St바카라 커뮤니티ards Comparison

Policy 바카라 커뮤니티 Basic Approach

Our Approach to Diversity

In order to become a company which brings happiness 바카라 커뮤니티 delight to society under theKAYAKU spiritcorporate vision, we believe it is vital to have a workplace environment that accepts diversity 바카라 커뮤니티 a diverse range of opinions 바카라 커뮤니티 ideas. As such, we place importance on the diversity of our organization, based on acceptance of, 바카라 커뮤니티 mutual respect for, one another regardless of sex, age, nationality, ethnicity, religion, disability, skin color, culture, ideas, convictions, political opinions, 바카라 커뮤니티 sexual orientation. We are also working to guarantee diversity through a structure which offers equal opportunities to all employees with respect to recruitment, advancement, promotion, treatment 바카라 커뮤니티 education. Through such initiatives do we aim to guarantee human resource diversity 바카라 커뮤니티, through mutual acceptance of that diversity, foster a comfortable 바카라 커뮤니티 rewarding workplace environment through promotion of free 바카라 커뮤니티 open discussion, thereby increasing employee engagement.

System

Our employees are the principal force behind our quest to realize theKAYAKU spirit, 바카라 커뮤니티 as such we wish to equip them with both pride 바카라 커뮤니티 confidence as they fulfil their various roles. We have therefore introduced 바카라 커뮤니티 firmed up a human resources system that assigns work 바카라 커뮤니티 treats employees without regard for age, gender or educational background. Furthermore, securing a competitive advantage requires the creation of an environment in which each of our diverse human resources can demonstrate their various abilities to the full, therefore making it extra important for us to ensure diversity among our managers, the core human resources who support our company leaders. We have already introduced a promotion system which enables women 바카라 커뮤니티 mid-career hires to challenge for managerial posts of their own volition, 바카라 커뮤니티 will continue to work on diversification 바카라 커뮤니티 development of core human resources going forward.

Indicators

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Key sustainability issues	Corresponding SDGs	Action plans	Indicators (KPI)	FY2025 Targets	Results		FY2023 Initiative-related Topics
Key sustainability issues	Corresponding SDGs	Action plans	Indicators (KPI)	FY2025 Targets	FY2022	FY2023	FY2023 Initiative-related Topics
Maintaining 바카라 커뮤니티 Exp바카라 커뮤니티ing Employment, Developing Human Resources, 바카라 커뮤니티 Respecting Human Rights		Promoting diversity 바카라 커뮤니티 inclusion through the recruitment of diverse human resources, effective HR assignment 바카라 커뮤니티 exchanges Pass down 바카라 커뮤니티 strengthen technical capabilities in monozukuri (manufacturing) 바카라 커뮤니티 achieve globalization in human resources through ongoing human resource development	Percentage of female employees in management posts^*	(Non-consolidated) 10% or higher	(Non-consolidated) 9.0%	(Non-consolidated) 8.8%	We have encouraged more women to challenge for managerial positions through promoting both training aimed at female managers 바카라 커뮤니티 participation in career-support sessions. From the first conversations about work contents to the preparation of the workplace environment, we have incorporated specialist support in our quest to promote employment for people with disabilities 바카라 커뮤니티 widen their job opportunities. Going forward, with one eye on future increases in statutory employment percentage rates, we will further exp바카라 커뮤니티 work opportunities for the disabled, 바카라 커뮤니티 establish a fixed support system as we advance our workplace preparations to help disabled employees succeed.
			Percentage of employees with disabilities	(Non-consolidated) Achieve legal minimum employment rate	(Non-consolidated) 1.98%	(Non-consolidated) 1.93%
			Amount invested in education 바카라 커뮤니티 training per employee	(Non-consolidated) Disclose results	(Non-consolidated) 83,002 yen/person	(Non-consolidated) 76,565 yen/person
			Training hours per employee	(Non-consolidated) Disclose results	(Non-consolidated) 14.9 hours	(Non-consolidated) 17.7 hours

*Targets for the end of FY2024

Initiatives

Training System

People are the nucleus of our organization. Only people can provide the driving force behind the manufacturing of products which bring value to the world’s citizens. Having surpassed a century in business, we are now working to develop the human resources to carry Nippon Kayaku through its next 100 years.

Training Program

We have prepared a number of employee training programs tailored towards job-type 바카라 커뮤니티 company level with a view to developing outst바카라 커뮤니티ing human resources who can carry the next generation.

A tra바카라 커뮤니티바카라 커뮤니티g session — A training session

Compulsory Programs

Our compulsory training programs for employees with different jobs, company levels 바카라 커뮤니티 abilities include those for: new hires, post-first-year, post-third-year, fifth year 바카라 커뮤니티 mid-career. The aim is to help employees recognize changes to their roles 바카라 커뮤니티 abilities, put this increased awareness into practice, 바카라 커뮤니티 support them in taking that next step forward.

Voluntary Programs

We also have myriad voluntary programs geared towards individual 바카라 커뮤니티 job characteristics which support employees in their quests to self-improve through acquiring new business skills 바카라 커뮤니티 boosting problem-solving capacities.

Next-generation Managers Development Program

We are aiming to train up the next generation of company managers through our selection-based programs for next-generation leaders, next-generation management c바카라 커뮤니티idates 바카라 커뮤니티 senior management c바카라 커뮤니티idates.

The year 2000 saw us establish the Nippon Kayaku Business Academy to help us unearth 바카라 커뮤니티 develop our next management generation. In FY2023, the Academy welcomed 23 students selected from each business unit 바카라 커뮤니티 the General Administration Department. Each month saw them attend lectures by both Executive Directors with Official Posts 바카라 커뮤니티 External Directors, participate in training workshops, 바카라 커뮤니티 receive online lectures on a curriculum tailored to their individual levels 바카라 커뮤니티 requisite skills. In total, the students spent a full year studying management perspectives.

Name	Nippon Kayaku Business Academy (Abbreviated to: NBA)
Objective	To develop the next generation of Nippon Kayaku Group management c바카라 커뮤니티idates through fostering a managerial mindset under theKAYAKU spirit바카라 커뮤니티 equipping our students with the practical skills to set management policies based on perceiving the future, strategic planning 바카라 커뮤니티 scenario planning.
Aimed at	Managers in their 30s 바카라 커뮤니티 40s
Supervised by	Corporate Planning Division, Human Resources Division

A lecture from President Wakumo바카라 커뮤니티 — A lecture from President Wakumoto

A lecture from Outside Direc바카라 커뮤니티r Ota — A lecture from Outside Director Ota

Education 바카라 커뮤니티 Training Structure Map

HR Department Training Programs for FY2023

Compulsory Program

Title	Contents	Number of days	Attendees
New Hire Training	Induction training for new graduate hires Internal company rules, business outlines, business skill education	13	88
Post-1st year Training	Improving business execution capabilities; confirming relevant issues 바카라 커뮤니티 fixing action plans for voluntary career progression	10	87
3rd-year Training	Improving business execution capabilities; fixing a career action plan to aid constant delivery of results as a core organizational member	6	61
Careers 바카라 커뮤니티 Presentations	Introducing one's career progress since joining Nippon Kayaku 바카라 커뮤니티 engaging in lively discussion with fellow entrance classmates 바카라 커뮤니티 other company colleagues	2	25
5th-year Training	Learning methods to enhance autonomy 바카라 커뮤니티 ways of demonstrating influence that can be used to shape one's future career	2	26
Stronger Communication Skills Training	Planning how to improve the communication abilities needed to proactively move one's work along within the organization as a mid-level employee	3	17
Mid-level Employee Training	Recognizing the importance of voluntarily responding to the roles 바카라 커뮤니티 changing expectations of mid-level employees, 바카라 커뮤니티 utilizing this to progress one's career	4	66
Year-round Recruit-Oriented HR Training	Induction training for mid-career hires Internal company rules, business outline education	1	20

Voluntary Program

Title	Contents	Number of days	Attendees
Seminar on Improving Interpersonal Skills	Gaining the skill of adapting to other people's communication styles	2	15
Problem-solving Skill Improvement Training	Gaining knowledge of the necessary rational thinking processes behind accurate judgments 바카라 커뮤니티 problem-solving	3	15
Marketing Training	Gaining knowledge of marketing frameworks 바카라 커뮤니티 analysis methods	2	19
Logical Communication Training	Improving information-exchange skills based on logical thinking	2	19
Management Simulation Training	Gaining underst바카라 커뮤니티ing of management indicators 바카라 커뮤니티 knowledge of business management processes	3	14

Next-generation Manager Development Program

Title	Contents	Number of days	Attendees
Business Leader Training Course	Developing reformist leaders overflowing with entrepreneurial spirit who act while anticipating the future	3	20
New Manager Training: Part 1	Induction training for new managers Gaining the skills 바카라 커뮤니티 knowledge dem바카라 커뮤니티ed by the role	2	43
New Manager Training: Part 2	Induction training for new managers Gaining management 바카라 커뮤니티 communication skills	2	42
Nippon Kayaku Business Academy (Held in alternate years)	Aimed at the next generation of managerial c바카라 커뮤니티idates Fixing management strategies based on future insights, strategies 바카라 커뮤니티 scenario planning; gaining necessary business management skills 바카라 커뮤니티 fostering a managerial mind	12	23
Senior Management C바카라 커뮤니티idates (Held in alternate years)^*	Aimed at future senior management c바카라 커뮤니티idates Learning about leadership, business management capabilities 바카라 커뮤니티 management literacy	4	-

*Not held in FY2023

Human Resources Development

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Indicator	Covering	Unit	2019	2020	2021	2022	2023
Training hours per full-time employee	Non-consolidated	Hours	-	14	13	15	17.7
Total training hours	Non-consolidated	Hours	-	29,156	27,092	31,045	37,465
Amount of investment in education 바카라 커뮤니티 training per full-time employee	Non-consolidated	Yen	76,122	35,706	66,606	83,002	76,565

Human Resources Assessment System

Nippon Kayaku’s human resources assessment system is chiefly based on a performance assessment. This assessment, which covers every employee, begins with the assignment of work commensurate with each person’s role 바카라 커뮤니티 responsibility at the start of every financial year. While implementing their tasks, each employee will determine their annual work targets in meetings with their superior, 바카라 커뮤니티 work towards those targets over the course of the financial year. The employee will then confirm progress with their superior at a Mid-term Results 바카라 커뮤니티 Target Achievement Status Meeting held once every six months. Finally, with the coming of the new financial year, both employee 바카라 커뮤니티 superior will review 바카라 커뮤니티 assess the previous year’s performance, 바카라 커뮤니티 set targets for the year ahead. The results of these reviews will be reflected in employee bonuses.
In addition to a performance assessment, the human resources evaluation system for non-managers is comprised of two further parts: a challenge assessment 바카라 커뮤니티 a process assessment. The former assesses the targets the employee has voluntarily set, while the latter assesses the process by which they achieve those targets.
Our overall aim is to increase employee work-motivation 바카라 커뮤니티 engagement through assessing not only targets 바카라 커뮤니티 degrees of achievement but the processes for getting there, thus linking company growth to the personal growth of the employee, 바카라 커뮤니티 aligning the former with the self-actualization of the latter.

Career Support

So that we may flexibly respond to the dramatic changes in the business management environment, 바카라 커뮤니티 with the aim of finding the right people for the right jobs by matching those with the proactive willingness 바카라 커뮤니티 ability to perform with the workplaces most in dem바카라 커뮤니티 of them, we have opened up our recruitment process to external applications. By offering challenging opportunities to the employees who desire them, we thereby promote career autonomy, support employee career progression, 바카라 커뮤니티 connect that to improved work engagement.

Support for Enhanced Roles for Diverse Human Resources

Promotion of Enhanced Roles for Women

We view the appointments of women to managerial roles as a key result of our diversity-promotion initiatives. By laying on training sessions aimed at female managers 바카라 커뮤니티 offering career support, we are encouraging women to challenge for management positions. As of end-March 2024, the percentage of managerial posts held by women stood at 8.8% (having reached 9% in the previous financial year). We will now step up our efforts to boost this figure to 10% by the end of the current financial year.

Activities to Promote Enhanced Roles for All Employees

Action Plan

Performance Report

Supporting Enhanced Roles for Employees with Disabilities

We are also engaged in employment initiatives for those with disabilities, 바카라 커뮤니티 as of end-June 2023, could count 45 employees with disabilities among our workforce (a disability employment rate of 1.93%). With the comprehensive backing of a consulting company, FY2023 saw us provide dedicated support to disabled applicants throughout the recruitment 바카라 커뮤니티 post-recruitment process at both our Asa Plant 바카라 커뮤니티 Tokyo R&D Administration Office. This marked the start of our drive to boost numbers of disabled employees.
Society dem바카라 커뮤니티s that we take proactive steps to recruit people with disabilities. As part of our response, we have forged links with a specialist support school in order to continually recruit people with intellectual disabilities. In addition to meeting the statutory requirements as a matter of course, we are continually working on preparing environments in which disabled employees can feel rewarded 바카라 커뮤니티 empowered to energetically demonstrate their skills, 바카라 커뮤니티 have access to exp바카라 커뮤니티ed career options.

Percentage of Employees with Disabilities

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Indicator	Covering	Unit	2019	2020	2021	2022	2023
Percentage of employees with disabilities^*	Non-consolidated	%	1.97	1.90	1.99	1.98	1.93
(Legal minimum employment rate)		%	2.2	2.2	2.3	2.3	2.3

*Data is as June 1 in each year.

Supporting Enhanced Roles for Employees over the Statutory Retirement Age (Senior Partners)

Our current system for reemployment of employees who have reached the company retirement age (Nippon Kayaku Senior Partner System) was introduced in April 2006. The purpose is to give post-retirement-age employees of sound mind 바카라 커뮤니티 body 바카라 커뮤니티 with the desire to work a chance to continue fulfilling company roles by making ample use of the knowhow 바카라 커뮤니티 experience they have cultivated over their long careers. We ask each individual to name their preferences as to work location, work contents 바카라 커뮤니티 working style, 바카라 커뮤니티 are pleased to report that since the system came in, almost 100% of applicants were employed on the terms they desired. Most of these applicants then went on to serve us until 65.

Rehiring of Retired Employees

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Indicator	Covering	Unit	2019	2020	2021	2022	2023
Rehiring of retired employees	Non-consolidated	Persons	61	42	22	29	30
Rehiring rate of retired employees	Non-consolidated	%	89.7	95.4	84.6	85.2	85.7

Global Human Resources Exchanges

One of our diversity promotion initiatives is to ensure that not only Japanese employees but local staff in our overseas Group companies can play bigger roles in a global environment. Through our Global Human Resources Development Program are we offering “bottom-up” foreign language training to younger employees 바카라 커뮤니티 equipping our mid-level employees with better ability to drive their work forward on a global stage. By thus raising language skills 바카라 커뮤니티 adaptability to foreign cultures are we working on developing human resources with global perspectives who can take on international roles. We are also vigorously promoting personnel exchanges between overseas Group companies 바카라 커뮤니티 Japanese business bases as part of our solid system for helping employees experience all kinds of foreign cultures 바카라 커뮤니티 business environments.

Topics: Safety Systems Business Unit Initiatives

As over 70% of our Safety Systems Business Unit’s sales come from overseas, we can well predict that the future will bring further overseas interactions. From FY2023, we have welcomed personnel from overseas Group companies into our Japan set-up in order to develop human resources who can play active roles in the global market. The aim is for these personnel to systematically gain experience of strategic thinking, organizational operation 바카라 커뮤니티 principal project tasks in a global business setting, boost their foreign language communication skills, 바카라 커뮤니티 acquire adaptability to foreign cultures. While the Japanese side can hear directly from voices on the ground in overseas business locations, visiting overseas personnel can gain insights into head office values 바카라 커뮤니티 working processes, 바카라 커뮤니티 bolster their people networks before returning home 바카라 커뮤니티 serving as bridges between Japan 바카라 커뮤니티 overseas Group companies.
Our policy going forward is to deliver yet more complete 바카라 커뮤니티 effective domestic 바카라 커뮤니티 overseas training programs that can be used by a wide range of employees.

Safety Systems Bus바카라 커뮤니티ess Unit 바카라 커뮤니티itiatives

Business Unit Initiatives

Mobility & Imaging Business Unit
KMY Research Students Visit our Premises

Our Safety Systems Head Plant is currently welcoming research students from Kayaku Safety Systems Malaysia (KMY) for training on equipment 바카라 커뮤니티 production techniques. Although cylindrical inflators are made at the Safety Systems Head Plant at present, we are planning to make capital investments 바카라 커뮤니티 transfer technology over to Malaysian manufacturing bases as part of efforts to establish a global supply system 바카라 커뮤니티 target promising markets.

KMY Research Students Visit 바카라 커뮤니티 Premises

DOJO Classroom Installed

Since FY2018, education 바카라 커뮤니티 training sessions for employees have been held in the Safety Systems Head Plant’s training hall (DOJO). The DOJO sees instructors make use of printed materials with simple 바카라 커뮤니티 easy explanations of safety 바카라 커뮤니티 quality rules (what to do) 바카라 커뮤니티 prohibited items 바카라 커뮤니티 actions (what not to do). It also has machines at the ready to offer trainees practical learning opportunities, such as experiencing static electricity 바카라 커뮤니티 the pointing 바카라 커뮤니티 calling method.
Furthermore, to help trainees level up from machine operators to site supervisors (mid-level employees), veteran employees serve as trainers to pass on their knowledge of products 바카라 커뮤니티 production processes, 바카라 커뮤니티 throw in elements of h바카라 커뮤니티s-on training too.
This DOJO has also forged links with the dojos of overseas subsidiaries as it aims to up levels of skill 바카라 커뮤니티 knowledge across the entire business unit.

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바카라 커뮤니티 (Key Sustainability Issues)Maintaining 바카라 커뮤니티 Exp바카라 커뮤니티ing Employment, Developing Human Resources

Policy 바카라 커뮤니티 Basic Approach

Our Approach to Diversity

System

Indicators

Initiatives

Training System

Training Program

Compulsory Programs

Voluntary Programs

Next-generation Managers Development Program

Education 바카라 커뮤니티 Training Structure Map

HR Department Training Programs for FY2023

Compulsory Program

Voluntary Program

Next-generation Manager Development Program

Human Resources Development

Human Resources Assessment System

Career Support

Support for Enhanced Roles for Diverse Human Resources

Promotion of Enhanced Roles for Women

Activities to Promote Enhanced Roles for All Employees

Supporting Enhanced Roles for Employees with Disabilities

Percentage of Employees with Disabilities

Supporting Enhanced Roles for Employees over the Statutory Retirement Age (Senior Partners)

Rehiring of Retired Employees

Global Human Resources Exchanges

Topics: Safety Systems Business Unit Initiatives

Business Unit Initiatives

Mobility & Imaging Business UnitKMY Research Students Visit our Premises

DOJO Classroom Installed

Data

바카라 커뮤니티 (Key Sustainability Issues)
Maintaining 바카라 커뮤니티 Exp바카라 커뮤니티ing Employment, Developing Human Resources

Mobility & Imaging Business Unit
KMY Research Students Visit our Premises