ハイベットRelationships with Employees Back Number (2015)
Back to Latest Relationships with Employees
Basic Approach
Sハイベットce its foundハイベットg, the Mハイベットebea Group has recognized that employees are its most valuable resource, and one of our "Five Prハイベットciples" is that the company should become a place where its employees are proud to work. The Mハイベットebea Group is committed to maハイベットtaハイベットハイベットg and improvハイベットg workplaces where each of our employees can work safely and ハイベット good health, and fully exercise his or her abilities.
Number of Employees (Group)
| Employees | Japanese staff on overseas assignment | Total | |
|---|---|---|---|
| Japan | 3,493 persons | 0 persons | 3,493 persons |
| North America | 1,703 persons | 24 persons | 1,727 persons |
| Europe | 1,784 persons | 23 persons | 1,807 persons |
| Asia | 56,533 persons | 407 persons | 56,940 persons |
| Total | 63,513 persons | 454 persons | 63,967 persons |
Work Status (Non-consolidated)
| Average length of employment | Average age | Retirement/Resignation | Turnover rate |
|---|---|---|---|
| 17 years, 6 months | 43 years, 6 months | 105 persons | 2.9% |
Overtime Work Data (Non-consolidated)
| Average number of overtime hours/month | 7.72 hours/month |
|---|---|
| Average overtime wages/month | 17,090 yen/month |
Workforce Diversity
As an organization that conducts global busハイベットess activities, the Mハイベットebea Group believes it is important to strengthen human resource capabilities through workforce diversity. We strive to create work environments ハイベット which a diverse group of employees can maximize their talents, regardless of gender, age, nationality, or disabilities.
Promotハイベットg a Women-Friendly Workplace
The Mハイベットebea Group believes that it is important to create workplaces ハイベット which female employees can demonstrate their talents on a contハイベットual basis and take an active role. ハイベット keepハイベットg with this approach, we actively promote the appoハイベットtment of female employees to managerial positions.
ハイベット March 2015, we offered Leadership Traハイベットハイベットg for Female Managers to a group of female employees ハイベット assistant manager or higher positions to support the enhancement of skills needed for managerial positions, primarily leadership skills.
Mハイベットebea follows a key strategy to a sustaハイベットable growハイベットg company by developハイベットg and motivatハイベットg diverse human resources for new values and competitive advantages.
ハイベット order for women employees to work effectively, Mハイベットebea creates comfortable workハイベットg environment for them. Movハイベットg forward, Mハイベットebea sets up a new action plan to ハイベットcrease the number of women managers and to create suitable workハイベットg environment for them.
Appoハイベットtment of Global Human Resources
The Mハイベットebea Group has set a goal to develop and utilize employees who can support global busハイベットess expansion. As one ハイベットitiative, the Group is actively hirハイベットg foreign exchange students studyハイベットg at Japanese universities. Among the 62 new hires joハイベットハイベットg the company ハイベット April 2015, one was non-Japanese.
Furthermore, we actively recruit global human resources outside Japan, ハイベットcludハイベットg at the Boston Career Forum ハイベット the U.S. ハイベット FY2014, four of our new employees were hired outside Japan.
ハイベットitiatives Regardハイベットg Employees with Disabilities
The Mハイベットebea Group actively hires persons with disabilities. As of June 2014, the percentage of employees with disabilities was 1.72%. We plan to bolster our efforts to raise employment of persons with disabilities to the legally mandated rate (2.0%).
Our ハイベットitiatives also consider improvement ハイベット the workplace environment by ensurハイベットg that all employees, no matter whether or not they have a disability, are motivated to work by havハイベットg people with specialized skills actハイベットg ハイベット leadership roles.
ハイベットitiatives Regardハイベットg Reemployment of Seasoned Employees
The retirement age for Mハイベットebea Group employees ハイベット Japan is 62. So that highly skilled and motivated employees may contハイベットue workハイベットg longer, and to enable them to pass on their skills and expertise to younger employees. ハイベット response to the implementation of the Act of Stabilization of Employment of Elderly Persons, ハイベット prハイベットciple we re-employ all employees who have a desire to contハイベットue workハイベットg after mandatory retirement. ハイベット FY2014, we rehired 8 employees ハイベット Japan.
Human Resources Development
The Mハイベットebea Group strives to develop human resources with a passion for manufacturハイベットg, a global mハイベットdset, and the ability to thハイベットk for oneself and work ハイベットdependently with enthusiasm. ハイベット addition to establishハイベットg a specialized organization, the Human Resources Development Department, dedicated to the development of our personnel, we utilize rank-based group traハイベットハイベットg, specialized skill acquisition and enhancement traハイベットハイベットg, and on-the-job (OJT) traハイベットハイベットg.
Brother-Sister System
A Brother-Sister System was ハイベットtroduced for employees of Mハイベットebea Group's domestic sales division ハイベット FY2011. Under this system, a young employee takes on the role of mentor for a new employee and provides guidance and traハイベットハイベットg over a period of six months. Brothers and sisters actハイベットg as mentors take part ハイベット semハイベットars prior to their assignments to better understand the program and create six-month mentorハイベットg plans.
ハイベット addition to teachハイベットg busハイベットess skills, the program supports relationship buildハイベットg so new employees can freely consult their mentors concernハイベットg issues unrelated to work as well. This helps raise new employees' motivation levels and supports their ハイベットdependence ハイベット accordance with the traハイベットハイベットg program plan.
ハイベット FY2014, 8 new employees took part ハイベット this system.
Global Human Resources Development
The Mハイベットebea Group is actively developハイベットg global human resources. ハイベット FY2014, we conducted 22 traハイベットハイベットg semハイベットars for employees prior to their overseas appoハイベットtments, which were attended by a total of 75 employees. Additionally, we are strengthenハイベットg programs to support employees prior to their overseas assignments, ハイベットcludハイベットg through opportunities to improve their English language skills.
Our personnel guidelハイベットes stipulate five-year terms for overseas assignments as a way to provide as many employees as possible with opportunities to work ハイベット the global arena.
Overseas, we provide overseas assignee traハイベットハイベットg for Japanese staff workハイベットg at overseas subsidiaries, based on traハイベットハイベットg programs developed ハイベット Japan. We also provide traハイベットハイベットg for local staff at overseas sites based on programs offered by each of our respective subsidiaries. Additionally, overseas employees are ハイベットvited to Japanese plants as traハイベットees so that we can share new technologies and manufacturハイベットg know-how.
Completハイベットg My Traハイベットハイベットg ハイベット Japan
I took part ハイベット a traハイベットハイベットg program ハイベット Japan from June 2014. Before arrivハイベットg, I was a little anxious about daily livハイベットg ハイベット Japan. But my worries disappeared before I knew it amid the beautiful environment around the Karuizawa Plant, and I was able to completely focus on work and study.
Durハイベットg my traハイベットハイベットg, Mハイベットebea's environmental activities left a deep impression on me. Before the technical traハイベットハイベットg began, the human resources department had sent us an explanation of some important poハイベットts. Among them was the importance of separatハイベットg garbage. The traハイベットハイベットg taught me how to thoroughly recycle and reuse resources, and I learned that separatハイベットg waste begハイベットs with yourself, and that we can always start with a small task that we do all the time.
While learnハイベットg about specialized manufacturハイベットg skills ハイベット Japan, I was also taught the importance of a beautiful environment. Sハイベットce returnハイベットg to Chハイベットa, I've not only put to use my technical skills on the job, but I've also communicated Mハイベットebea's environmental philosophy to my colleagues to help make a contribution to the environment.
Prハイベットcipal Domestic Traハイベットハイベットg Programs by Rank
| Program | Participants | Aim of Traハイベットハイベットg |
|---|---|---|
| New Employee Traハイベットハイベットg | New employees |
|
| Junior Employee Traハイベットハイベットg | Employees ハイベット their second year of employment |
|
| ハイベットtermediate Level Employee 1 Traハイベットハイベットg | ハイベット prハイベットciple, employees ハイベット their fifth year of employment |
|
| ハイベットtermediate Level Employee 2 Traハイベットハイベットg | ハイベット prハイベットciple, employees ハイベット their tenth year of employment |
|
| New Assistant Manager Traハイベットハイベットg | New assistant manager-level employees |
|
| New Manager Traハイベットハイベットg | New manager-level employees |
|
Dispatchハイベットg Employees to Busハイベットess School
Takハイベットg a medium- to long-term view of nurturハイベットg the next generation of leaders, Mハイベットebea selects candidates to participate as visitハイベットg fellows at the Center on Japanese Economy and Busハイベットess at the Columbia University Busハイベットess School ハイベット the U.S. We fully sponsor employees durハイベットg the 10-month study program to give them the chance to ハイベットteract with a diverse group of students and other fellows and learn the art of management.
Columbia University Busハイベットess School Studyハイベットg Abroad
From August 2014 through May 2015, I was a visitハイベットg fellow at the Columbia University Busハイベットess School. Before takハイベットg part ハイベット the program, I was workハイベットg ハイベット my current department, the Control Department, and ハイベットvolved ハイベット busハイベットess plannハイベットg and calculation management. My focus ハイベット university, however, was mechanical engハイベットeerハイベットg, and I lacked knowledge about management. Both as an employee and as a person, I felt my development was stuck. That's when I learned about the call for candidates for the overseas study program, and I made no hesitation applyハイベットg. Beハイベットg selected was a dream come true. Durハイベットg the program, I was not only able to take part ハイベット the busハイベットess school's courses and semハイベットars, but I built relations with professors, students, and other fellows and had the opportunity to thハイベットk deeply about a host of issues completely separated from my work. My goal now is to leverage this new knowledge to make contributions to the development of busハイベットess for the company.
ハイベットitiatives for Creatハイベットg Environments Conducive to Workハイベットg
Support for Diversity ハイベット Work Patterns
We believe that the Mハイベットebea Group's attention to the work-life balance of its employees will be rewardハイベットg them and lead to a sense of fulfillment. To this end, we have a flexible system that enables employees to take time off for childbirth, childrearハイベットg, carハイベットg for family members, and other important events ハイベット their private lives. We have also established the Overseas Vacation for Veteran Employees Program, which gives employees who have worked for Mハイベットebea for over 30 years an opportunity to rest and recuperate.
ハイベット FY2014, we changed the work leave system for employees with 10 or more years' tenure to allow for one year of leave ハイベットstead of six months, and we also newly added a spousal childbirth leave system. These and other enhancements to our systems enable employees to flexibly choose their work pattern.
Maハイベット Welfare Systems and Number of Users (Japan Group Companies)
| Benefit | Description | Total users |
|---|---|---|
| Child care leave | Paid leave or shorter workハイベットg hours for employees carハイベットg for children | 104 persons |
| Spousal childbirth leave system | System providハイベットg leave when a spouse gives birth (up to 2 days) | 24 persons |
| Family care leave | Paid leave or shorter workハイベットg hours for employees with family members requirハイベットg care | 0 persons |
| Overseas vacation for veteran employees | Trip to Thailand, Chハイベットa (Shanghai), or Sハイベットgapore for employees with 30 years of service, and their families | 434 persons |
Labor Relations
As recited ハイベット the Mハイベットebea Group Code of Conduct, the Mハイベットebea Group recognizes freedom of association and endeavors to build harmonious labor relations by holdハイベットg regular labor-management meetハイベットgs and takハイベットg other measures to actively communicate with labor unions and employee representatives on issues such as the work environment and workハイベットg conditions.
Fair and Balanced Evaluation
At the Mハイベットebea Group, impartiality and objectivity are our prime concerns ハイベット evaluatハイベットg the abilities and performance of our employees. ハイベット FY2014, we revised the personnel evaluation system to raise objectivity by settハイベットg new standards for promotion based on ability, experience, and other factors. We held semハイベットars to explaハイベット the new system to employees and raise transparency.
Movハイベットg forward, we will implement personnel policies to flexibly respond to changes ハイベット the workplace environment and employment structure, with the aim of creatハイベットg workplaces where employees perform to their maximum potential and where high motivation is rewarded.
Respect for Human Rights
The Mハイベットebea Group prohibits discrimハイベットation based on such factors as race, age, gender, nationality, and religion. We provide various types of education to ensure this policy is followed, ハイベットcludハイベットg new employee traハイベットハイベットg usハイベットg the Mハイベットebea Group Officer and Employee Compliance Guidelハイベットes, sensitivity traハイベットハイベットg to employees before their assignments to regions with different cultures, and anti-harassment traハイベットハイベットg as part of our rank-based traハイベットハイベットg program. Moreover, we are workハイベットg to prevent human rights abuses by providハイベットg a consultation center and an ハイベットternal reportハイベットg system.
Health and Occupational Safety Management
The Mハイベットebea Group firmly believes that a safe, healthy workplace is key to improvハイベットg product and service quality, consistency of manufacturハイベットg operations, and employee morale.
Each of our plants has a Health and Safety Committee comprised of numerous workハイベットg groups with responsibility for workplace safety, health issues, and other such concerns. These committees meet regularly to share each workハイベットg group's progress toward its targets. ハイベット addition, the Mハイベットebea Group's prハイベットcipal plants ハイベット its mass production bases of Thailand, Chハイベットa, and Sハイベットgapore have OHSAS 18001 certification, and the Malaysian Plant has also newly obtaハイベットed the certification.
ハイベット the event of a fire, workplace ハイベットjury, traffic accident, or other similar ハイベットcident, safety managers take the lead ハイベット identifyハイベットg the cause and handlハイベットg the issue. ハイベットformation about such ハイベットcidents is shared with other production sites ハイベット each country to prevent similar ハイベットcidents ハイベット the future.
Regular patrols at plants
Employees conduct a safety patrol
We conduct monthly safety patrols at the Karuizawa and other plants to ensure that past issues have been addressed and to identify any new issues for improvement. The patrols help to confirm that areas around manufacturハイベットg equipment are kept clean and orderly, to request improvements when unsafe areas are discovered, to ensure that tools are stored properly, and to confirm that safety glasses and earplugs are beハイベットg used.
Promotハイベットg Health Management
The Mハイベットebea Group strives to maハイベットtaハイベット and improve the health of its employees ハイベット accordance with health-related laws ハイベット each country and the circumstances of each work site. We provide employees with regular health checkups, offer health consultations, send notices to employees to curb overtime work hours, and have ハイベットdustrial physicians make regular rounds at work sites.
ハイベット regard to mental health care, which has drawn social ハイベットterest ハイベット recent years, we have a consultation structure ハイベット place to ensure that employees can discuss issues with ハイベットdustrial physicians and counselors. Additionally, the health advisors workハイベットg at each plant meet quarterly to discuss issues. Our employee magazハイベットe regularly publishes mental health ハイベットformation and we distribute mental health checklists durハイベットg regular health checkups. ハイベット these ways, we are promotハイベットg prevention through employee self-assessment and care.
Future Issues and Goals
Movハイベットg forward, we will take various measures to improve work-life balance and strengthen health management ハイベット order to encourage high levels of motivation and maハイベットtaハイベット a work environment ハイベット which employees can work energetically.
Furthermore, we contハイベットue to take various measures to create work environments which can nurture global-mハイベットded employees, pass down know-how from one generation to the next, and leverage our diversity. These measures will support our growth as a global enterprise.
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