4.4 ｜ Employee Development, Talent Attraction and Engagement The Fujifilm Group’s Unique Management Cycle – STPD (See-Think-Plan-Do) Work steps See 1 Collection of information 2 Analysis of information and identification of issues Think 3 Establishment of objectives and targets Plan 4 Development of achievement scenarios 5 Drafting of concrete implementation measures Do 6 Sticking to it and doing it thoroughly 7 Reflection and summary (feedback for next time) See (2) Strengthen foundation for individual growth (self-development assistance program “+STORY”) The Fujifilm Group has offered a self-development assistance program called “+STORY” with the aim of capturing maximum opportunities for growth from the changes they face. Fostering a willingness to take on challenges and growth autonomously. +STORY in the Fujifilm Group refers to the experience that each employee accumulates through their work. We named this program hoping that employees could flourish through utilizing their personal feelings and experiences they acquired through tackling the challenges they face at work and taking them as opportunities to grow. Also, learning from their valuable meetings with a variety of people, we hope that each employee will weave their own “story” of their experiences. In this program, an employee has an annual interview with a manager—called the “+STORY Dialogue” in which the employee and manager review the experiences of the past year together. We value that the employees accumulate their stories deriving sustenance from all that they have experienced, so that managers can support their subordinates’ +STORY through this dialogue to motivate them to take on new challenges. As each and every employee creates their own unique +STORY, we believe that such diverse +STORIES serve as a driving force for the Fujifilm Group. Objectives of the self-development assistance program “+STORY” (1) Employees view changes as opportunities for growth and embrace challenges. Employee Supervisor Build a workplace where our diverse (2) Managers have a good understanding of the employees are highly engaged so that they can values and points of views of their subordinates demonstrate their unique strength, exercise through dialogue and train and motivate their full potential, and make changes. them to take on new challenges. 2. Individual performance appraisal The Fujifilm Group has been introducing performance assessments through the Management by Objectives approach in Group companies across the world. The Management by Objectives approach draws out employees’ sense of ownership and facilitates mutual communication with their supervisors, and hence help build an “open, fair, and clear” corporate culture. We aim to embed this approach throughout the Group companies for a better corporate culture. In those organizations or functions where the Management by Objectives approach is already in place, employees are to participate in one-on-one meetings with their supervisors for annual or biannual performance review. 122 FUJIFILM Holdings Corporation Sustainability Report 2023