Human Resource Management
Basic Approach
KOITO has identified "human resource development," "healthy and safe working environment," "workstyle reform" and "protection of human rights" as part of our materialities. With the keywords of "communication and collaboration," KOITO encourages every employee to share their knowledge, experience, findings, and problem awareness through various means to build energetic worksites where every member can work on tackling problems.
KOITO is also building a systematic education and training system with an expanded range and curriculum for employees to acquire technical knowledge and skills, as well as logical thinking and various methods of expression. At the same time, achievement evaluation systems are being reorganized so that every employee can experience growth and become motivated to take on new challenges.
To achieve the KOITO Group's further growth, we are improving work-life balance and diversity of our employees and renewing various human resource systems.
Work-life Balance
KOITO has been improving the work-life balance to create a work environment where every employee can make the best use of their capabilities and fulfill their potential. In addition, we are promoting flexible and diverse working styles. KOITO has introduced teleworking system as one of "New Normal" ways to work, following the COVID-19 pandemic.
Reduction of long working hours
- Overtime working hours in each department is reported at the monthly Managing Committee, and work processes are being streamlined to reduce it.
Acquisition of paid leaves
- The Committee for the Acquisition of Paid Leaves promotes employees to take paid leaves of 15 or more days per year and confirms the acquisition status by each department.
Support for childcare and nursing care
-
Improvement of childcare leave (up to the end of April after the child reaches three years old) and short working hour system for childcare (up to the end of March after the child reaches nine years old) - Nursing care leave can be taken up to one year
- Implementation of seminars to balance work and nursing care for employees
Introduction of teleworking system
Applicants in administrative divisions can work from home
Promotion of Diversified Human Resources
To promote diversity, KOITO encourages active participation of a variety of human resources, including women, foreigners and the elderly, and is working to improve the treatment of non-regular employees.
Women Empowerment
- Expanding the number of women in regular position, senior management, newly and mid-career hires
- Provide education to women employees and for managers with women staff etc.
Support for foreign employees
- Employ foreign candidates to strengthen R&D
- Strengthen the recruitment of exchange students by cooperating with universities etc.
Support for senior employees
- Rehiring of all applicants over 60 etc.
Improve treatment for non-regular employees
- Promote all non-regular employees as full-time employees (2019) etc.
Acquisition of Diversified Manager
KOITO strive to provide various carrier supports and environment arrangement such as promotion of women, foreigner and mid-carrier hires at management position acknowledge that various viewpoints and values can be strong point for continuous development.
Women promotion in senior management
KOITO will encourages women's active hiring, promotion, education and facilitate to create easy-to-work environment. For the percentage of women in senior management, KOITO set target as 3.0% (1.4% as of April 2021) until 2025
Foreign nationals promotion in senior management
KOITO will encourages foreigner's active hiring , promotion, education and facilitate to create easy-to-work environment .For the percentage of foreign nationals in senior management, KOITO set target as 1.0%( 0.3% as of April 2021) until 2025.
Mid-career hires promotion in senior management
KOITO will encourages mid-career hires' active hiring, promotion, education and facilitate to create easy-to-work environment. For the percentage of mid-career hires in senior management, KOITO set target as 10.0% ( 7.5% as of April 2021) until 2025.
The Percentage of Wowen, Foreign Nationals and Mid-career Hires in Senior Management (includes Corporate Officer)
| unit | FY 2020 | FY 2021 | FY 2022 | FY 2026 （Target） |
|
|---|---|---|---|---|---|
| Percentage of Women in Senior Management |
% | 1.0 | 1.3 | 1.4 | 3.0 |
| Percentage of Foreign Nationals in Senior Management |
% | 0.2 | 0.2 | 0.3 | 1.0 |
| Percentage of Mid-career Hires in Senior Management |
% | 7.4 | 7.1 | 7.5 | 10.0 |
※Thiese results are as of each April
KOITO Member Benefit
KOITO is working to enhance our member benefit and improve the workplace environment to increase our employees' motivation.
As for benefits, KOITO prepares dormitories, company housing, and cafeteria facilities for employees. We also introduce an employee stock purchase plan (ESPP) to support employees' property formation and share the company's medium- to long-term growth.
The improvement of the workplace environment includes the installation of security cameras at entrance gates and dormitories to enhance security, installation of automatic fire extinguishers as a fire safety measure, and replacing lights with LED lamps at work areas in production sites to reduce employees' workload.
Initiatives in Overseas Subsidiaries
Our U.S. subsidiary provides various medical and pharmacy benefits to its employees, including virtual doctor visits and pharmacy benefits, which is partnered with Blue Cross Blue Shield of Illinois. They also introduce retirement plans partnered with Principal Financial Group to offer retirement options and services to its employees.
In the European subsidiary, they provide pension insurance benefits in addition to benefits on meals, commuting and etc. Moreover, they are working to motivate their employees and provide various lifestyle support measures, such as holding Sports Days, Christmas parties and other events and partially paying fees for employees' children when they participate in regional camps during the summer and winter seasons.
Occupational Safety and Health
KOITO adopts "Safety comes first" as the basic approach to safety and health and aims to create the safe, secure, and comfortable work environment with the participation of all employees. Five Safety Rules are also set as the standard actions to follow in all activities that are to be practiced by the entire Group.
The Safe and Environmental Committee chaired by the Director meets monthly to discuss policies on employee safety and health measures, including measures to prevent and recur problems or accidents, as well as other important issues. The matters discussed at the Safe and Environmental Committee are presented to every employee through the Safe and Health Committee, and the Safe and Environmental Committee of individual production site, or the worksite safety meetings conducted at their worksites.
Targeting all personnel working in the premise, KOITO repeatedly provides education and accident drills to develop human resources who follow safety rules and increase their awareness. We are also conducting risk assessment and risk detection activities to enhance the senses to find potential risks at the worksites. In addition, Directors and managers conduct on-site inspections, identify unsafe conditions and take preventive measures with the goal of zero labor disaster and traffic accidents.
Rate of Lost - worktime injuries (lost worktime)
| FY 2019 | FY 2020 | FY 2021 | FY 2022 | FY 2023 | |
|---|---|---|---|---|---|
| KOITO | 0.18 | 0 | 0 | 0 | 0 |
| Electrical machinery and equipment manufacturing industry※ | 0.58 | 0.54 | 0.52 | 0.54 | 0.53 |
Rate of lost-worktime injuries＝Numbers of workers due to industrial accident ÷ Man-hours of work ✕ 1,000,000
※Source: The Ministry of Health Labour and Welfarer
Occupational accident severity rate (lost worktime)
| FY 2019 | FY 2020 | FY 2021 | FY 2022 | FY 2023 | |
|---|---|---|---|---|---|
| KOITO | 0.01 | 0 | 0 | 0 | 0 |
| Electrical machinery and equipment manufacturing industry※ | 0.02 | 0.01 | 0.05 | 0.01 | 0.02 |
Rate of lost-worktime injuries＝Numbers of workers due to industrial accident ÷ Man-hours of work ✕ 1,000,000
※Source: The Ministry of Health Labour and Welfarer
Number of Participants in Safety Education (number of participants)
|
unit |
FY 2017 | FY 2018 | FY 2019 Results | FY 2020 | FY 2021 | |
|---|---|---|---|---|---|---|
| Employees | persons | 762 | 784 | 853 | 852 | 825 |
| Contractors | persons | 2,243 | 2,456 | 2,515 | 2,044 | 1,354 |
Industrial Accidents
| unit | FY 2017 | FY 2018 | FY 2019 Results | FY 2020 | FY 2021 | ||
|---|---|---|---|---|---|---|---|
| Number of accidents | Overall | case | 1 | 2 | 2 | 4 | 2 |
| No holidays | case | 1 | 1 | 0 | 4 | 2 | |
| Closed | case | 0 | 1 | 2 | 0 | 0 | |
| Number of leave days taken by employees | days | 0 | 82 | 130 | 0 | 0 | |
Traffic Accidents (number of cases)
| unit | FY 2017 | FY 2018 | FY 2019 Results | FY 2020 | FY 2021 | |
|---|---|---|---|---|---|---|
| Number of cases | case | 2 | 2 | 3 | 4 | 2 |
Health and Hygiene
Based on five management elements of occupational health (work environment management, work management, health management, hygiene education, and hygiene management system), KOITO is implementing various activities to provide a healthy and safe workplace environment.
- Work environment management
KOITO makes sure that there is no problem with the work environment through implementation of legally required measurements (for organic solvents, specified chemical substances, and dust in the work environment).
Also, to prevent heat stroke, KOITO raises awareness and measures the WBGT heat index and supplies cold packs and sports drinks when necessary. - Work management
KOITO determines work methods and observes operations to ensure compliance.
To prevent health risks caused by chemical substances, risk assessment is conducted before using chemical substances to ensure that work is conducted using safer methods. - Health management
KOITO encourages employees to take regular health checkups and following up on the health status afterwards while checking any job-related illnesses in special health checkups.
KOITO also recommends that the employees get vaccinated for influenza and provides vaccinations to all who wish to have them. Also, regular hygiene inspections are conducted at the employee dining halls to prevent food poisoning.
External doctors also provides stress check study sessions targeting managers who then check the stress of all employees. - Hygiene education
KOITO educates employees who handle organic solvents and dust and installs AEDs to be used in case of emergencies while providing AED training.
Lecturers are invited from outside to give lectures during National Hygiene Week every October. - Hygiene management system
General safety and health managers, hygiene managers, industrial physicians, and heads of individual work procedures are appointed to conduct worksite patrols, provide hygiene instructions, and make improvements.
Activities on health
- Implementing periodic medical checkups and providing results to employees
- Influenza vaccination for applicants
- Implementing special health checkups to confirm there are no occupational illness
- Implementing life-saving seminars (including AED seminars and others)
Efforts to maintain and promote mental health
To prevent employees from mental health issues, we are providing "self-care" training for new employees and applicants, and "line-care" training for Managers and Chiefs. In FY 2021, a total of 210 employees participated in self-care and 79 in line-care training.
We conduct annual stress checks for all employees to encourage self-care, and support them by having individual counselings.
In addition, we are improving our support system by establishing an external consulting desk where employees can consult on mental health issues over the phone.
Activities on hygiene
- Implementing training for hazardous chemical substances
- Preventing accidents and health impairment through special education for organic solvents or powder handlers
- Implementing health lectures during National Occupational Health Week
- Preventing collective infections at dining halls (sanitary inspections, etc.)
Human Resource Development
KOITO engages in human resource development through a wide variety of curricula, and provides job-rank based education, technical education, and global education.
The job-rank based education consists of management training for specific qualifications and positions. The technical education includes 111 lectures in and outside of KOITO, such as advanced education on AI, IoT, and sensors. A total of 3,467 KOITO employees participated in these training and lectures in FY 2021.
The global education focuses on multi-culture training, e-learning, language training.
Communication Activities
A strong relationship based on mutual trust between employees and employers is essential for building the work environment where individual employees can work to their full potentials and maintain and improve high productivity and motivation.
"KOITO Labor Union," which consists of 3,998 KOITO employees, is a member of the "JAM Shizuoka." In principle, KOITO holds monthly labor-management meetings with KOITO Labor Union to discuss various issues such as business performance and labor conditions.