where Sony accepts various independent individuals and creates new value, and the idea is to support the chain of growth by stimulating each other within Sony. It represents.

When I actually work at Sony, there are many moments when I feel that the individuality of each and every employee stands out. I think that these corporate philosophies are exactly the basis of Sony, and the fact that they do not end with the philosophies is a characteristic of the Sony Group, which is a large organization but has cohesiveness.

-One of the systems that respects individuality and supports challenges is the "FA system" that Mr. Hinaga used. How was your impression when you actually used it?

(Hinaga) In the case of the in-house recruitment system, you raise your hand and go to the department you want to go to, but the FA system is a system that asks you to recognize your strength and talk to you. Therefore, I think it is attractive to be able to expand my potential by receiving voices from departments that I did not expect.

Actually, I was not only an engineer, but also a department responsible for business improvement in a certain division. I was very interested in the work content, and the interviews were very lively, and although I did not move this time, I was able to find a job that I would like to try in the future.

(Yoshizawa) The "in-house recruitment system" that allows you to move to the desired department or post at your own will, which Mr. Hinaga mentioned, was born more than 50 years ago. I think it was a very epoch-making system from that time, and I think it is still one of the systems that feels like Sony.

In addition, the background to the functioning of the in-house recruitment system and the FA system utilized by Mr. Hinaga is that each division has a completely different color, and the products as well as the culture are different, so it feels like a different company. There is a variety of.

Therefore, by moving to a new department, you can learn and grow further, and the department that accepts it is also an opportunity to inspire each other by accepting people who have careers in other departments. ..

-What do you like about working for the Sony Group, which respects such individuals and supports their challenges?

(Hinaga) It's a place where you always take on challenges while respecting your own will. When I requested a transfer in the third year, I was able to transfer immediately, and even when I used the FA system, I was asked to support my future career rather than holding it back. If you send out what you want to do, I think there is a culture that backs it up.

Also, I like not only being able to choose the path I want to take on my own, but also being able to actively take on tasks that I have never done before. Of course, I have a hard time, but I think it is because of this climate that I can feel that I have been growing since I joined the company.

(Yoshizawa) I have a lot of things I like about working at Sony, but there are three main things.

The first is that, like Mr. Hinaga, there is a culture that respects the will of individuals and is close to them. Akio Morita, one of the founders, said at the entrance ceremony, "If you have any regrets about joining Sony, quit immediately. You have only one life. And since you decided to work for Sony, each other I sincerely hope that you will feel that you have had no regrets at Sony when you reach the end of your life someday. " I think there is.

The phrase implies that each employee values ​​his or her life and is responsible for the challenges he or she chooses. And, in daily work and 1on1 etc. with the boss, communication that cherishes each will is taken, and at the same time, they are generously reaching out to fulfill the responsibilities undertaken. A culture that is close to the individual is rooted. I'm actually getting help from my boss and colleagues.

Second, there is an environment where people in various positions can be understood and accepted, and everyone can work fairly. At Sony, employees are equally able to access the "Symphony Plan" (*), a work-life balance support system and various welfare programs. It is just as fair in the evaluation system. However, there is also the kindness that takes into consideration each situation, rather than imposing fairness on one side.

(*) This is an example of some companies including Sony Group Corporation in Japan. There are differences in the system content depending on the country or region.

For example, I am a mother of one child, but I am grateful for the fact that I am a mother in terms of working styles, and that I am able to respond flexibly and fairly as an employee in terms of work and evaluation.

In addition, there are opportunities to see the schedules of various people for setting up meetings, but many male employees (dads) say "pick up children", so it is an environment where parents can naturally participate in child-rearing. I can set up a schedule such as "pick-up" or "mother's meeting" with confidence. I am able to work freely without feeling any mental burden.

The third is people. I told Sony people that I was attracted to them and changed jobs, but I have been even more attracted to them since I joined the company. As I am involved in recruiting work, I sometimes plan career events, for example, I often have engineers from various businesses take the stage, but the employees who speak at such events are excited. You talk about the technology you are involved in and the future of the technology. In a little chat, "This technology is interesting, isn't it?" "I wonder if Sony can do it like this." I am also inspired by the fact that I find this kind of excitement and fun in my daily work and give it back to my technology and business.

―Please tell us about the careers and goals that these two people would like to achieve at Sony in the future.

(Hinaga) I had been thinking about improving the efficiency of development and manufacturing since I was in the camera department, but from there I moved to the TV department and began to think that there might be more business improvements across departments. I did. I am currently studying TV development, but in the end, I would like to become an engineer who can realize the efficiency of development and manufacturing company-wide by utilizing the development experience in multiple departments.

(Yoshizawa) There are many things I would like to challenge from now on, but first of all, I would like to deepen my understanding of various occupations and businesses through my work, and to be in a position to support you from a position closer to an engineer. Also, since the range of personnel work is very wide, I would like to cultivate work experience other than hiring. And if I have a chance, I would like to challenge myself to be stationed overseas and support Sony engineers who are active overseas from the standpoint of personnel.

-I've talked to you about various things so far, but please give us a message about what kind of attitude, way of thinking, and experience are important for you to independently build a career for readers in their 20s. increase

(Hinaga) If you have decided what you want to do, I would like you to push forward toward it. If you're not sure what you want to do, try what's right in front of you and see if it suits you. I think it's also important to know that it doesn't fit. Also, I want you to gain the experience of taking on challenges without hesitation even if you do not know if you can do it. By doing so, you will be confident that you will take on the challenge without hesitation when you find what you really want to do.

(Yoshizawa) It's my life, so it's okay to be selfish. [My life = self-expression] What is it? The scenes and methods that can best embody oneself are different for each person, and if you are a person who puts the main axis in your career, you can express yourself in your career, and if you put your main axis in your family, you are yourself in the relationship with your family. I think it can be expressed.

But what do you want to do first? Who are you? It is important to deepen your understanding of yourself. By doing so, you will be able to see what you want to express in your life and your own axis.

In my life experience, I get to know various people, my values ​​change, and I think there are new discoveries, so my goals may change. I think that is also good. Flexibility is important. But I want you to keep an eye on your own axis. And I want you to enjoy your life to the fullest.

[Sony Group Corporation]

With Purpose (meaning of existence), "filling the world with the power of creativity and technology", we develop businesses such as games & network services, music, movies, electronics products & solutions, imaging & sensing solutions, and finance. ..その他、次世代の移動のカタチを追求するモビリティへの取り組み「VISION-S」、人工衛星を東京大学・JAXAとの3者で開発し宇宙空間の映像を人々に届ける「宇宙感動体験事業」、人類の想像力とクリエイティビティを解き放つことをミッションとしたAIの研究開発組織「Sony AI」など、時代を見据えた、新たな事業や構想にも多数着手している。