About us > CSR Activities > Social Responsibility > Together with Employees > Personnel Measures
Personnel Measures
As stated in the management rationale, "To provide opportunities for the material and intellectual growth of all our employees," the KYOCERA Document Solutions Group aims to ensure that every employee not only achieves financial stability and affluence, but also finds purpose in life and cultivates an enriched mind by pursuing self-realization through his or her work.
In an effort to promote this rationale, we implement personnel measures around the following three themes:
- Appropriate response to social environment changes, such as diversification of values and an aging population.
- Appropriate response to work environment changes, such as increasing mobility in the labor market and globalization of corporate activities; and
- Establishment of a personnel system capable of appropriate and prompt response to the characteristics, culture and lifestyles of individual countries.
Furthermore, at the KYOCERA Document Solutions Group, all personnel systems and measures are designed and implemented in line with the policy of "preserving the spirit to work fairly and honorably," as embodied in the corporate motto "Respect the Divine and Love People," and the corporate principle, "Coexistence."
Basic Personnel Policy - Conceptual Diagram
KKYOCERA Document Solutions strives to create a good working environment and systems of work that allow employees to work comfortably and productively, while providing opportunities for motivated employees with diverse talents and skills to fully demonstrate their abilities.
We have introduced the self-declaration system, which is conducted once a year. The introduction of this system is part of our efforts to understand the current status of the workplace culture and to create a more vibrant and dynamic workplace. We have also introduced the management by objectives (MBO) system, under which all employees set their own objectives, and their performance is evaluated to determine whether those objectives have been attained by the target date.
This system is aimed at improving individual employees' ability to perform their tasks and attain their set objectives, by ensuring that their progress is monitored and that appropriate guidance and advice is given by their supervisors. The MBO system also plays an important role in fostering an open corporate culture that allows employees to freely express their opinions.
KYOCERA Document Solutions is committed to promoting the recruitment and retention of disabled persons. We always seek to create an environment that is easy and comfortable for disabled employees to work in by ensuring that each individual is assigned to an appropriate workplace according to his/her aptitude and abilities. We have many disabled staff working in our company; they contribute to the development of the company as well as society through their work by maximizing their skills and strengths.
We have also worked to create a safe work environment for disabled employees. By the end of 2008 various disabled-friendly facilities were installed, including Braille plates installed at main locations to assist visually impaired persons, and wheelchair-accessible elevators and toilets. Moreover, some floors have disabled access. In fiscal 2010, we installed Western-style toilets on all the floors of Building No. 1 of the Headquarters. We are continually striving to improve the working environment for disabled staff.
We improve not only the hardware aspect (facilities and equipment), but also the software aspect such as provision of health support by industrial physicians and workplace and duty assignment that takes each individual's aptitude into account.
Through vigorous implementation of these measures, the ratio of employment of people with disabilities has increased steadily since fiscal 2004. However, the ratio has not yet reached the statutory level of 1.8%. We will continue our efforts to promote the employment of disabled people, as well as to create a workplace in which disabled persons can work comfortably.
Number of employees with disabilities (FY)
Sexual and power harassment in the workplace are serious human rights violations that unjustly harm the dignity of employees, and are socially unacceptable forms of behavior.
As part of its human rights awareness efforts, the KYOCERA Document Solutions Group has clearly defined prohibited harassing behaviors. To prevent sexual and power harassment, since October 2008 the Group has provided an in-house e-learning program for all employees. A harassment consultation desk has also been established in every office and plant, to ensure that employees with concerns about sexual or power harassment matters can consult with the staff at any time. In the future, we will continue with efforts to enhance employees' moral and ethical standards, and create a workplace free from harassment.
To lead a productive and worthwhile life as a full-fledged member of society, it is vital to realize well-balanced work and family life. Based on this idea, KYOCERA Document Solutions has established various leave systems to help employees work cheerfully and energetically, while leading meaningful lives as members of society.
To enable employees to take their paid leave in a planned way, in April 2006 we introduced extended leave systems: "nine-day consecutive leave system," which allows employees to take nine consecutive days off by combining five days' paid leave with two weekends, and a "refreshment leave system," which allows employees every five years to take five consecutive days off by combining three days' paid leave with a weekend.
In addition, a "multipurpose leave system" has been introduced to allow employees to take days off for various purposes, for example to refresh themselves or pursue personal development opportunities. Moreover, as measures to enable the planned use of paid holidays, we have introduced "simultaneous paid holidays." We designate three days of the 244 official working days of KYOCERA Document Solutions as simultaneous paid holidays, on which all employees take paid holidays.
Thanks to these systems, the number of annual paid holidays taken by employees is increasing year by year. To further increase the usage rate of our leave systems, we intend to continue developing and implementing various measures, while improving the existing systems.
As part of its efforts to reduce the total annual working hours of its employees, KYOCERA Document Solutions has concluded a written agreement with the labor union to reduce working hours within the framework of internal regulations. Our efforts to reduce the total annual working hours of employees have helped employees relax and refresh both their body and mind, leading to increased motivation to work.
Number of employees who took paid leave
Action Plan to Support the Development of the Next Generation
We are striving to create a supportive environment where all employees can display their abilities to the fullest, while balancing work and childrearing responsibilities. As part of such efforts, in April 2010 we formulated an action plan, in accordance with the Law for Measures to Support the Development of the Next Generation. We have been implementing programs to reduce overtime working hours and to promote the taking of paid leave.
| Objective 1: Promote the "No Overtime Day" program to reduce overtime working hours | ||
|---|---|---|
| Measures | April 2010 to September 2010 | Conduct surveys to investigate the implementation status of "No Overtime Work Day" at each plant/office, and based on the survey results, designate and operate a No Overtime Work Day in a way that suits the situation of each plant/office. |
| October 2010 onward | Ensure that No Overtime Work Day is known to all employees and implement the No Overtime Work Day. | |
| Objective 2: Promote the taking of paid leaves | ||
| Measure [1]Revision of the consecutive leave system |
April 2010 to March 2011 | Investigate the actual status of use of the consecutive leave system and consider how the existing consecutive leave system should be improved to allow employees to have more flexibility in their leave arrangements. |
| April 2011 onward | Revise the current system so that employees can take consecutive holidays more easily. Also encourage male employees to take consecutive holidays when their baby is born or to participate in events for children and other local activities. | |
| Measure [2]Enhancement of leave systems |
April 2011 onward | Promote the use of multipurpose leave and give consideration to the expansion of the scope of reasons for which employees are allowed to take their accumulated unused annual paid leave. |
| September 2011 onward | Give consideration to the revision of the limit on the number of available half-day paid leaves and the introduction of a system that allows employees to take paid leave by the hour. | |
To Create a Comfortable Working Environment for Women
To support employees who are balancing work and family responsibilities, KYOCERA Document Solutions introduced the childcare leave system in fiscal 1992 for employees with children under one year of age. In April 2005, some improvements were made to the system; fixed-term employees became eligible for childcare leave, and it became possible to extend the leave up to six months, in addition to the specified leave period.
In April 2002, a family-care leave system was introduced to allow employees who need to care for family members to take leave for a maximum of one year. In April 2007, a short-time work system was introduced so that pregnant employees and those with children in the third grade or younger can shorten their regular working hours to enable them to ease their commuting difficulties, or to take their children to and from school. To increase the use of these systems, we made some improvements in fiscal 2009, including the extension of nursing leave and the introduction of a new care leave system.
We have received positive comments about these systems, such as "our company's working conditions have improved." In particular, the short-time work system has been very popular among female employees with small children; many favorable comments have been received, such as "I am happy because I have more time to spend with my children"; and "The system is very helpful; I can take my child to nursery school and pick him up after school." The number of inquiries from male employees about these systems has been steadily increasing. With the aim of creating a better working environment, we will continue our efforts to develop and implement measures to improve employees' work-life balance, reflecting the opinions and requests of our employees.
Number of employees who took child-care leave(past 5 years)
About us > CSR Activities > Social Responsibility > Together with Employees > Personnel Measures
