Human Resources Strategy
SII is dedicated to cultivating creative and professional talent while fostering an environment where each employee can fully showcase their abilities.
Human Resource Development
Human Resource Development System
SII is striving for the development of creative and professional human resources. Our Human Resource Division aids human resource development by offering training for each level, professional education by job category in areas such as quality assurance, environmental administration, and intellectual property, and OJT at the respective workplaces.
The Mentor System is also provided to new employees. This system appoints a senior employee as a mentor and a counselor who is able to be consulted with to each new employee in order to provide continued mentorship and support.
Human Resource Development at Sites around the World
SII has trained the HR Divisions of its overseas sites to be able to train their own employees. They now have the knowledge and skills to develop their own human resource development policies, human resource development systems, and training plans. SII is educating lecturers and carrying out training proactively in-house even without support of the Japan personnel department. Furthermore, in external training, the objectives and needs of training are communicated to training companies, and training is being customized to meet the needs of each company before implementation.
Support for Career Development
SII is focusing on developing independent and self-responsible human resources who can establish their own careers and missions.
The In-House Recruitment System and a Free-Agency System have been launched to respect employee’s personal goals and to help expand their career choices and make a range of career options available to them.
Professional Resources Management System
SII has introduced the “Professional Resources Management System” to pass down skills and techniques, and also to train junior employees. With this system, we certify professional employees who possess advanced expertise. The system includes Specialists, who are experts in fields like R&D, engineering and production engineering; and Meisters, who specialize in manufacturing operations such as processing and assembly. There are three levels respectively.
As of April 2023, SII has certified 6 Specialists and 2 Meisters, and they are playing active roles in their fields and also focusing on training their successors; proprietary technologies and skills are properly passed on to the next generation.
Beginning in FY 2018, we have introduced the Meister System for employees who possess core skills, including our manufacturing sites outside Japan.*
* Target sites: Manufacturing sites in Dalian and Shanghai.
Work/Life Balance
In Japan, SII has established and been continually enhancing a variety of systems which support every employee in balancing their careers and family lives so that they can fully exercise their abilities.
Since FY 2019, we have introduced a system that allows employees to shift their scheduled start and end times within a certain range (work hour shift system). The purpose of this system of flexible work hours regardless of the reasons (i.e., circumstances of childcare or nursing care) is to allow employees the flexibility to enhance their personal lives with other activities such as volunteering or studying. We have also introduced a system that allows employees to work shorter hours for any reason (short-time employee system) and a three-day workweek (short-day work system).
In addition to this, we also have a caregiver leave system that allows for up to three years of caregiving leave for one member of each eligible family, helping them to balance both work and the need for potentially long-term care for their loved ones.
In the future, we plan to establish and introduce a telecommuting system for the purpose of work-life balance by labor and management.
System and Results of Use (in Japan)
| System | FY2019 | FY2020 | FY2021 | FY2022 | FY2023 |
|---|---|---|---|---|---|
| Childcare leave | 23 | 16 | 22 (including 3 male employees) |
17 (including 7 male employees) |
21 (including 8 male employees) |
| Short-hours work for childcare | 22 | 17 | 22 (including 1 male employees) |
19 (including 1 male employees) |
26 (including 2 male employees) |
| Caregiving leave | 0 | 2 | 0 | 0 | 0 |
| Short-hours work for caregiving leave | 1 | 0 | 0 | 0 | 0 |
