• Sustainability
  • Human Resource Development

Human Resource Development

Basic ideas

Basic ideas on hiring and employment

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.


Initiatives for Human resource development

【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.

【Evaluation system】

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】

  1. Specialized training

    Training to study languages abroad, for next-generation leadership and for executive management based on selection, was introduced as specialized training in 2017 to secure future management candidates. In 2021, an executive management training course was conducted over a period of six months to managerial staff members selected from each business department. However, the two-month study abroad language training was called off due to the COVID-19 crisis and was replaced by programs that could be attended in Japan for candidates for an overseas posting selected from the younger staff of each business department.

    In 2022, we will be conducting six-month next-generation-leader training for medium-level staff selected from each business department. Note that study abroad language training will be conducted after a style of training compatible with living with COVID-19 is developed. The training participants will conduct presentations on their achievements for the president and business division leaders.

  2. Stratified training

    In terms of stratified training, training for general managers, managers, management leaders, and senior staff is conducted as training courses for managerial staff, while leadership training, cafeteria training (where the participants freely select a program for skills that are useful for their work), global training, career design training, step-up training, second-year training, and new hire training are conducted for the younger generation. Training for managerial staff accepts trainees from group companies if so requested.

    New hire training has been enhanced from 2019, with on-site training at plants, in addition to head office introductory training for approximately three months, in order to provide new hires with basic knowledge regarding safety and production management, etc. required of employees of a manufacturing company.

    In 2021, stratified training has been further enhanced and opportunities to learn career designs, creation of a global mindset, basic knowledge of MBA, etc., will be provided annually to the younger generation with one to seven years of work experience and for each job class for the managerial staff.

    The training time per employee for specialized training and stratified training will be 9 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.

Work-life balance

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 complete the third grade of 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.

Promoting diversity

【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 2021, we continued the employment of all 19 people who requested to stay on. In addition, we revised our compensation system to increase pay for re-employed workers and include them in the same personnel evaluation system used for regular employees. Moving forward, we will continue to consider policies to promote our ability to reliably secure human resources and encourage greater use of our re-employment system.

【Opportunities for women】

In our general employer action plans for promoting the careers of women formulated in 2020, we set goals over a two-year period beginning April 2020 and extending to March 2022 to increase the hiring of female new graduates to at least 30% of people taken on for career-track positions and to attain a 65% or higher acquisition rate of annual paid holidays. While the percentage of females to the total number of new graduates taken on for career-track positions hired in 2021 reached 33%, we will continuously work on increasing the hiring of female new graduates for career-track positions and creating a comfortable work environment for female employees.

【Expanding hiring of people with disabilities】

As of June 1, 2021, people with disabilities made up 2.55% of Tokai Carbon’s workforce, achieving the legally mandated rate. We are actively working to employ people with disabilities by creating working environments where people with disabilities can succeed.

<Employing person with disabilities in TOKAI farm>
We began working to cultivate vegetables with special needs individual using a corporate farm.Two farm managers and six staff members are engaged in a hydroponics facility in an indoor farm.We can harvest leafy vegetables, such as pine and vegetables, in about one month after sowing. The harvested vegetables are distributed to employees.
These initiatives are one of our means to ensure employment for person with disabilities and contribute to the realization of a symbiotic society.

Seeding scene

Seeding scene

Employees of TOKAI firms

Employees of TOKAI firms


Human Resource Development data

【No.of employee,employee turnover(voluntary),and percentage of female employees to total employees (Non-consolidated) *Excluding fixed-term workers】

2018 2019 2020 2021
No. of employees 729 769 778 760
Employee turnover (voluntary) 14 17 11 20
Percentage of female employees to total employees 6.7% 7.9% 8.5% 8.3%
Percentage of females to the total number of employees taken on for career-track positions 20.0% 42.9% 20.8% 33.3%

【Consolidated employment figures by region】

Consolidated employment figures by region

Scroll horizontally to view the whole table

Data Points 2018 2019 2020 2021
Japan 1,258 1,292 1,299 1,268
North America 660 664 642 698
Europe 268 979 1,356 1,389
Asia 758 779 881 934
Total 2,944 3,714 4,178 4,289

【Training conducted】

Type of Training Program Focus Participants Total hours
2018 2019 2020 2021 2019 2020 2021
Specialized training Specialist Overseas language training Language skills 2 2 - 2 560 - 360
Specialist Next-generation-leader training Logical thinking, marketing, finance, and leadership skills - - 2 - - 200 -
Specialist Executive management training Acquire skill to plan and conduct a business plan from a management perspective view. 2 - - 1 - - 90
Stratified Training New-hire New-hire training Human rights, business manners, English language, understanding of Company systems, etc. 10 14 24 3 12,530 13,392 1,674
Specialist Training for employees with one year of experience at the Company Basic conduct and communications 5 10 14 23 80 98 161
Specialist Step-up training Mastering problem-solving techniques - - - 22 88
Specialist Career design training Promotion of career design - - - 22 154
Specialist Global training Globalization awareness-building - - - 21 84
Specialist Cafeteria training Knowing your strengths and weaknesses to acquire a foundation as a member of society - - - 23 90
Specialist Leadership training Acquire problem-solving techniques using logical thinking - - - - -
Specialist Senior staff training Understand the roll of leader and enhance the leadership skill 40 - 30 - - 420 -
Specialist Management leader training Acquire basic management knowledge - - - - - - -
Specialist Manager candidate training* Leadership, philosophy, human rights, HR evaluation 10 13 22 - 312 462 -
Specialist Training for general manager candidates* Management vision training and philosophy penetration training 10 - 12 15 - 399 210
Specialist Supervisor Training Target management and feedback - - 4 5 - 12 15

* Titles have been changed from FY2021 as candidates have also been included in persons to receive training, in addition to newly appointed persons.
The total number of hours of new-hire training and other selective training planned by the Head Office in FY2021 was 1,674 hours and 1,252 hours, respectively.

【Work-life balance data】

Work-life balance data(non-consolidated)

Date Points 2018 2019 2020 2021
Employees returning from childcare leave 100% 100% 100% 100%
Employees taking family care leave 0 individuals 0 individuals 0 individuals 0 individuals
Avg. percent of annual paid leave taken 50.0% 57.9% 62.9% *
Avg. overtime hours per month 13.45hours 11.76hours 7.93hours 11.17hours

* The 2021 results will be released around July.