Basic idea
In the course of developing a pool of challenge-seeking, globally competent human resources, Nidec is cultivating a diversity-rich work environment that brings out the best in every individual.
Major activities in FY2010
Allocation of the right people to the right positions
Nidec requires employees who can utilize their abilities fully in a rapidly changing environment. Therefore, we conduct a "Multifaceted Assessment" and "Managerial Level Aptitude Test" of employees in managerial positions that also includes the opinion of subordinates. Managers are forced to acknowledge any gaps between their self-evaluation and an objective assessment by others, and they are given the opportunity for "awareness" of attitude and actions that are expected from employees in managerial positions as well as being prompted to improve their mind set and behavior.
Further, in FY2010, we started the "Assessment training" for managerial candidates. Outside experts evaluate the behavioral characteristics that are required in a managerial position and in a "fair" and "objective" way and bring to light each candidate's strengths and weaknesses. We aim to nurture human resources who are appropriate for a managerial position at Nidec and create a strong organization.
Introduction of a defined contribution pension system
Nidec revised its retirement benefit system in April 2010 and introduced partially "Defined contribution pension."
"Defined contribution pension" refers to a system for which the company contributes premiums that are used as capital, and employees select from saving- and investment-type financial products arranged by the company the products they want to use for the operation of the assets, for which they are responsible. After retirement, employees receive the investment results as pension or lump-sum payment.
The purpose of the introduction of this system is to help employees with their life plan by giving them the opportunity to operate the assets themselves based on their goals and plans for the future.
Also, as with this kind of asset operation a full command of the characteristics of the financial products and the changes of the stock market becomes important, Nidec provides investment education and relevant information in cooperation with the operational management institution, thus contributing to the improvement of knowledge and motivation of employees.
Employee interviews conducted by HR Dept.
The Nidec HR Dept. conducts every year interviews with various employee ranks such as detailed below:
Entry-level employees
In 2010, Nidec's HR Dept. conducted a "Informative Interview" with all entry-level employees. Conducted app. half a year after the employees entered the company, this interview was part of the HR actions for working environment improvement and served as reference for the entry-level employee training by listening to opinions and suggestions regarding duty and workplace and confirming how the new employees had settled in. Using the honest opinions that were expressed in the one-to-one interviews and the feedback of the summarized interview content to the according workplace, Nidec aims to further create a working environment that reflects the opinions and wishes of the employees.
Mid-level managers
In FY2010, as one of the dialogue methods with mid-level managers, HR interviews were conducted at Nidec. With the topics being problems and solutions at each workplace, policy and methods for the nurturing and education of subordinates, etc., mid-level managers received advice from HR regarding management, and HR was informed about the actual situation at each workplace, resulting in a two-way dialogue.
Employment expansion
Maintaining employment - Employment expansion in connection with improvement of business performance
To realize our management creed "The largest contribution a company can make to the society is the generation of employment opportunities," Nidec aspires to become a global company that generates employment opportunities all over the world in connection with the development of our business and the growth of the company.
In detail, this means active local employment in newly emerging nations such as China, India, Brazil and others following the business expansion there and, while considering the business performance, recruitment and nurturing of R&D; employees mainly in Japan.
Global utilization of human resources
Employees of Nidec Group are active all over the world, around 92% are working outside of Japan. To grow as a global company, we manage employees based on abilities and results and without consideration of nationality, sex, age, or religious affiliation; further, employment activities are conducted while respecting diversity. In recent years, we have been carrying out aggressively "localization of management," and local staff is actively used in local executive positions.
At the same time, we are promoting friendly working conditions in which employees can utilize their abilities to the fullest extend.
Development and improvement of employee skills
Educational policy
Based on our three business philosophies, "Passion, enthusiasm, and tenacity," "Intellectual hard working," "Do your job now, complete it, and follow through!," Nidec aims at nurturing a workforce that can contribute globally to society and pave the way for moving through the dramatically changing times.
Education and training system
As employee educational measures, we view the development of abilities through the carrying out of everyday duties as key element; however, our training for each occupational ability is detailed in the training system chart below. Apart from this, various training workshops such as education sessions on specialized technology and similar are held.
Training system chart
Three-year nurturing program for new employees
As education for the first three years after entering the company, training is provided for the employees to learn the basics of working as an Nidec employee regardless of occupational ability and aptitude.
Education per employee rank
Centralized training is conducted for each rank for employees who were promoted in the same fiscal year. The aim of this training is to have employees confirm the expected role and abilities of their new rank and gain proper awareness regarding the problems to be solved for the development of their abilities.
The training workshop for "new employees in managerial positions" of whom an especially large function change is required is held jointly with more than ten Nidec Group companies, and President Nagamori himself takes the rostrum on this occasion. During his lecture every year a lively question-and-answer session ensues, and the event is very motivational for all listeners.
Education for employees in managerial positions
In FY2010, Nidec conducted the manager promotion screening with the added assessment item "Aptitude as leader/manager." This is based on the goal of assigning those employees to managerial positions who have the necessary qualities and abilities (logical thinking, leadership, management, etc.) and can use them to the fullest extend in this rapidly changing environment we are placed in. This promotion assessment will continue to be held in the future.
Also, employees already working in managerial positions are provided with the opportunity to bet trained in various basic management abilities (logical thinking, policy development, nurturing and instruction of subordinates and junior employees, dialogue skills) with the purpose of improving their management skill.
Global education
In order to nurture employees who can truly be active globally, Nidec has set as a study target for the especially important language skills the ability of "speaking one foreign language on business level" as condition for promotion to a managerial position from FY2015 and made all employees aware of this target. As a preparatory step, all employees took in 2010 the TOEIC test, something which we will continue with examinations twice per year from now on.
When employees are actually posted overseas, a reconfirmation of Nidec policy and education in the areas of understanding of foreign cultures and management are conducted to support working all over the world.
Raising employee awareness
The "Nidec President's Award/Profit Contribution Prize" is presented and the "R&D; Presentations" are held every year in order to raise employee motivation.
Nidec President's Award/Profit Contribution Prize
The "Nidec President's Award/Profit Contribution Prize," serving to commend employees who have contributed to profit enlargement through inventive ideas, innovations, new business developments, etc., during their duty fulfillment, has been awarded since 1996.
Currently, the award serves to encourage the positive attitude towards ideas and innovations shown by employees seeking to develop "Three New (New products, New markets, New customers)" business and is presented for groundbreaking technology or improvements.
R&D Presentations
Every year we hold the "R&D Presentations" where employees present results and innovations regarding the improvement of technology or productivity. Executive officers, beginning with President Nagamori, and employees from R&D departments, headquarters, Sales & Marketing, and group companies are coming together and select from the employees who present the fruit of their daily efforts the most excellent. The presentations are done by non-managerial employees and help also to improve presentation skills while serving as an opportunity to exchange information about the latest technology in a wide-ranging area.
Respect for diversity
Fostering of an organizational climate that respects diversity
Ensuring a workplace where employees can work comfortably
Nidec respects diversity and promotes creation of a workplace where all employees can utilize their abilities to the greatest extend and work in a comfortable and stimulating atmosphere.
Report window for employees
In FY2010, a "Harassment Prevention Regulation" was established to respond to compliance requirements, and a report window for employees to consult and report was set up within HR Dept.
Employee satisfaction improvement committee
At each site, the "Employee Organization" representing employees and coordinated by a head office. Meetings between the Employee Organization and the company (management) are held at business site level once per month, on company level four times per year. Through these meetings, Nidec relays important information regarding the company policies and makes efforts to further improve communication, including discussions of labor-management issues, between employees and management.
Exchanges with management
With lunch meetings with officers and various explanatory meetings, Nidec employees have many opportunities to ask Nidec management directly questions and voice their opinion freely.
As example, in internal training sessions, President Nagamori himself becomes the lecturer, explaining his thinking and the direction the company is moving to, while at the same time answering directly to questions from employees. These lecturers are part of the training sessions employees look forward to most. Nidec will continue to place emphasis on an open atmosphere in the company to have all employees working along similar lines towards the same goals, with only a short distance between management and employees bridged by communication.
Comfortable environment
Nidec gives high priority to a comfortable facility environment for employees to work in. At each site, a cafeteria and a dormitory exist, and the company gives support to employees for various facets of living.
In 2009, a new main building was constructed in Shiga Technical Center, and Nagano Technical Center made a new start at a new location. Not only was cutting-edge equipment installed but also the layout of each office was designed to give an open feeling with lots of nature visible and ensure smooth communication between employees. The aim is to make it easy for employees to think out of the box for the development of new products.
Physical and mental health
Based on the keywords "Creation of a safe and comfortable working environment" and "Ensuring safety and health of workers", Nidec is implementing safety and health management as described below:
Safety & Health Committee
In order to be aware beforehand of risks that can damage the health of employees and to give the according instructions, a person responsible for safety and health management conducts safety patrols at Nidec. Once per month, accompanied by an industrial physician and a health worker, the responsible person inspects the workplaces, checks the operational status of machinery, tools, and other equipment, especially focusing on working posture and physical burden, and gives instructions and guidance. The results of the patrols are reported to the safety & health committee that meets once per month, and positive incidents as well as issues that require carefulness are shared, thus ensuring that all efforts are made to create a comfortable and safe working environment.- Mental health courses
Balancing the health of mind and body is important for maintaining overall health. Not only does Nidec conduct a regular physical checkup once per year as well as special health checks but mental health courses that introduce necessary facts for maintaining mental health to employees are also held. Apart from this, employees are also given opportunities to consult an industrial physician.
"Positive action" activities
Valuing the promotion of women being given the opportunity to fully utilize their abilities as an important part of the management policy, Nidec has been implementing positive action (PA) activities since December 2005. PA promotion members are conducting activities at each business site in accordance with the situation and needs of the site, and at seven domestic sites activities are implemented as follows.
We will continue with the PA activities to promote the creation of a company where both men and women can work comfortably and to the fullest extend of their abilities.
| |
Activities (theme) |
Content |
2010
|
2009 |
(Women) Changing of consciousness for activity promotion and strategy formulation of employees |
Workshops for self-development and skill improvement, issuance of in-house organ, various social gatherings (opinion exchanges, meetings), various in-house surveys, support for child-rearing and maternity leave employees (provision of information, etc.), lecturers by outside guests, role model nurturing project, etc. |
| 2008 |
Let's become a role model! |
Planning and conducting of workplace meetings and lecturers on carrier advancement, in-house organ issuance, employee awareness survey, etc. |
| 2007 |
System building for activity promotion at each business site |
Creation of head and branch (business site) offices and policy establishment
Identification of each role and rules |
| 2006 |
Creation of a workplace where female employees can actively utilize their abilities |
Formation of team by main members inside and outside Japan and activity promotion
Implementation of "Eight systems for the support of household and work balance" |