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People at DeNA
Here we introduce the people, and the culture & core competencies that have supported the growth of DeNA and made it possible for us to challenge ourselves to go in to such a variety of business areas.
Since our founding in 1999, DeNA started out in internet services, including e-commerce, games, sports, automotive, and healthcare, and subsequently expanded into businesses to entertain as well as serve and solve social problems.
Through all of these various businesses, the drive of our growth is our culture of challenging ourselves. Since our founding, we have aimed to continuously evolve, making today better than yesterday, and tomorrow better than today. This is the foundation of DeNA's corporate culture.
To challenge ourselves means there will always be change. We do not shy away from that, and in our culture we have fostered an attitude of actively challenging ourselves to pioneer new business areas.
DeNA has a variety of businesses, and individual abilities are certainly very important. DeNA as a company values creating diverse teams and encouraging the synergy born from such teams. Employees with a variety of expertise can rapidly build up a business through cross-department teamwork, and that is the type of ideal team we aspire to achieve.
do to encourage
diverse personnel?
Here are a few examples of programs at DeNA to encourage diverse personnel and drive teamwork across departments.
Shake Hands Program
In this program any employee who shares the mission, vision, and value for any open position can freely apply to that position in the company. If the individual in question and the destination department agree, then regardless of the previous manager's approval the person can move to the new department.
Cross Job Program
In this program employees can engage in work for other departments while still belonging to their original department. This allows employees to proactively challenge themselves to acquire new skills and develop their abilities without necessarily transferring departments.
core competence in people?
With the two programs mentioned above, we are not only able to better assign passionate people with the right skills to the appropriate location, but are also able to foster a diverse set of skills and knowhow in our employees.
One person may go from the Game Business to the Healthcare Business. Another person may go from the Sports Business to the Smart City Business. By having someone who had a major impact on the performance of one business jump in to a completely different business, we can make use of their knowhow in a completely different area, and acquire completely new knowhow. As a result, we create unique people with flexibility not limited to one business domain, and who have a broad base of knowledge spanning from entertain to serve.
These flexible career programs and the unique personnel they create make it possible for DeNA to pursue out of the box challenges.
