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 creation capabilities 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. In 2020, mid-career employees selected by the business divisions for participation in these programs global leadership training for six months. In 2021, we will conduct overseas language training for two months and executive management training for six months. Following their training, participants will conduct presentations on their achievements for the president and business division leaders.
Tokai Carbon regularly conducts stratified training for general manager, manager, mid-level, second year and new hires. These training programs are open to participation by employees of Group companies, as well.
We enhanced training for new hires from 2019 and conducted about three months of on-site training at plants, along with introductory training at the Head Office, in order to provide new hires with basic knowledge regarding the safety and production management, etc. required of employees of a manufacturing company.
From 2021, we will enhance the stratified training for younger employees by years of service and mid-level employees by each level, in order to offer opportunities to nurture career design and a global mindset and obtain basic knowledge of MBA, etc.
The training time per employee of selective and stratified training is 19 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 2020, 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.
Employees of TOKAI firms
【No.of employee,employee turnover(voluntary),and percentage of female employees to total employees (Non-consolidated) *Excluding fixed-term workers】
|No. of employees||729||769||778|
|Employee turnover (voluntary)||14||17||11|
|Percentage of female employees to total employees||6.7%||7.9%||8.5%|
|Percentage of females to the total number of employees taken on for career-track positions||20.0%||42.9%||20.8%|
【Consolidated employment figures by region】
Consolidated employment figures by region
Scroll horizontally to view the whole table
|Type of Training||Program||Focus||Participants||Total hours|
|Selective Training||Specialist||Overseas language training||Language skills||2||2||2||-||560||-|
|Specialist||Global leadership training||Logical thinking, marketing, finance, and leadership skills||4||-||-||2||-||200|
|Specialist||Executive management training||Acquire skill to plan and conduct a business plan from a management perspective view.||-||2||-||-||-||-|
|Stratified Training||New-hire||New-hire training||Human rights, business manners, English language, understanding of Company systems, etc.||5||10||14||24||12,530||13,392|
|Specialist||Training for employees with one year of experience at the Company||Basic conduct and communications||8||5||10||14||80||98|
|Specialist||Senior staff training||Understand the roll of leader and enhance the leadership skill||-||40||-||30||-||420|
|Specialist||Section leader training||Leadership, philosophy, human rights, HR evaluation||9||10||13||16||312||336|
|Specialist||General manager training||Management vision training and philosophy penetration training||-||10||-||12||-||399|
|Specialist||Supervisor Training||Target management and feedback||-||-||-||4||-||12|
The total number of hours of new-hire training and other selective training planned by the Head Office in FY2020 was 13,392 hours and 1,591 hours, respectively.
【Work-life balance data】
Work-life balance data(non-consolidated)
|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||52.3％||50.0％||57.9％||*|
|Avg. overtime hours per month||12.19.hours||13.45hours||11.76hours||7.93hours|
* The 2020 results will be released around July.