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Involvement with employees

Basic Policy on Human Rights

For Taikisha, respect for human rights is one of the top priorities as a company operating globally. In line with this policy, the Taikisha Ltd. Code of Conduct stipulates respect for basic human rights and says Taikisha shall not engage in behavior that would undermine individual dignity, such as discriminatory treatment and harassment. Taikisha respects international legal norms, such as the Universal Declaration of Human Rights, ILO Declaration on Fundamental Principles and Rights at Work, and Guiding Principles on Business and Human Rights. Taikisha endeavors to conduct business activities with consideration to human rights of all stakeholders, including employees and business partners.
Taikisha makes its policy regarding human rights known to all employees. In addition, it makes efforts to grasp conduct that goes against human rights through internal audits and the whistle-blowing hotline, and promptly takes appropriate responses.

Basic Policy for Human Resource Development

Taikisha is an engineering company, and its best asset is its human resources. Human resource development and education is positioned as one of the most important management challenges.
There is a lineup of training schemes available in Taikisha to enhance its members’ skills in managing projects and teams and communicating with customers, business partners, supervisors, colleagues and subordinates in addition to improving the expertise of individual employees. Training programs continue to be improved so that they can help employees acquire the knowledge and skills they think they need, thereby providing target-oriented education.
With the aim of developing self-motivated human resources, Taikisha provides education to accelerate the development of professionals and leaders.

Human Development Vision

1. Develop human resources with high morals.
・They conduct fair and just business activities using global perspectives while observing the norms of society, regulations and laws, and rules.
2. Develop human resources who are capable of achieving goals and realizing the visions of organizations and individuals through their work.
・They are highly creative.
・They are cooperative and logical through their actions that are made based on mutual trust in principle.
3.  Develop human resources who flexibly respond to market changes.
・They are able to handle operations on a global scale.
・They are able to strive for business expansion.

Education and Training Schemes

Education and Training Schemes

Promoting career Advancement of the Overseas Local Staff

Taikisha is promoting the introduction of a global human resource system that will allow the transfer of staff between countries in the future, in order to facilitate the career advancement of overseas local staff across national boundaries.
This system defines the roles expected of employees to realize the Corporate Philosophy and enables just and fair evaluations and the appropriate level of compensation that reflects such evaluations. The global human resource system has been introduced step by step since FY2014 and is operational in India, Indonesia, and Thailand as of April 2019.
Going forward, Taikisha will promote overseas local staff to key positions and transfer authority to them so that human resources of overseas affiliates will be sourced locally.

Corporate Culture Committee

The Corporate Culture Committee was set up in 1975 with the aim of creating an organizational culture that provides material and spiritual job satisfaction based on the spirit of mutual trust and cooperation among all employees. In this committee, the employees broadly exchange opinions about operational improvements or organizational revisions while researching, discussing, and planning in cooperation with related departments. In addition, it is engaged in activities to proactively incorporate employees’ opinions and thoughts; for example, a person in charge of planning can request opinions from the committee if any important changes are made in the schemes related to employment treatment, such as labor regulations and others. In labor and management discussions, the Chairman of the Group Culture Committee, who represents the majority of employees, serves as the labor representative.

Just and Fair Assessment

Taikisha’s personnel assessment is conducted based on the philosophies of fair and transparent operations.
In performance evaluation, employees are assessed based on their abilities, motivation and conduct required for each employee and the degree of contribution to business performance. The results are given to employees as feedback, and this is expected to lead to enhanced human resource development. The evaluation of skills, which is one area of ability evaluation, is based on a clear and transparent definition of skills according to the grade and type of job.
At the beginning of the fiscal year, employees and their supervisors set job targets and individual growth targets through interviews and have a monthly dialogue in each month, while being mindful of a monthly PDCA cycle to achieve the targets. By doing so, Taikisha nurtures employees and gives them guidance.
Evaluations at the end of the fiscal year are not limited to assessing employees based on numerical performance results alone, which an excessive achievement-based system tend to do; instead, employees are evaluated not only in view of how much they have boosted their capabilities relative to their individual long-term growth targets, but also by placing importance on how much they have contributed to the creation of added value that Taikisha seeks to generate for society, such as making efforts and demonstrating creativity repeatedly in tackling matters beyond their knowledge as a challenger with enthusiasm while getting others involved as well.

Basic Policy for Improvement of the Work-Life Balance

Taikisha considers that work supports our living base and provides inspiration and joy to our lives. But at the same time, time spent with family and friends and on hobbies is essential in our lives as well. When there is a good balance between them, the inspirations and joys are doubled and our lives are satisfying. A balance between work and life ensures, develops, and radicates high-level human resources that is the driving force and competitive power of Taikisha.

Harassment Prevention

Taikisha has a specialized consultation counter for workplace harassment (i.e., sexual, maternity, power and other types of harassment). Harassment is also addressed by handling reports made to internal and external reporting counters established by the Corporate Compliance Dept.
The consulter and informer are protected by Taikisha’s Whistleblowing Rules and other similar rules. As soon as a matter is reported for consultation, Taikisha takes quick actions to resolve it. Taikisha offers enlightenment activities to make people aware of the need for countermeasures and the significance of preventing and resolving issues.

Basic Policy for Achievement of Diversity

For organizations and corporations, making efforts for diversity has become more important in recent years.
Taikisha believes that sharing diverse perspectives and values helps an organization to respond to the changing environment and needs while creating a more attractive and comfortable work environment.
Taikisha’s overseas affiliates have 3,160 employees of various nationalities, while its domestic organization also has human resources with a wide range of individual characteristics varying in race and gender, totaling 16 foreign employees from six countries (i.e., China, South Korea, the Philippines, India, Nepal, and Russia) as of April 1, 2019.
In the recruitment of new graduates in April 2019, 66 newly-hired employees included six female employees and one foreign employee. Going forward, Taikisha will continue to engage in hiring activities without prejudice against any nationality, gender, or disability.
For the employment of disabled persons, Taikisha will continue to hire disabled persons at a higher rate than the statutory employment rate.
Taikisha considers that its approaches to diversity bring out enhanced human resources and increase their motivation for work.

Promoting Women’s Career Advancement

As part of Taikisha’s efforts for promoting diversity at the workplace, Taikisha is working hard for career advancement for its female employees. Taikisha believes all employees must be allowed to pursue career advancement and fully demonstrate their individuality and abilities to make Taikisha an attractive company to its employees.
In 2016, Taikisha set its aim at increasing the ratio of female employees in managerial positions in the plan of action for general employers pursuant to the Act on the Promotion of Female Participation and Career Advancement in the Workplace, and has since been making gradual progress.
In April 2019, Taikisha formulated a new action plan and announced its aim to double the number of female employees among new graduates hired compared to each of the past three years.
Going forward, Taikisha will not only proactively hire and train female employees but also further enhance its upskill training and systems to create a better working environment for female employees and step up support for women’s career advancement.

Physical and Mental Health of Employees

Taikisha has set up the Taikisha Group Health Insurance Association. Health Counseling Dial 24, an online physical and mental health counseling service made available by the Health Insurance Association, provides speedy and appropriate support to help employees and their family members eliminate any concerns and worries about physical and mental health. This is done through counseling given by specialized counseling staff, who are experienced health nurses, nurses, registered dietitians, or doctors, 24 hours a day, 365 days a year. Concurrently with the introduction of the stress check system in accordance with the revised Industrial Health and Safety Act, Taikisha has established a setting for employees to monitor their mental state and cope with stresses. Taikisha will work to create a pleasant working environment based on the results of group analysis.

Mental Health Support

Prevention 1: Activities to protect the employees from mentally unwell conditions.
・ Internal training to raise awareness of the employees.
Prevention 2: Measures to find problems at an early stage and take prompt and suitable actions.
・Suitable advice and instructions are given upon consultation or communication with the supervisors or the division leader of the person who is unwell. If needed, consultation is available for the employee.
Prevention 3: Measures to precisely learn and manage symptoms in order to prevent them from becoming worse.
・The Personnel Administration Department at the Administrative Management Headquarters immediately responds and provides support until the employee can return to his/her work.

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