Strengthening of Human Resources
Strengthening human resources who contribute to business growth
JUKI has positioned “Behavioral Reforms ‘Transformation of People and Culture’” as the centerpiece of the three structural reforms in its Medium-term Management Plan for 2023-2025.
JUKI will develop “robust and flexible human resources” by creating a system to further enhance the abilities of every individual and welcome the various differences in the personal values of people around the world, and by strengthening human resources who contribute to business growth.
Circulation to strengthen human resources
JUKI is working to circulate three policies focused on growing every employee and revitalizing the organization: “providing opportunities for growth,” “embracing diverse values,” and “responding to expanded job responsibilities and performance at work.”
Initiatives to create comfortable and rewarding work environments form a groundwork for JUKI’s efforts to circulate these policies.
Measures to improve health and motivation increase employee loyalty and engagement.
1Providing opportunities for growth
JUKI offers autonomous career development programs that encourage the growth of every employee, along with educational opportunities to sustainably grow the organization and individuals in tandem.
JUKI also implements a personnel system centered around careers and expertise, trains young employees overseas, and rotates employees from job to job to circulate human resources both in Japan and overseas, improve individual abilities, and share diversity and values.
JUKI is actively promoting national staff to management positions in overseas offices.
Promotion of “re-learning”
“Declaration of relearning” and its deployment to all employees
JUKI encourages employees to relearn at their own initiative by offering various webinars and e-learning programs focused on topics such as DX, diversity, and organizational management.
JUKI also regularly distributes know-how and expertise in educational materials that can be used to relearn for the fosterage of employee motivation.
Continuous relearning helps every individual improve their abilities, skills, and career while encouraging behavioral reforms.
Promoting training for officers and executives such as general managers
JUKI promotes the training of factory managers, presidents, and other executives at all of its group companies.
In DX training, organizations categorized by function (manufacturing, sales, etc.) shared their supply chain findings as a unified team by writing them on cards and creating a tree-like chart.
Global “young-employee presentation meeting”
Third-year employees are asked to attend JUKI’s annual “young-employee presentation meeting” as a culmination of their first three years of work, education, and practical training at the company. The core activity at the meeting is a presentation session in which the young participants share results of their work in areas such as administration, sales, manufacturing, and development.
By presenting their three-year progress, achievements, and failures, young employees come to understand how they and others have grown and are motivated to start toward their next milestones.
“JUKI Award” program
This award globally recognizes employees and teams that have made outstanding achievements in business activities related to the functions such as development, manufacture, and sale of new products, the promotion of new businesses, VE activities, and safety.
This award ceremony helps motivate employees.
2Embracing diverse values
The JUKI Group is a globally operating organization that engages a workforce of people from various social backgrounds who possess diverse values.
To secure excellent human resources and spur innovation, an organization must mutually recognize the diversity of every employee, regardless of gender, age, or nationality, and create an attractive environment in which they can play active roles.
The promotion of diversity maximizes organizational performance through three pillars of action: “promoting the advancement of female employees,” “assigning global human resources,” and “promoting the advancement of specialized employees.”
Work systems
| Staggered working hours system |
This system allows employees to choose work hours that suit their individual lifestyles with the aim of improving time awareness, work motivation, and work efficiency. Employees may come to work up to two hours earlier or later than their regularly scheduled working hours, with prior approval. |
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| Shortened working hours system |
This system allows employees to shorten their daily working hours to secure the time needed to fulfill duties such as motherhood, the raising of children, or care-providing for immediate family members. Working hours may be shortened in one-month increments up to a maximum of two hours per day. |
| Optional shortened working hours system |
This system allows employees to shorten the number of days they are scheduled to work per week, in order to enhance their work and life balance, etc. Employees can choose to work either a four-day workweek or a three-day workweek in six-month increments, and can use this system in conjunction with the shortened working hour systems offered. |
| Teleworking system |
This system allows employees to work from home in order to achieve more productive work styles by balancing their working burdens with other burdens associated with commuting, family circumstances, or the like. Employees may work outside of their homes in public or private rental offices approved by the company. Employees are paid an allowance for the days they work from home. |
| External side job system |
This system allows employees to work for other companies while continuing to work for our company. Employees can also engage in work as sole proprietors or entrepreneurs, work as employees of other companies, or as business supporters or the like in social contribution projects to meet the SDGs. |
| Internal side job system (in-house support) |
This system allows employees to easily support the work of other departments for short periods without having to officially change departments. The system activates supports for cross-departmental work and creates opportunities for increased communication, idea generation and spontaneous job development. |
Pillars of Action for Promoting Diversity
1
Promoting the advancement of female employees
JUKI will promote the skill development and advancement of female employees while supporting their career development.
2
Assigning global human resources
JUKI is promoting personnel exchanges among its group companies so that employees can further advance their careers globally.
Changes emerging from different values and cultures encourage employee and organizational growth.
3
Promoting the advancement of specialized employees
(rehired and contracted employees)
JUKI will create an environment where employees with outstanding abilities and know-how can continue to work after the age of 60.
JUKI will also create an environment in which contract employees with highly specialized skills can play more active roles.
3Responding to expanded job responsibilities and performance at work
One JUKI system provides special benefits for employees who take on challenges and achieve results without fear of failure.
Regarding salaries, JUKI has introduced a job-based human resource management system (job duties and job performance) for both management and rank-and-file employees. Bonuses are linked to business performance.
Moving forward, managers must adapt their work approached to focus on outcomes, as JUKI has decided to place greater emphasis on performance results in employee evaluations.
Next, JUKI will work to quickly develop young and mid-career employees into a competitive force and promote them to managerial positions as soon as possible.
- Salary system
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- New performance-based bonus system
- Job-based human resource management system
4Comfortable and rewarding work environments
JUKI is actively introducing satellite offices and free-address systems in workplaces so that employees can comfortably carry out their work.
JUKI is also focusing on providing equal opportunities regardless of age or gender, and on developing systems in line with the individual’s preferred work style (working hours, job types, work locations, etc.).
- Comfortable and rewarding work environments
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- Health Management
- Fostering a corporate culture
Promoting “health management” through employee cafeteria events
Under the slogan “Health Management,” JUKI is working to promote the maintenance and enhancement of the physical and mental health of its employees.
The company cafeteria at the head office offers healthy menu items and buffets with rich selections of vegetables, which raises health awareness among employees.
In recognition of these efforts, JUKI has been named an “Excellent Health Management Corporation” for six consecutive years.
