Human Resources Management
- Basic approach
- Promotion system
- The ideal state of human resource management
- Employment and labor practices
- Human resource development
Basic approach
Our group's Corporate Philosophy is `` People-oriented management.''
In order to leverage the Group's strengths and contribute to society, we create a workplace where diverse human resources can maximize their individual abilities and work with satisfaction, regardless of gender, nationality, age, or disability. We aim to create. We also respect the diverse values and career aspirations of our employees, and strive to develop human resources who are willing to take on new challenges and who can perform high-quality work.
In 2015, we established the Human Resources Policy, which systematizes the basic policies for human resources strategy. We are deploying various human resources measures throughout the group based on our human resources policy. (The personnel policy is written in both Japanese and English.)
The artience Group (hereinafter referred to as the “Group”) has established the Corporate Philosophy of People-oriented Management as the starting point of all of its corporate activities. In addition, employees are the Group’s most important and indispensable asset, embodying Our Principles (action guidelines) and implementing our Brand Promise of “Creating value that resonates with the senses and building a future where all people can live enriched lives.” We regard them as a driving force for value creation and sustainable growth.
To enable each and every employee—as the driving force for value creation and sustainable growth—to play an active role with independence and energy, the Group will fulfill the three responsibilities of respecting the diversity of its employees, supporting employee growth, and enabling employees to work with peace of mind.
Based on this basic approach, we have established this Basic Policy on Human Resource Management (hereinafter referred to as this “Basic Policy,”) and will develop strategies and implement measures relating to human resource management on a global basis in accordance with this Basic Policy.
Three Pillars of Human Resources Management
- Fostering a Culture that Empowers Diverse Human Resources
We believe that we can create new value to provide to the world by respecting the human rights and diverse values, ideas, and ideas of employees with diverse backgrounds, regardless of gender, age, nationality, disability, etc., and by having all employees engage in their duties to the fullest. The Group will create a corporate culture in which such diverse human resources can play an active role.
- Building a System that Allows Independent Career Choices
The Group will establish and operate a human resources development system based on its responsibility to hire human resources who empathize with the Group’s philosophy and want to grow as individuals within the Group, and to continuously provide employees with opportunities for practice and growth toward the career development they envisage.
- Creating a Work Environment Where Employees Can Work with Peace of Mind
For employees to maximize their abilities, workplace health and safety, appropriate and fair labor management and evaluation, employee health, and necessary and sufficient welfare are essential. The Group will create a workplace environment that takes these factors into consideration, and work to continuously improve it so that each and every employee can work with peace of mind.
Issues to address in human resources management
(1) Respect for human rights
We recognize that respect for the human rights of each and every employee is of the utmost importance, taking precedence over all corporate activities.
(2) Legal compliance
We will comply with the laws and regulations of the countries and regions in which we conduct business activities, and respect and comply with international codes of conduct relating to human rights and labor.
(3) DE&I (diversity, equity and inclusion)
We will work to create a work environment in which all employees can recognize, accept, and respect each other's diversity and demonstrate their abilities, with fair and equal opportunities, by fostering a corporate culture and reforming personnel systems.
(4) Personnel development
In order to support self-fulfillment for the growth of our employees, we provide opportunities for education, training, and self-development, multi-functionalization, and voluntary challenges.
(5) Personnel system
We will implement a personnel system that leads to the growth and motivation of individual employees, and fair evaluation and treatment.
(6) Labor management
Based on mutual cooperation between the company and employees, we will establish labor management rules and systems in compliance with the laws and regulations and labor practices of each country, and will work tirelessly to improve them.
(7) Health and productivity management and the employee welfare programs
We will aim to balance work and personal life by ensuring labor productivity through health promotion, and expanding welfare programs with an emphasis on well-being.
Scope of application
This Basic Policy applies to all employees directly employed by the Group. For this reason, all Group companies shall engage in human resources management in accordance with this Basic Policy. Some items of this Basic Policy also apply to job seekers wishing to gain employment with the Group.
Revision, abolition and management
Decisions regarding the revision or abolition of this Basic Policy shall be made by the Board of Directors of artience Co., Ltd.
The department in charge of the revision and abolition of this Basic Policy shall be the department that oversees the human resources management of artience Co., Ltd.
Established on May 10, 2024 (resolved at the Board of Directors on May 10, 2024)
Promotion system
Human Resources Department takes the lead in promoting human resource management based on the Human Resources Policy, which systematizes the basic policies for human resources strategy. In addition, we are working to develop human resources by implementing measures and coordinating with each base in Japan and overseas, taking into account the labor laws and practices of each region and country.
The ideal state of human resource management
Corporate Philosophy is People-oriented management, and our group's most important management resource is our employees. Based on the three pillars for employee growth established in our human resources policy, diverse human resources work on their respective missions and support the group's value creation. We aim to provide sustainable value by allowing each employee to maximize their abilities and grow together with the company.
Building a system for long-term career development
We provide practical opportunities for future careers in order to empathize with our management philosophy and embody the kind of employee we expect.
We will provide this information and develop a system for its development.
Fostering a Culture that Empowers Diverse Human Resources
Based on the idea that we can provide new value to the world by working hard together and combining knowledge and technology, we will create a culture where diverse human resources can thrive.
Creating a Work Environment Where Employees Can Work with Peace of Mind
Based on the belief that a safe working environment and the health of our employees are of the utmost importance, we will continue to improve the working environment so that each and every employee can work with peace of mind.
Employment and labor practices
Risk management related to labor issues
Our group (in Japan) disseminates information to employees with the aim of complying with labor-related laws, and also operates a management council where the labor union and the company conduct discussions to improve work styles.
In addition, in order to manage and monitor risks related to employees' work, we encourage employees to take annual paid leave, monitor working hours, and work to prevent overwork. In fiscal 2022, there were 0 cases of violations of the Labor Standards Act in Japan.
Dissemination of policies regarding labor standards
Our human resources and labor management policy includes three points: establishing work rules, building labor-management relations, complying with laws and regulations, and preventing labor risks. Our human resources policy (written in both Japanese and English) is posted on the Global Human Resources Network website, which aims to standardize management operations at each group company, and is available for reference at all times. In Japan, we have also established a human resources information site to disseminate information on personnel regulations, personnel systems, employee benefits, and other matters.
Regardless of whether they are domestic or overseas, each group company conducts appropriate labor management and strives to ensure that the policy is fully understood by all employees.
Fair evaluation and treatment
Our group respects and evaluates actions that lead to the group's results and performance. Wages should be simple, consisting mainly of base salary and bonuses, and benefits should be complementary and consistent with business practices in each country. In order to return a portion of the profits to employees when the company's performance improves, we are building a compensation system that is based on the performance of each employee and reviewing it through consultation with employee (union member) representatives. I am.
Optimization of working hours
We comply with the laws and regulations regarding working hours in each country and manage working hours by applying work styles that are appropriate to employment conditions and work content. In the event that working hours are temporarily increased, we will take into account the health and work-life balance of our employees as much as possible, and manage labor within legally permissible limits that have been discussed and agreed upon by labor and management in advance. .
Labor-management consultation
Management meetings are held at least twice a year with employee (union member) representatives and company representatives to discuss issues that need to be resolved by labor and management.In addition, we provide timely opportunities for labor-management consultations depending on individual issues. I am. In addition, regarding revisions to personnel systems, we provide as many opportunities as possible for mutual proposals and opinions, such as by holding discussions at the secretariat level in advance.
Human resource development
- Human resources rotation system
- TOYO INK College
- Internal award system
- business idea contest