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Focusing on Employees’ Growth and Development

Fostering Workplace Diversity

Active Employment of Non-Japanese Nationals Including Foreign Students Studying in Japan

Along with the promotion of globalization and overseas market expansion, there is increasing demand for the securing of human resources with diverse values and workstyles.

In particular, non-Japanese employees have different ways of looking at things and active attitudes toward working, and as such, they are expected to help reform the attitudes of other personnel in day-to-day life at work. Under the assumption of communication occurring in Japanese, we are actively recruiting not only excellent human resources with advanced expertise or skills but also those who have their own ideas and can achieve their work while ensuring the involvement of the people around them.

As of December 31, 2019, 65 foreign nationals from 10 countries have joined Nabtesco’s workforce. We are also providing support for career development and other kinds of support for non-Japanese employees.

Non-Japanese Employees as a Percentage of Total Number of Employees
  • * The calculation scope covers only Nabtesco Corporation. The figures are based on the human resources data.
Breakdown of Non-Japanese Employees(as of December 31, 2019)
  • * Employees naturalized in Japan are counted as the citizens of their countries of origin; employees from Hong Kong are counted as Chinese citizens
Total Number of Newly Recruited Main Career Track Employees (New Graduates) and Percentage of Non-Japanese Nationals
(Unit: persons)
  2015 2016 2017 2018 2019
Total number of newly recruited main career track employees 29 15 27 37 31
Number of non-Japanese nationals 10 2 4 1 5
Percentage of non-Japanese nationals 34.5% 13.3% 15.0% 2.7% 16.1%
  • * The calculation scope covers only Nabtesco Corporation. The figures are based on the human resources data
Corporate Communications Department, Personnel Department, 1, 2

Proactive Employment of Women

Total Number of Newly Recruited Main Career Track Employees (New Graduates) and Percentage of Women
Total Number of Newly Recruited Main Career Track Employees (New Graduates) and Percentage of Women
  • * The calculation scope covers only Nabtesco Corporation. The figures are based on the human resources data.

Nabtesco is conducting its recruiting activities by setting a goal of no less than 20% of the new graduates hired for managerial positions being female. In FY2019, though the decreasing trend of the past two years turned for the better, the percentage of females employed was 16.1% due to the scarcity of female graduates majoring in mechanical engineering and electrical/electronic engineering, which are our primary recruitment targets. Going forward, we will work to convey the image of working at our company mainly from the perspective of our female employees who work actively for us through early events and videos focused on females, etc.

Nabtesco has established a three-year action plan (from April 2020) pursuant to the Act on the Promotion of Women’s Participation and Advancement in the Workplace (enacted on April 1, 2016). We will continue to make efforts to achieve the goals set forth in it.

Our Action Plan Following the Act to Advance Women's Success in Their Working Life
  • Goal 1: Double the percentage of female employees in managerial positions from the April 2019 level by the end of the plan period.
        (0.8%→1.6%)
         Measures: Career plan training, Follow-ups with employees who took childcare leave
  • Goal 2: Achieve and maintain a company-wide average paid leave usage percentage greater than 80%
        Measures: Establishing an environment that promotes the taking of yearly paid leave
Corporate Communications Department, Personnel Department, 1, 2

Promoting Employment of Senior Persons

Re-Employment Rate of Retirees
定年再雇用率の推移
  • * The culculation scope covers only Nabtesco Corporation. The figures are based on the human resources data.

Nabtesco’s continued employment system provides a consolidated environment for experienced employees to maximize their performance levels, such as special benefit for those with advanced expertise.

Due to the revision of the National Pension Act, the rate at which Nabtesco re-employs retired employees will further increase beyond the present level of over 70%.

Experienced employees are sharing their skills with their successors and at each production site team members are conducting activities to turn their tacit knowledge into explicit knowledge. These activities have become an intellectual asset to support our current technical capabilities.

Corporate Communications Department, Personnel Department, 1, 2

Promoting Employment of Persons with Disabilities

A group photo of Nabtesco Link CorporationA group photo of Nabtesco Link Corporation
Employment Rate of Persons with Disabilities
Employment Rate of Persons with Disabilities
  • • * The numbers from 2014 to 2015 cover only Nabtesco Corporation. The numbers in FY2016 and later are total sums and year-round numbers of Special Subsidiary Company-applied group companies. (The number in FY2018 is the one as of June 1.)

Nabtesco has made efforts to employ people with disabilities and sustain them. The employment rate of persons with disabilities is above the statutory rate of 2.2%, every year, and in FY2019, we achieved a 2.26% rate of employment.

In October 2016, Nabtesco Link Corporation, a Group company founded in July 2015, was approved by the Minister of Health, Labour and Welfare as a Specialized Subsidiary Company that is set forth in the Act on Promotion of the Employment of Persons with Disabilities.

Since then, Nabtesco Link has promoted the employment of persons with disabilities and made efforts to arrange the working environment to allow employees to work with a sense of purpose. In FY2017, Gifu Prefecture selected Nabtesco Link as one of the model employers for the employment of persons with disabilities in agriculture. The company continues to make a significant contribution to the Nabtesco Group’s corporate social responsibility (CSR).

The Nabtesco Group will continue its concerted efforts to hire persons with disabilities in order to promote employment in our operating regions.

Corporate Communications Department, Personnel Department, 1, 2

Work-Life Balance

We expect that each employee maintains their mental and physical health, enhances their quality of work, plays their roll at work while feeling a sense of fulfillment and satisfaction, and leads a satisfactory private life at home and in the community. We believe such a lifestyle will develop new values and concepts. Therefore, we have a wide spectrum of schemes in place to promote a healthy work-life balance. In 2016, we set up a special committee of labor and management that aimed to discuss and implement measures to contribute to work-life balance for higher productivity, diversified working styles, and appropriate control over work hours.

Activities Promoting Teleworking

We recently introduced a teleworking system and satellite office working system to encourage our employees to flexibly choose the working time and workplace according to their lifestyle. We will actively participate in the campaigns led by outside organizations* to further promote the prevalence of the system, review it, and discuss more options in consideration of its use.

  • * For example, Telework Days (Ministry of Internal Affairs and Communications) and Jisa-Biz (The initiative of staggered commuting led by The Tokyo Metropolitan Government)

Activities for Appropriate Control Over Work Hours

Today, businesses are required to handle more complex working time management with the popularization of mobile terminals and emergence of new working styles. In 2017, we developed a working time management handbook to standardize internal rules and consciousness. In 2019, we also implemented an e-learning program for the appropriate control of working hours for all directors and managers, with the goal of reaffirming the rules regarding the control of working hours. The IT-based monitoring function has been partially introduced and a system is being constructed to thoroughly control work hours based on objective recording and suppress excessively long work hours. Yearly working hours for individuals are specified in the labor-management agreement, and we are managing them appropriately.

Activities Promoting the Taking of Paid Annual Leave

Percentage of paid annual leave taken
Percentage of paid annual leave taken

In corporation with the labor union, we have established a specific numeric goal of 80% or more of paid annual leave taken based on compliance with the law (36 Agreement). The labor and management committee regularly monitored and found that the rate of paid annual leave taken by employees reached 81.0% (goal: 80%) in FY2019 after each employee was encouraged to take six days off during the planned annual leave taking periods of July, August, July, October, and November. Both the management and employees will continue to promote the use of paid annual leave to elevate the rate of use.

Activities for Achieving Work-life Balance

Regarding childcare and eldercare, in addition to the establishment of a leave system for when an employee's spouse is transferred, we created a childcare support handbook that summarizes childcare-related laws and internal systems to help employees understand the difficult systems in place and undertake necessary procedures more easily. In January 2016, we created a nursing care support handbook to explain the nursing care leave system, which allows employees to take leave repeatedly for up to a total of two years, as well as other support systems and consultation services to provide employees with alternatives to giving up their careers while committing to family responsibilities.

Support for Childcare and Eldercare
  1. Parental leave: Up to two years. This leave can be taken even when the spouse is devoted to full-time child-rearing.
  2. Nursing care leave: Up to a total of two years per family member who needs eldercare, but if the number of days taken off by an employee under the system does not exceed 93 days during the two-year period, the employee can take the leave also after the end of the period. (revised in April 2013)
  3. Leave system for when an employee's spouse is transferred: A maximum of three years leave can be taken.
  4. Shorter working hours for childcare: Working hours can be reduced by two hours per day until the beginning of the child’s fourth grade of elementary school.
  5. Sick/injured childcare leave: This leave is available until the beginning of the child’s fourth  grade of elementary school. Ten days (unpaid) or any necessary number of days that can be covered by the accumulated expired paid leave system (paid)
  6. Paternity leave: This leave can be taken when the employee’s wife gives birth to a child. Five days (paid)
  7. Shorter working hours for nursing care: Working hours can be reduced by two hours per day.
  8. Financing by the Kyosaikai employee cooperative society to support employees taking childcare/eldercare leave
  9. Consideration for employees who are engaged in childcare/eldercare when transferred   (avoiding change of workplace, etc.)
Other Support
  1. Integrated benefits program
  2. Nabtesco corresponding education program
  3. Qualification support program
  4. English/Chinese lessons at each site
  5. Support for club activities
Corporate Communications Department, Personnel Department, 2

Stability of Workforce

Rate of those who resigned for personal reasons
Rate of those who resigned for personal reasons
  • * The culculation scope covers only Nabtesco Corporation. The figures are based on the human resources data

Nabtesco promotes labor management and related measures based on employee turnover data that details the reasons for leaving the company.

The graph on the right shows the rates of male and female employees that retired or resigned from Nabtesco. The rate of employees who resigned for personal reasons has remained at the 1% level, which shows that Nabtesco provides its employees with a good work environment.

We have no plans to implement wholesale layoffs or the encouragement of early retirement in FY2019.

Breakdown of Employees who Resigned or Retired (FY2019)
(Unit: persons)
  (1)Total number Retirees among (1) Those who resigned for reasons related to the company among (1) Those who resigned for personal reasons among (1)
Managers 13 6 0 3
General
employees
58 15 0 35
Total 71 21 0 38
  • * The number of voluntary resignation of executive officers and those who had been re-employed are excluded. The calculation scope covers only Nabtesco Corporation. The figures are based on the human resources data.
Breakdown of Regular Employees (as of December 31, 2019)
(Unit: persons)
  (1)
 Number of permanent
employee
Number of managers
among (1)
(2)
 Number of newly
hired employee
Number of new
graduates among (2)
Male 2,076 335 97 66
Female 215 4 9 4
Total 2,291 339 106 70
  • * The calculation scope covers only Nabtesco Corporation. The figures are based on the human resources data
Average Age, Average Length of Service, and Average Annual Salary (as of December 31, 2019)
Average age (age) Average length of service (years) Average annual income (1,000 yen)
42.2 16.9 7,495
Corporate Communications Department, Personnel Department, 1, 2
Focusing on Employees’ Growth and Development
Labor Practice

Labor Management Relations

Labor Union Nabtesco Corporation was established following the i...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Nabtesco Group ESH Basic Policy and Management Targets

The Nabtesco Group performs environmental, safety and health (ESH) activiti...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Occupational Health and Safety Management System

At the Nabtesco Group’s major plants, processing accounts for a large propo...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Activities

The Nabtesco Group complies with the Industrial Safety and Health Act and o...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Situation Regarding Occupational Accidents

In the Nabtesco Group, the rate of occupational accidents (frequency rate) ...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Creating a Safety Culture

At the Nabtesco Group, we have been working to create a safety culture sinc...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Education and Public Outreach on Health and Safety

We convene a Safety Practitioner Liaison Group twice a year, sharing inform...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Disaster Prevention Initiatives

At the Nabtesco Group, we systematically strengthen our factory buildings t...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Evaluation of Safety and Health Risks Associated with New Businesses and Projects

The Nabtesco Group conducts risk assessments relating to ESH in each stage ...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Health Management

Efforts to Eliminate Mental Health Problems Joint meeting held by the...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Active Employment of Non-Japanese Nationals Including Foreign Students Studying in Japan

Along with the promotion of globalization and overseas market expansion, th...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Proactive Employment of Women

Total Number of Newly Recruited Main Career Track Employees (New Gradua...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Promoting Employment of Senior Persons

Re-Employment Rate of Retirees * The culculation scope covers onl...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Promoting Employment of Persons with Disabilities

A group photo of Nabtesco Link Corporation Employment Rate of Persons wi...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Work-Life Balance

We expect that each employee maintains their mental and physical health, en...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Stability of Workforce

Rate of those who resigned for personal reasons * The culculation...

Focusing on Employees’ Growth and Development
Human Capital Development

Basic Policy on Human Capital Development

We clearly state, “Employees are essential assets” in The Nabtesco ...

Focusing on Employees’ Growth and Development
Human Capital Development

Improving Basic Skills of Young Employees to Immediately Become an Effective Workforce

Second-Year Research Report & Presentation We provide new gradua...

Focusing on Employees’ Growth and Development
Human Capital Development

Development of Globally Competitive Human Capital

Training to develop skills for meetings in an international setting ...

Focusing on Employees’ Growth and Development
Human Capital Development

Development of Human Capital at Overseas Group Companies

The Nabtesco Group is proactively endeavoring toward the development of hum...

Focusing on Employees’ Growth and Development
Human Capital Development
Response thumb 123 377 02e

Increasing Our Employees’ Awareness of the Nabtesco Way

Workshop on The Nabtesco Way We established the Nabtesco Way in Octo...

Focusing on Employees’ Growth and Development
Human Capital Development

Proper Evaluation of Personnel

Nabtesco Corporation ensures that all of its employees are evaluated proper...

Focusing on Employees’ Growth and Development
Human Capital Development

Employee Incentives

Nabtesco Corporation offers a variety of award programs that involve all em...