HOME >> CSR 2012 Top >> Relations with Employees

The DOWA group aims at being a company that can survive in business on a global basis and continuing to be a group of human resources with recognized talents. We set up the following goals on human resources and organizations in our Mid-term Plan V.

Employment

The DOWA group tries to maintain an appropriate number of employees, considering the present status of employees and our growth plan. As of March 31, 2012 we have total 5,323 employees of which 89% are male and 11% are female. The number of temporary workers including contract employees, non-regular staff and dispatched workers is 1,523.

Fiscal year Classification		2009		2010		2011
		Male	Female	Male	Female	Male	Female
Regular employees in Japan	Director	126	1	127	1	123	1
	Manager	678	9	670	8	681	8
	Ordinary employees	2,662	285	2,698	291	2,699	288
Dispatched employees	Non-regular employees in Japan	290		454		432
	Part-time workers, temporary workers and seasonal workers	670	241	741	270	826	265
Total (excluding dispatched employees)		4,136	536	4,236	570	4,329	562

Human Resources

The DOWA group strives to evaluate and treat our employees in a fair manner and make use of the evaluation system in fostering our employees under the following policies.

	Both an evaluator and an employee to be evaluated should deepen understanding of the evaluation system and the criteria and make best use of the system in evaluating and fostering employee development.
	Employees should understand the skills and capabilities required for each rank and try to accomplish the required job, conduct accordingly and improve skills required for their own rank.

For those purposes, we held the training session for evaluators and the briefing session for those who are evaluated. A total of 900 employees participated. We also conduct a survey on our human resource system every year to understand how employees think about the system and make best use of it for identifying problems and improving operations. We put the Career Matching System in place as part of our career supporting for our employees. Qualified employees can apply for in-house job opportunities directly without going through their supervisors or their own department. The career matching job opportunities are posted on a regular basis every year and in 2011 two employees used this system.

Development and Utilization of Human Resources

The DOWA group is actively promoting various measures and establishing a corporate culture to foster and develop human resources who can play an important role in global markets.
One of the main measures is to "develop professionals." In this effort, we endeavor to enhance On-The-Job Training (OJT) programs, offer opportunities for practical experience and different job experiences (planned personnel reshuffling) to our employees, so that they can improve their professional skills and expand their experience.
We offer coaching training sessions to our management directly relating to their assignments and training sessions for new managers as part of our policy to enhance our management. In 2011 50 employees participated in these sessions.
We enhanced our language education system, aimed at setting up an organization where employees can think and communicate on a global basis. We also started a new program for the 3rd year employees including training sessions to deliver a presentation on their jobs in English.

Work/Life Balance

The DOWA group is committed to improving the workplace for employees. Our work/life balance aims at helping each employee to exercise his/her abilities to the greatest extent according to his/her life style both at work and at home. We strive to improve the working environment by implementing a more flexible working system like flexible working hours and leave of absence system for raising children and caretaking of family members.
In 2011, 13 female employees took child-raising leaves of absence. We will continue our work life balance efforts, based on the action plan to nurture the next generation that was prepared in 2009.

Safety and Hygiene

The DOWA group continues to offer educational programs on health and safety of workplace to employees and those of partner companies to raise awareness and prevent accidents. We also offer study sessions on risk assessment and accident cases in addition to various training and educational programs, especially in production-related departments where environmental and safety education is prerequisite.
In 2011 we conducted inspections and checks at all offices and business establishments, took measures for the problems found and ran risk assessment campaigns across the DOWA group.

Health

The DOWA group considers health as the fountain of developing human resources. We are committed to preventing disease and promoting health of our employees and their families. DOWA strives to protect the priceless health of each employee, including supporting various systems of physical examinations and gynecological examinations and providing advice based on the examination results to prevent lifestyle-related diseases.
We also strive to create productive and vigorous workplace and support mental and physical health of employees. DOWA does this through: hearing of opinions from employees, various interviews at workplace, putting mental health counseling system in place, interview of long-hour workers with our industrial doctors, proper allocation of assignments, and the prevention of passive smoking issues.

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