Human resource development policy
In order to “contribute to society with quality products” as stated in Yukiguni Maitake’s company motto, it is essential for us to have a sincere attitude toward safe and secure monozukuri (manufacturing) and a willingness to take on challenges to co-create higher quality and new value.
We respect the “autonomy” and “challenge” of our employees and provide them with opportunities to improve their skills. We will also actively develop and promote highly specialized human resources that can proceed with our Medium-Term Business Plan.
Moreover, in order to respect different values and encourage the creation of new value, we will work on improving the sustainability of our business by promoting empowerment of female employees and the development of next-generation human resources.
Structure, Governance and Risk Management
For details, please see Sustainability Management Structure.
Indicators and Targets
The Yukiguni Maitake Group has defined “development of talent who will lead the next generation (offering opportunities for skill improvement and career development)” as a priority theme related to human capital, and has set the following indicators.
| Scope | Unit | FY2020 | FY2021 | FY2022 | Target | |
|---|---|---|---|---|---|---|
| Number of new employees who has received new employee training | non- consolidated |
people | - | - | 23 | - |
| Number of employees who has received young employee training | non- consolidated |
people | - | - | 20 | - |
| Number of employees who has received newly appointed supervisor position training | non- consolidated |
people | - | - | 15 | - |
| Number of employees who has received newly appointed managerial position training | non- consolidated |
people | - | - | 11 | - |
| Number of employees who has received basic digital training | non- consolidated |
people | - | - | 794 | - |
| Total training hours | non- consolidated |
h | - | - | 1,685 | - |
Initiatives
| Training | Contents | Result（FY2022） |
|---|---|---|
| New employee training | It is a training program for new employees to learn matters such as business etiquettes, internal organization, and functions, for the purpose of acquiring knowledge as a member of society and as an employee of Yukiguni Maitake. | 5 days（40 hours） |
| Young employee training | It is a training program for employees who joined the company as new graduates and have been with the company for three to five years and mid-career hires in their 20’s to review their careers from the time they joined the company and learn matters that are important for them to take the next step. | 1 day（8 hours） |
| Newly appointed supervisor position training | It is a training program for employees who are to newly assume supervisor positions to learn how to organize a team as the person in charge of practical operations and how to bring together the strengths of all team members to achieve organizational results. | 1 day（8 hours） |
| Newly appointed managerial position training | It is a training program for employees who are to newly assume managerial positions to learn advanced management techniques from a managerial perspective to manage an organiza | 1 day（8 hours） |
| Basic digital training | It is a training program to learn how to enhance the efficiency of daily PC work, as part of the measure of “enhancing productivity through the promotion of DX (digital transformation).” | Approx. 30 min. （0.5 hours） |
* In addition to the above programs, we have a self-development correspondence course system in which employees who wish to participate in the program can select a curriculum from a correspondence course designated by the company, for the purpose of promoting their autonomous reskilling and skill improvement. We will subsidize half of the course fee upon completion of the course.
System to promote human resource development
Promotion system
Our clear criteria for promotions are set in the written definitions of each position grade, and we conduct a promotion screening once a year. All employees have the opportunity for promotion based on self-recommendation if the criteria are met. In addition, before and after promotions, we also provide educational opportunities for employees to acquire the skills required for each position.