Support for Employee Development

Respect for Human Rights

The SII Group Charter of Corporate Behavior states that we respect the human rights and individuality of all people in the course of the implementation of our business activities, as well as the diversity of all our employees. We have been trying to ensure that the Charter is thoroughly implemented within SII Group companies.

In regard to the "Human rights" described in the SII Group Charter of Corporate Behavior, our overseas affiliated companies are promoting documentation for this that reflects the cultures and customs of each country.
Upon completion of the work, educational activities on this topic, including bulletin board postings, will be carried out at each site to raise awareness. Thorough instructions will be provided to employees so that they will communicate with stakeholders in compliance with the spirit incorporated into this message of "Human rights."

In FY 2015, the Human resources department at the head office visited each site to confirm that "spirit of respecting human dignity" statement is posted on bulletin boards, thoroughly communicated, and serving as a standard of value for employee behavior. As for FY 2016, SII duly verifies this spirit in each regulation and promotes the same as employees' code of conduct.

Unification of SII Group HR System

Under the concept that employees are all equal and they should be evaluated and treated fairly, SII has been promoting the establishment of a new HR system based on the consistent SII Group values and evaluation criteria found throughout Japan and our overseas sites.
The new HR system is being prepared through communication between HR departments at the head office and affiliated companies worldwide. In addition to compliance with each country's laws, the regional cultures and customs are also taken into consideration.

Human Resource Development

SII is striving for the development of creative and professional human resources.
Our Human Resource Division aids human resource development by offering training for each level, professional education by job category in areas such as quality assurance, environmental administration and intellectual property, and OJT.

The "mentor system" is also provided to new employees. This system appoints a senior employee as a mentor and a counselor who is able to be consulted with to each new employee in order to provide continued mentorship and support.

In addition, basic and important training programs are carried out overseas in the same manner as in Japan.
In FY 2014, we held crisis-management workshops at all sites. Crisis-management systems that anticipate risks at each site were constructed, and risk-management manuals were created. We will carry out table-top training and peer reviews* from FY 2015 to FY 2016 so that these systems and manuals are effective to prevent and to minimize the risks in case of accidents.

In addition, we will promote the establishment of human resources training policies, human resources training systems, and training plans to focus on the development of human resources at each overseas site.

*Note- Peer Audit is the evaluation of work by a pair of peer sites in the same business area; to evaluate each other to certify that crisis management systems and manuals are effective; to improve each crisis management systems and manuals according to the suggestions.

table-top training in Thailand
Table-top training in Thailand

Support for Career Development

SII is focusing on developing independent and self-responsible human resources who can establish their own careers and missions.
An "in-house recruitment system," a "free-agency system," and an "open study abroad system" were established to respect each employee's goals and to support expansion of the range of career choices available to them.

Work/Life Balance

In Japan, SII has established and been continually enhancing a variety of childcare, nursing care, and an hourly leave systems which support every employee in balancing their careers and family lives so that they can fully exercise their abilities. Notably, our elderly nursing care leave system ensures employees to take 3 years leave for each family member.

From FY 2016, the shift working hours range has been expanded for childcare and nursing care, and childbirth leave program has been offered for male employees from their spouse's 2nd delivery, enabling more flexible working styles. We will continue to make efforts in improving working conditions and environment.

Status of Utilization of the Systems (Japan)

System FY2011 FY2012 FY2013 FY2014 FY2015
Childcare leave 29 26 25 26 33
Short-hours work for childcare 36 32 29 29 35
Elderly nursing care leave 1 0 0 0 0
Short-hours work for elderly nursing care 2 0 0 0 0

Professional Resources Management System

SII has introduced the "Professional Resources Management System" to pass down skills and techniques, and also to train junior employees. With this system, we certify professional employees who possess advanced expertise. The system includes Specialists, who are experts in fields like R&D, engineering and production engineering; and Meisters, who specialize in manufacturing operations such as processing and assembly. There are three levels respectively.
As of March 2016, SII has certified 18 Specialists and 7 Meisters, and they are playing active roles in their fields and also focusing on training their successors; proprietary technologies and skills are properly passed on to the next generation.

In FY 2016, a Meister system will be studied and introduced for the employees who possess core skills at overseas manufacturing sites.

As part of the preparation for FY 2015 and continuing from FY 2014, the Production Engineering division staff visited overseas manufacturing sites to find areas in which employees with high skills are playing active roles. We are also providing guidance for the introduction of a Meister system.