Human Resource Management

Philosophy for Human Resource Management and Promotional Structure

Basic Approach

Employees are the driving force that enables us to run our business and provide the public with valued service. We aim to create vibrant workplaces in which each individual employee derives a sense of satisfaction and achievement from gaining a thorough understanding of the Company's management policies and business strategies, and from having a role to play that enables each employee to contribute to both the Company and society.
As one of the measures to achieve this goal, we have also introduced personnel systems and training programs to enable each employee to display his or her creativity and versatile personality.

Human Resource Management through IPM Activities

IPM stands for IBIDEN Profit Management, and IPM activities advance and integrate the four IBI-TECHNO capabilities: Management of Business, Management of Technology, Total Productive Management, and Management Capability. Through these activities, we will create our own unique management techniques and grow sales and profits as well as personnel.
We introduced an e-learning system, developing an environment in which employees are motivated to take skill development training voluntarily. In fiscal year 2012, forming an organization-wide working group through IPM activities, we made efforts to offer thorough self-development content. In fiscal year 2013, we will enhance the professional education of functional divisions and continue to cultivate a corporate culture that further promotes self-learning.

Human Resource Management through IPM Activities

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Respect for Human Rights

Respect for Worker Rights

The IBIDEN Group clearly defines its basic policy to support and respect the protection of human rights, as well as to avoid involvement in any violation of human rights. The IBIDEN Standards for Employee Behavior spells out such policy, stipulating that officers and employees respect the basic principles and rights of labor and take actions that follow the common sense and rules of society while complying with the employment-related laws of each country such as the Labor Standards Law and labor regulations.

Human Rights Education

To ensure respect for human rights, the Group offers education on fair employment and human rights, particularly to labor relations managers as well as managers and staff members in charge of recruitment interviews, calling their attention to the prevention of human-rights violations. IBIDEN also distributes the IBIDEN Standards for Employee Behavior and example booklets, a collection of violation examples, to all employees at the time of hiring. In our new employee training or education programs offered at the time of hiring, we educate our employees to promote the understanding of the IBIDEN Standards for Employee Behavior, including dealing with human rights issues, as well as to ensure that the standards are reflected in their actions.

Assessment

For the Group to make advances in human rights initiatives, the cooperation of the entities comprising the entire supply chain beyond the Group is indispensable. In our letter addressed to business partners, we specifically request that labor-related human rights be observed, including bans on child labor and forced labor. In addition, we confirm the state of compliance by business partners by sending out periodic questionnaires.

IBIDEN Group Supplier CSR Guideline

Development of Human Resources

Development of Global Human Resources

The IBIDEN Group, which has celebrated its 100th anniversary, aims to build a human resource development system that leads to the strengthening of its structure to become a company that moves forward consistently and grows. To this end, we nurture employees who can contribute to strengthening competitiveness and those who are capable of cross-cultural management.
First, we have adopted the concept of creating a global human resource pool, which will allow us to form, from a medium- to long-term perspective, a group of employees that can succeed on the global stage. In fiscal year 2013, we plan to launch a selection-based overseas management training based on the concept.
We provide cross-cultural programs for employees who are seconded to overseas locations and those who are visiting or are assigned to overseas locations, and we make company-wide efforts to upgrade their practical language skills.

Language training

Language training

Fair and Equitable Employee Evaluation

The Company has in place a results-oriented target management assessment system. Challenge goals closely related to the Company's business results are first established, and the results as well as the process for reaching those results are then evaluated fairly and equitably. Finally, individual results are directly reflected in their remunerations. Furthermore, our aim is that better “communication between the superior and the subordinate“ will be encouraged through the process of goal-setting, interim interviews and evaluation interviews. The target management system also provides ample opportunities for “professional development “ for the subordinate.

Respecting Diverse Work Styles

Along with the progress in globalization and diversification of values, IBIDEN strives to realize a working environment and culture that allow a wide variety of employees to demonstrate their unique abilities and find their life and work meaningful.

Supporting Work Life Balance

The Company considers it part of its social responsibility to create an environment in which children, our future leaders, can grow up healthy and safe. To this end, we actively encourage work-life balance (harmony between work and private life) by, for example, helping our employees to achieve a balance between work and child rearing.
In fiscal year 2012, IBIDEN was accredited by the Gifu Labor Bureau as an accredited business operator pursuant to the "Act on Advancement of Measures to Support Raising Next-Generation Children," acquiring the "Kurumin" next-generation accreditation mark. Under the second action plan formulated in August 2010, we implemented initiatives by putting up such goals as making known to everyone the system concerning work-life balance support and implementation of a regular working day with no overtime hours. In fiscal year 2012, we achieved all the goals and satisfied the accreditation standards established by the Ministry of Health, Labour and Welfare.

Supporting Work Life Balance

Indication established by Minister of Health, Labour and Welfare in Article 14,
Paragraph 1 of the Act on Advancement of Measures to Support Raising Next-Generation Children (" Kurumin " mark)

Promotion of female advancement

The Company began its promotion activities for female advancement in fiscal year 2010. For Phase I, a period up to fiscal year 2012, we focused on raising awareness and introducing the program. In fiscal year 2012, following further globalization of business, we implemented optimum personnel arrangements, regardless of gender, including the loaning of staff to overseas locations. We also started offering consultation interviews in fiscal year 2012 to those who are returning to work after a parental leave to alleviate any anxiety, which will allow for a smooth transition. Besides the enhancement of systems, we implement education to future candidates for managerial posts, aimed at creating a workplace where women can be active, and provide enlightenment training to employees holding managerial posts so that understanding of these work-life balance supporting systems and creation of a worker-friendly workplace environment will be proactively promoted actually in the workplace.

We will continue to support the proactive actions of female employees through “Growing corporate culture,“ “Career development and appointments“ and “Supporting work-life balance“, so that women with abilities and motivation can be active at all stages of their lives.

Promotion of female advancement

IBIDEN's Parenting Handbook to support
balancing work and childbirth/childrearing

♦ Three Core Activity Areas

[Growing corporate culture]
We hold various events and training sessions to raise awareness throughout the Company and communicate these activities through our company bulletin.
[Career development and appointments]
We introduce educational programs to further enhance the ability of ambitious women and develop and introduce ideal role models for our female employees.
[Supporting work-life balance]
We implement childcare leave, short-term working hours and other programs to support a work-life balance so that both men and women can continue to work while they raise children. We introduce these programs by issuing a childrearing handbook.

Occupational Health and Safety

Occupational Health and Safety - Basic Policy

We conduct the health and safety activity done with all concerned people under IBIDEN WAY, and aim to harmonize “health and safety“ and “operation“ with the fundamental rule to minimize the risk that may affect the life and health of person participating to IBIDEN's operations.

Occupational Health and Safety Policy

  1. We will identify the sources of risks associated with each process in our corporate activities and take steps to prevent labor accidents and illnesses. We will strive to reduce the risks and to maintain and enhance the physical and mental health of our employees.
  2. We will provide a good working environment that allows all employees to work vigorously without anxiety.
  3. We will comply with laws and regulations relating to occupational health and safety and with other recognized requirements.
  4. We will operate an occupational health and safety management system to ensure that every employee engages in occupational health and safety activities and to make continued improvements to attain our occupational health and safety goal.
  5. We will ensure that every employee is aware of our occupational health and safety policy, using occupational health and safety cards and other means to raise their awareness of occupational health and safety and encourage proactive behavior.
  6. We make this policy public and we make it available any time when requested.
    We also make this policy available on our website. http://www.ibiden.com/

Occurrence of work-related accidents

While the Group's occupational accident occurrence rate in Japan is below the national manufacturer average, 27 work-related accidents still occurred in fiscal year 2012.
In fiscal year 2012, with the "reduction of occupational accidents and potential incidents and improvement in the working environment," "legal compliance" and "reduction in mental illnesses and life-style related diseases" as the three pillars of our activities, we implemented occupational health and safety programs for the entire IBIDEN Group.

Occupational accident frequency rate

Occupational accident frequency rate*

* Number of occupational injuries (be equal or more than accidents requiring leave) for every million cumulative actual working hour

Health 100 Plan

To create a working environment that allows employees to work positively and vigorously, it is also important to help them improve their physical and mental health. Since fiscal year 2008, IBIDEN has been dedicated to the improvement of employee health through the 5-year “Health100 Plan.“
In fiscal year 2012, we promoted activities to achieve numeral targets related to health by encouraging activities to improve health, led by domestic health subcommittees and in cooperation with each plant.
We made efforts to enhance employees' awareness of health by holding health improvement events at cafeterias. Also, to prevent employees from suffering from mental health problems, each employee inputs data to the e-Health Check System, which enables him or her to check the degree of his or her mental and physical stress, and occupational health physicians conduct organizational analysis of the input results, detect problems and make proposals.

Health check activities at workplace

Health check activities at workplace