Tokai Carbon guarantees fair employment opportunities for all individuals and considers only aptitudes and strengths in making hiring decisions. We make no distinctions based on race, geographic origin, nationality, age, gender, sexual orientation, or disability.
In hiring recent college graduates, we seek goal-oriented, self-directed individuals who welcome challenges, are problem solvers, and will cooperate with others. When it comes to mid-career hires, we look for people who have skills that respond to our overseas business development, technical development, and other business needs.
In line with our long-term vision of being “A Global Carbon company Contributing to a Better Society,” Tokai Carbon devotes significant attention to human resource development as a way to heighten internationalism and our ability to create value – two of the themes of our basic philosophy. We aim to further strengthen the capabilities of our employees and improve our value creationcapabilities as an organization.
【Certification and ranking system】
Tokai Carbon operates a certification and ranking system that differs depending on career development track, as defined by responsibilities, department assignment, and rotation. This system allows career development tracks to be changed based on Company needs or employee preferences and opens the door to rapid promotion of outstanding individuals.
We employ a goal management system that outlines performance goals and topics to clarify target goals for each employee. Each employee participates in a meeting during which they set specific goals and are given progress evaluations to increase individual motivation, promote personnel development, and ensure performance management.
To promote understanding of the personnel evaluation system and goal management system, and to eliminate inconsistency in evaluations, we provide training for employees who become new evaluators to ensure the effective implementation of the system.
Tokai Carbon has a system under which employees — mainly general career-track employees whose professional education includes position rotations — annually assess the volume and quality of their work and express desires for current and future positions and locations. This information is communicated to the Human Resources Department by employees in personal interviews. It is used by the department as basic input for making career development and training decisions, and for assessing individual positions and workplace environments.
【Education and training】
In 2017, we introduced overseas language training, global leadership training, and executive management training to develop candidates for future leadership positions at Tokai Carbon. Young and mid-career employees selected by the business divisions for participation in these programs underwent language training for two months and six months of executive management training in the Philippines. Following their training, participants conducted presentations on their achievements for the president and business division leaders. Given the positive results of the 2018program, we are planning to conduct it again in 2019.
Tokai Carbon regularly conducts stratified training for department heads, section heads, mid-level employees, employees who have recently completed their first year with the Company, and new hires. These training programs are open to participation by employees of Group companies, as well.
The training time per employee of selective and stratified training is seven hours per year.
In addition, we have established a correspondence education system and a public qualification incentive system for the purpose of self-improvement of individuals. As part of this growing culture of encouraging self-improvement, we have implemented a new public qualification incentive system from April 2019, including increased lump-sum incentives for public qualifications.
Tokai Carbon allows employees to take childcare leave for up to two years following the birth of a child, and nursing care leave for a total of 93 days per family. Employees may also work shortened hours up to the time their children enter elementary school. These benefits exceed statutory standards and give employees a relatively high level of flexibility in meeting family needs.
Regarding annual paid leave, our policies offer even greater flexibility with not only planned leave of at least five days but also systems for taking half days and accumulating expired leave.
【Continuous employment system】
We have established a re-employment system that enables motivated and skilled elderly workers to continue their employment for five continuous years after the mandatory retirement age. In 2018, we continued the employment of all 28 people who requested to stay on. To enhance our ability to consistently secure human resources, and to encourage even greater use of the system, we are planning to increase the annual compensation for re-employed workers beginning in 2019.
【Opportunities for women】
In 2018, Tokai Carbon formulated an action plan for promoting the careers of women. Under this plan, our goals over the two-year period beginning April 2018 and extending to March 2020 are to increase the hiring of female new graduates to at least 30% of people taken on for career-track positions and to foster a workplace environment that encourages women to continue working even after giving birth and as they proceed to raise their families.
【Expanding hiring of people with disabilities】
As of June 1, 2018, people with disabilities made up 1.64% of Tokai Carbon’s workforce. This figure is lower than the legally mandated rate, which we are actively working to achieve by creating working environments where people with disabilities can succeed.
【No. of employees and employee turnover (voluntary) (Non-consolidated) *Excluding fixed-term workers】
|No. of employees||729|
|Employee turnover (voluntary)||14|
【Consolidated employment figures by region】
Consolidated employment figures by region
Scroll horizontally to view the whole table
|Selective Training||Overseas language training||Language skills||2||2|
|Global leadership training||Logical thinking, marketing, finance, and leadership skills||4||-|
|Executive management training||Acquire skill to plan and conduct a business plan from a management perspective view.||-||2|
|Stratified Training||New-hire training||Human rights, business manners, English language, understanding of Company systems, etc.||5||10|
|Training for employees with one year of experience at the Company||Basic conduct and communications||8||5|
|Senior staff training||Understand the roll of leader and enhance the leadership skill||-||40|
|Section leader training||Leadership, philosophy, human rights, HR evaluation||9||10|
|General manager training||Management vision training and philosophy penetration training||-||10|
【Work-life balance data (Tokai Carbon Co., Ltd.)】
Work-life balance data (Tokai Carbon Co., Ltd.)
|Employees returning from childcare leave||100％||100％|
|Employees taking family care leave||0 individuals||0 individuals|
|Avg. percent of annual paid leave taken||52.3％||50.0％|
|Avg. overtime hours per month||9.hours||12.2hours|