Together with our Employees
Enlightenment and Training
Guidelines on Training our Personnel
We are fully supporting aforementioned notion based on the idea that it is growth of every single one of our employee that will lead to our company's growth. We have an enlightenment system in place to train "professional personnel" with a strong desire for achievement and wide spectrum, and those who fulfill their performance by influencing people around them.
Training of the Candidates as Core Personnel
We are trying to develop our personnel's individual skills such as required mind-set, capabilities, and development of various skills to expand our businesses on a global scale, as well as leadership skills per hierarchy, problem solving skills related to workplace, presentation, and negotiation.
Our new Human Resources System called GLOBAL which has been implemented in 2010 is focusing on personnel training for those who are able to perform on a global stage. For example, we have set up eight hierarchies from new entry level to divisional General Manager; each threshold must be cleared in order to go up to the next level. The threshold comprises of performance evaluation, work experience (total number of work rotation), compulsory training, and language skills; this way, relevant personnel can acquire necessary skills as a candidate so he/she can perform on the global stage by clearing each threshold one-by-one.
Overview of GLOBAL, our New Human Resource System
The following programs were held as career training for FY2013.
| Name of training program | Male | Female | Total |
|---|---|---|---|
| New employee training | 30 | 12 | 42 |
| 2nd year employee training* | 32 | 15 | 47 |
| Worker training | 50 | 2 | 52 |
| Training before re-employment | 20 | 1 | 21 |
- *Commenced in April 2014
Note that there was no gender difference between the average annual number of training hours per employee during FY2013, which was six hours for both general staffs and plant workers.
Our Various Personnel Training Program
Brother System for Fresh Graduates
This is our system for senior employees to take care of our fresh graduates both for their work and personal lives for the next two years from their assignment. This system has been around for as long as 25 years already; initially it started as a system to give man-to-man training by seniors to nurture young engineers, now it has also been spread to the entire fresh graduates in administrative positions (main career track).
"Advanced Specialist" and "Technical Meisters" to Accumulate and Inherit our Technologies and Skills
We are certifying our personnel as "Advanced Specialists" with a top level of specialization in a technology area those who have contributed greatly among them and those who are necessary to fortify our businesses so that they can focus on their activities on technology. Also, we are certifying from our personnel as "Technical Meisters" those who are able to train juniors by utilizing their specialized skills and knowledge among our employees in the technical fields in order to inherit our technology to the new generation. We have certified 24 Advanced Specialists and 22 Technical Meisters at the point of December 2013.
Conducting Overseas Training for Fresh Graduates
Starting from the fiscal year of 2009, we have been providing training for all our fresh graduates under comprehensive work position in our overseas group offices for about two months plus in order to have them enhance their sensibility towards different cultures through hands-on experience of diversified culture while they are young. Currently, 250 people have been trained.
Enlightenment for Company Expatriates and their Family Members
Amid global expansion of our businesses, currently about 150 employees are working overseas and their number is on the rise every year. Since FY2009, we have provided overseas pre-relocation seminars for all employees going overseas The seminars consist of information of how to proceed with work operation in different cultures, any necessary formalities, safety lecture per destination region (necessary knowledge as to status of their public order and ensure safety), medical training, legal and compliance training, accounting and internal control training, language training, and information on schooling for dependent family members.
Incentive to obtain Official Certifications
We have an incentive system for our employees to obtain official certifications which are advanced levels which may not be easy to obtain but yet are essential for our company growth; the company is thereby trying to encourage our personnel to obtain as many as possible.
| Certification | Number of Achievement Cases | |||||
|---|---|---|---|---|---|---|
| 2008 | 2009 | 2010 | 2011 | 2012 | 2013 | |
| Radiation Protection Supervisor | 0 | 1 | 0 | 1 | 1 | - |
| Certified Measurer | 1 | 0 | 2 | 0 | - | - |
| Special Class Boiler Expert | 0 | 1 | 0 | 0 | - | - |
| Qualified Energy Manager | 5 | 5 | 0 | 1 | 4 | 2 |
| Class-1 Health Supervisor | 4 | 6 | 1 | 7 | 9 | 2 |
| Industrial Hygiene Health Officer | - | - | - | - | 1 | 1 |
| High Pressure Gas Production Safety Manager | 5 | 2 | 1 | 1 | 1 | 1 |
| Class-1Boiler Expert | 1 | 1 | 1 | 4 | 1 | 1 |
| Operations chief of radiography with X-rays | 1 | 2 | 1 | 1 | 2 | 1 |
| Class-3 Electrical Chief Engineer | 0 | 0 | 0 | 1 | - | 1 |
| Manager in Charge of Pollution Control | 1 | 0 | 0 | 0 | - | 1 |
Qualified Employee Allowance
A qualified employee allowance was newly established in 2012 for those assigned to business the company is responsible for, such as the submission of required notifications by plants. Currently, 128 employees have been qualified as of December 2013.
Foreign Language Subsidy
To encourage improvements in foreign language abilities, a foreign language subsidy has been provided to those employees who have achieved at least intermediate level in a language other than their native tongue. Currently, 414 employees have been received the subsidies as of December 2013.
Personal Information Sharing for Training (Personal Folders)
We have our personal folders in place which are open to both comprehensive work positions and administrative staff so that the staff themselves or their supervisors can view through their PC for their employment history, training history, language skills, and so on. This is meant as a support tool to set up their future training plans by verifying their background.
Human Resource Evaluation System Aiming for Personal Growth (C2S)
C2S is an acronym of Challenge & Communication System; this has been in place for active interaction between organization and individuals by realizing fair remuneration through objective human resource information as much as possible. Every half year supervisors have a discussion with their subordinates where employees will set their challenges to address upon hearing action suggestion as to their challenges and roles. There will be another dialog in the end of the term to verify their achievements and growth, followed by supervisor's evaluation. Individual employees will grow through pertinent guidance and advice from their supervisors. C2S is subject to all the personnel in comprehensive work position in YRC unit.
Implementation Ratio of C2S: 30.0%