Personnel Affairs-Basic Principles
The Fujikura Group is committed to identifying the needs of customers, employees, and society to build win-win relationships with them and to incorporating the results into personnel methods and systems.
Human Rights Day campaign
Measures for the United Nations Global Compact
Fujikura Ltd. announced its support for the United Nations Global Compact (UNGC), which sets out the universal and international principles on human rights, labor, the environment and anti-corruption. On September 3, 2013, the company became a signatory to the Global Compact and also joined the Global Compact Japan Network (GC-JN).
We conducted activities to entrench the ten principles of the Global Compact across the company, receiving support from the GC-JN.
Major activities for the UNGC
Management of occupational safety and health and ethical considerations
For all its employees around the world, the Fujikura Group manages occupational safety and health ethically and ensures a good working environment, where human rights are respected and discrimination is prohibited, based on Fujikura's Code of Conduct. We are also committed to fair and square labor management in line with the International Labour Conventions that set out international labor standards, while also giving due consideration to the related laws, regulations, and social norms, including the Japanese Labor Standards Act and the Industrial Safety and Health Act.
Criteria for the management of employees' health and safety and for ethical considerations
Labor-management relationship based on acceptable consultation
We are committed to building relationships of trust between labor and management through discussions conducted with mutual respect by both parties. In order to keep labor union members fully informed, we also hold briefing sessions and consultation meetings on management policies, business plans, management measures, and business measures. In addition, management and union members engage in frank exchanges of opinions, striving to deepen mutual understanding and resolve any issues or disputes when they arise.
We also hold regular labor-management workshops inviting union leaders, the President, and divisional managers as lecturers to speak about the management environment of the Company, corporate policies, and the labor union's policies. Labor conditions are also determined through labor-management discussions and agreements reached at consultation meetings.
Creation of comfortable workplaces
The Fujikura Group is committed to providing employees with comfortable workplaces based on the Fujikura Group CSR Activity Guidelines, which states, "Secure the safety of all people involved in Fujikura Group's corporate activities, while maintaining a comfortable work environment and striving to improve it."
Formulation of the policy to keep the length of employees' working hours on an appropriate level
The Fujikura Group has set the following policy to keep the length of employees' working hours at an appropriate level, as part of the activities to further improve the workplace environment for employees.
Fujikura group Management of adequate working hours activity policy
The Fujikura group proactively addresses Management of adequate working hours activities, such as institutional and organizational climate reforms, etc.,in order to create the environment where diverse human resources can demonstrate their abilities to the utmost, and to realize the enhancement of corporate value.
Fujikura Group's activities
In fiscal 2013, the following activities were conducted at 48 major Fujikura Group companies.
Reemployment of retirees
We regard the manufacturing technologies and management knowhow that have been accumulated by retirees as one of the important properties of the Fujikura Group, and we therefore reemploy willing retirees who are still very much required by the Group as "masters consultants."
Following the revision of the Japanese Act on Stabilization of Employment of Elderly Persons in April 2013, we have introduced a reemployment system for retirees who meet the selection criteria for continued employment (up to five years), as defined in the labor-management agreement.
Employing and promoting more women
We will continue to implement measures to help women display more of their abilities by employing and promoting more women.
Employment of people with disabilities
In recent years we have been proactive in implementing measures to employ disabled people, but fortunately our employment ratio for people with disabilities is still 1.86% as of March 2014. We will take more measures to achieve the legal ratio.
Employment of foreign nationals
In promoting global management, it is becoming more important for us to manage human resources across national borders. At present, Fujikura has 50 non-Japanese employees.
Fellow certification program
Fujikura certifies employees who have achieved significant business results, who have outstanding expertise and excellent characters, and employees who have received high academic evaluation from outside the company as "fellows (special researchers)" and treat them just like directors.
Measures for better work-life balance
Fujikura Academy's Approach to Human Resource Development
The Fujikura Academy
On the occasion of celebrating a corporate history that spanned 120 years and launching its "Third 60 Years", Fujikura undertook the total renovation of its management philosophy to become an enterprise that helps customers create value and that makes contributions to society through its "Tsunagu" technologies. In order to develop talent who will help the Company reach this goal, we established Fujikura Academy as the employee training/education department of the Fujikura Group in April 2006.
Approach to human resources development
The focus of human resources development is on on-the-job training (OJT), collective training (OFF-JT), self-development, and job rotation, and these four are supported by a corporate culture and climate oriented toward human resource development.
Fujikura's educational system
Mandatory stratified training for all employees
We have training programs for each career stage, including programs for employees in the first, second and third year of employment, and for OJT, team leaders, and managers. There are also programs for managers who support the personnel system, such as a training program for evaluators.
We provide selective training designed to develop leaders for manufacturing and other business operations.
We also provide a range of optional training programs for proactive use by employees who are highly motivated to improve their abilities regarding presentations in Japanese and English, communication, management, and accounting, and by employees who are recommended by their managers to receive extra training.
Correspondence courses and external training