The Takuma Group's human resources have fostered and passed down key strengths in the form of technology, expertise, and trust-based relationships with customers. Through initiatives to strengthen the hiring and development of human resources as well as to promote diversity and improve employee satisfaction, we will continue to ensure that the Group's strengths are effectively passed down and strengthened by using human resources effectively so that employees embodying a diverse range of values can take full advantage of their abilities, and by putting in place structures to keep employee motivation high.
In the 14th Medium-Term Management Plan, which is the second step toward realizing our long-term vision “Vision 2030,” we aim to strengthen our management foundation through promoting human resources measures linked to management strategy, improving employee abilities and skills, and increasing their engagement. As such, we are investing in human resources based on the following policy.
In an effort to precisely identify changes in the market environment and diversifying customer needs and contribute to the long-term, sustained development of society through the resolution of issues our customers may face, we will hire human resources with diverse values and backgrounds, improve employees’ skills, provide opportunities for them to use those skills, and encourage their growth.
We are working to put in place human resources programs and a workplace environment that boost motivation while making it easy for employees to do their jobs so that a diverse workforce can pursue careers at Takuma over the long-term.
To realize Vision 2030, our long-term vision, we are employing human resources as part of efforts to strengthen our management foundation. We are working to put in place and enhance educational programs in an effort to advance employees’ abilities, for example by improving their skills and management capabilities across a broad range of levels, including new-graduate and mid-career hires as well as management candidates.
Recruiting and Training Human Resources
As Japan’s population continues to decline, it is important to secure a diverse workforce regardless of age, gender, or nationality and create an environment where a diverse workforce can continue to be active over the long term, in order to maintain and expand our business. We will improve our personnel systems and workplace environment to ensure the sustainable growth of the Takuma Group in the future.
Diversity
To ensure the long-term success of our diverse workforce and to provide products and services that satisfy our customers, we need to increase employee satisfaction. Based on the results of the employee awareness survey, we will work to improve employee satisfaction by using the results to improve various personnel system and environmental improvements.
Workplace Environment Improvement
As a KPI related to employee job satisfaction and ease of working, starting in FY2024, we have set a target of increasing the percentage of respondents giving the highest rating to “job satisfaction” and “pride in the company” to 50% or higher in our annual CSR awareness survey.
In addition, we are reviewing compensation and other systems to ensure a secure and stable life, improving the work environment, and providing support for balancing work with childcare, nursing care, and other responsibilities. We are continuously promoting a wide range of initiatives, such as improving the acceptability of personnel evaluations, based on internal feedback, dialogues and discussions with the labor union, and so on.
We have provisions concerning respect for fundamental human rights and prohibition of discrimination in the Takuma Group Company Ethics Charter, Takuma Group Company Code of Conduct, and labor regulations. Through regular education (e-learning, in-person training, etc.), we are also working to maintain a safe work environment and prevent harassment. In addition, we also support respect for human rights, without contributing to human rights violations, elimination of forced labor/child labor, and the abolition of discrimination through participation in the UN Global Compact. We are also working to promote employment of disabled and elderly individuals.
In addition to stress checks and examinations to assess the risk of adult-onset diseases, our annual health checkups include cancer and gastric checks for employees who wish to have them. We also hold health consultations by an occupational physician (once a month) and counseling sessions by a clinical psychologist (twice a month) as part of our commitment to facilitating employees' physical and emotional health. Additionally, to follow up on employees’ regular check-ups, we work with industrial physicians to recommend additional testing and treatments to individual employees and provide health guidance from industrial physicians.
We are working to assist employees who work excessively long hours, for example by assessing the conditions under which they work and their subjective symptoms, recommending they meet with an industrial physician, having the Human Resources Department conduct interviews as necessary, and taking corrective action with regard to supervisors. Additionally, we have created opportunities to consult with the labor union concerning working hours, and we share information about the topic and exchange views about and discuss associated measures.
We focus on health guidance based on regular health checkup results, health improvement measures (such as countermeasures against metabolic syndrome), mental health prevention, and return-to-work support. We also work to prevent health impairments caused by excessive workloads through consultation with relevant departments and labor unions.
Takuma is building stable labor-management relationships by creating regular opportunities for dialog and discussions with its labor union concerning salaries and bonuses, working conditions, working hours, improving the workplace environment, safety and health, and the company’s performance.
