Labor Practices - Stable Employment, Fair Evaluation, and Human Resource Development
Basic Policy on Human Resources
The basic personnel system policies of NuFlare Technology are to create worthwhile workplaces through developing the abilities of employees, cultivating human resources, and evaluating and treating them in a fair manner, and to develop human resources who are able to realize the “Vision of NuFlare Technology” by introducing a merit- and performance-based personnel system.
For any enterprise, sustainable growth is required in order to ensure stable employment and continuous human resources development. With this in mind, each and every employee should realize the vision of NuFlare Technology and contribute to sound and sustainable development of NuFlare Technology, which will lead to stable employment. We offer a wide range of employment opportunities for new graduates and mid-career recruits.
Policies for Fair Evaluation and Remuneration
To further motivate senior employees, NuFlare Technology abolished a rule for mandatory resignation at a fixed age in 2020 and now allow them to maintain their positions if they are considered to continue demonstrating high performance.
NuFlare Technology bestows an achievement award upon employees who have accomplished distinguished performance and exhibited excellence in their work. At the annual commemoration of NuFlare Technology’s founding, a commendation ceremony is held to present job and safety performance awards to such employees. In August 2018, NuFlare Technology established a General Manager’s Award system to enable timely recognition of employees who have demonstrated meritorious service in their daily activities and work, thereby creating another opportunity to raise the motivation and morale of employees.
NuFlare Technology values the opinions of its employees and promotes cooperation and exchanges among them toward creation of a good working environment. We have modified the job terms for various systems including improvement of our flexitime and leave of absence systems. In addition to these reforms, we are continuing to formulate and develop improvement policies reflecting the opinions of our employees through labor-management meetings and other opportunities.
We hold a company-wide softball tournament once a year to strengthen communication among employees. (Since 2020, we have determined whether to hold a tournament according to the spread of the coronavirus.) In order to cultivate closer ties among employees, we also offer assistance for employees’ club activities.
The Softball Tournament
Human Resource Development
Enhancement of human resources is the key to NuFlare Technology’s business development. It is an important part of the mid-term plan, and these enhancement efforts are moving steadily forward. We not only focus on the response to rules and systems but also has commenced internal English language training programs to improve employees’ global business skills. In addition, NuFlare Technology not only provides in-house training programs for its employees but also regularly incorporates the training programs conducted across Toshiba Group into its own training system, expanding extensive training opportunities. Moreover, employees are transferred to different departments to promote professional growth through broadened perspective and experience. These steady efforts bring vitality to the organization.In the field of engineering, we have established positions for those with expertise in a particular area of engineering (e.g., technology experts and senior technology experts) as part of our efforts to further enhance the human resource development system.
In addition to on-the-job training in each workplace, NuFlare Technology provides employees with a wide range of educational opportunities on a company-wide basis, including training according to position and specialty. We have a system in place to develop training programs. Before and after a training session, we examine the educational curriculum closely together with the person responsible in the human resources development department, owners of training programs who are representatives from the department attending the program, and the lecturer. We also receive feedback from the trainees. This helps to establish an effective educational curriculum designed specifically to address field needs and management issues and train our employees effectively.
As in-house education designed for personnel growth,NuFlare Technology provides mandatory hierarchy-based training courses upon start of employment and in the third to fifth year of employment, as well as when you are promoted or appointed to a managerial post as your career progresses. These training courses provide the minimum knowledge and skills necessary for each position so that you can undertake your role effectively.
|Training and development based on level of responsibility||A compulsory program must be completed by all employees at the time they join us and each time they are promoted or assigned to a managerial position. This program allows participants to acquire the skills and knowledge that are required for their new roles and responsibilities. We also offer mid-career employment training for the realization of diverse forms of employment.|
|Job-type based training and development||This type of training aims to equip employees, based on their career stages, with knowledge and skills required for different job functions.|
|Risk & compliance training||This training is provided to educate employees on risks and compliance essential for business operations. Topics include Standards of Conduct, Protection of Personal information, the Subcontract Act, export control, the Environment, Intellectual Property, and Information Security.|
|Training for management talents||This training program is based on selection that aims to develop future leadership candidates for NuFlare Technology.|
Training and Mentoring Programs for New Employees
NuFlare Technology offers its own training program that runs for several months for new employees. During the program, the new employees learn business manners to learn the basics necessary as business persons. They also work in all areas of the business and acquire a thorough grounding in the basics of technology and monozukuri (manufacturing). Besides this program, we offer a mentoring system to help new employees adjust to new workplaces, demonstrate their capabilities to the full as early as possible, and improve their capabilities. A mentor is a trusted counselor of a mentee who supports him/her in day-to-day work and living through appropriate communication (reporting, contacting, and consultation) and a handwritten weekly report. The mentoring system helps train new employees while raising the motivation of mentors to develop capable human resources. The system brings different generations together as mentors and mentees who learn from each other.
NuFlare Technology is committed to personnel development to improve employees’ technical skills and expertise. New employees hired for specialty work attend a residential technical school for one year (Toshiba Technical School). The objectives of Toshiba Technical School are: 1) acquiring skilled personnel, 2) maintaining and passing on core and fundamental skills to the next generation, 3) providing personality-building experiences to develop manufacturing leaders. Its focus is on the development of personnel who will serve as a core for monozukuri (art, science and craft of making things) and enhancing Japan’s monozukuri capability which is essential for globalization of production. Toshiba Technical School strongly supports the monozukuri capability of Toshiba Group by providing not only basic training programs for new employees but also immersion classes for applicants for National Skill Competitions.