Systems that Help Diverse Personnel Thrive

INDEX

Personnel Measures that Help Diverse Personnel Thrive

The ENEOS Group Basic Policy on Human Resource Development states that "We will establish systems for actively supporting employees looking to grow themselves by promoting diverse development and growth tailored to each employee’s aptitude." In accordance with this policy, we foster a corporate culture that respects diversity and we implement various systems and measures aimed at creating flexible, highly productive workstyles so that each and every employee feels highly motivated and lives up to their full potential.

1. Flexible Workstyle

(1) Systems that allow employees to select work locations and times based on their work productivity and their own career development

Category Details
Job transfer deferment cards This system makes it possible for employees to defer job transfers involving moving for a period of time within a span agreed on by the company. If employees do not wish to undergo a job transfer they can defer job transfers without restrictions on the reasons for said deferments (the system involves wage deductions based on the number of years that the system is used for).
Spouse accompaniment domestic job transfer system Under this system, if an employee undergoes a job transfer within the country and wishes their spouse to accompany them, they may request the job transfer be to a specific region.
Spouse accompaniment leave of absence (retirement) system Under this system, employees may take a leave of absence (retire) in order to accompany their spouse upon job transfer within the country or to another country. Even if the employee retires, they may be re-employed if they satisfy certain criteria.
Welcome back system This system allows employees who have voluntarily left the company to apply for a position in the company again.
Flextime system without core time This flextime system does not have core time (specific hours during which the employee must work).
Telework system The telework system allows employees to work remotely regardless of the number of years they have worked in the company or the reason for working remotely. Telework from a remote region may also be possible if certain conditions are met.

(2) "Action5+" working hour reduction initiative

We are implementing the company-wide Action5+ initiative to reduce overtime hours, promote the use of annual leave, and create more flexible workstyles.
Through this initiative, we are creating workplace environments in which all employees can work energetically and healthily.

Reducing working hours and improving performance
I. Work autonomously!
  • Managing working hours is a prerequisite of work. Accurately register your working hours in your monthly work report every day!
  • Manage your plans and your results carefully, and manage your time with a focus on producing results!
II. Who is responsible? For how much? By when?
  • Clarify work instructions and work achievement levels!
  • Each and every employee should work autonomously while also building strong relationships of trust!
III. An optimal mix of face-to-face and remote work!
  • Choose hours and locations based on work contents!
  • Optimize work and maximize results by using an optimal mix!
IV. Don’t work during late night hours (10:00 p.m. to 6:00 a.m.)!
  • Get enough sleep and stay healthy!
  • Get enough break time and work efficiently!
V. Don’t work on Sundays! Take at least 90% of your annual leave!
  • Mental and physical health comes from taking time off. Refresh yourself and work energetically!
  • Improve your work-life balance and set aside time for improvement. Clearly separate your on and off times and increase your productivity!

(3) Working hour-related data

The figures in the table below, such as the number of days of paid annual leave that are taken or the number of years of service, are testaments to the fact that we provide comfortable working environments. Working hour calculations are based on our designated work hours (7.5 hours/day for day shifts (statutory work hours: 8 hours/day)).

Category FY2022 FY2023 FY2024 (Ref.) National average for the manufacturing industry
Days of annual paid leave taken 19.8 days 21.2 days 21.2 days 12.9 days *1
Average number of hours of overtime [hours/month] 27.2 hours 27.7 hours 27.6 hours 13.2 hours*2
Average total number of working hours [hours/year] 1,963.2 hours 1,978.2 hours 1,938.8 hours 1,876.8 hours *2
Average years of service Male 19.2 years 19.0 years 18.9 years 15.9 years *3
Female 17.5 years 17.1 years 16.6 years 11.9 years *3
Turnover rate Male 2.4％ 3.4％ 2.4％ 12.6％ *4
Female 3.8％ 2.9％ 3.0％ 16.0％ *4
<Ministry of Health, Labour and Welfare sources>
  1. *1General Survey on Working Conditions 2024 - Outline
  2. *2Monthly Labour Survey 2024 - Manufacturing Industry Average ([Hours/year] is calculated by multiplying the monthly value by 12)
  3. *3Basic Survey on Wage Structure 2024 - Length of Service of Ordinary Workers
  4. *4Survey on Employment Trends 2024 - Separation Rates for Regular Employees in All Industries

2. Support for Providing Employees with Greater Experience

Category Details
Volunteer leave We want our employees to build up diverse experience, both inside and outside the company, and leverage that experience in their work. Because of that, the company has created this system that provides up to three days (in total) per year of special (paid) leave for employees to participate in volunteer activities recognized by the company.
Self-improvement leave This leave system, established to promote autonomous career development by employees, provides up to three (consecutive) days per year of special (paid) leave for employees to employees who will turn 30, 40, or 50 by the end of the fiscal year.
Self-funded international study leave system This system, created to promote self-improvement and autonomous career development by employees, provide up to two years (as a general rule) of leave for employees to study overseas at foreign universities or graduate schools, etc. at their own expense.
Side job/outside employment system This system allows employees to take other jobs without leaving their job with the company so that they can acquire experience and skills that they cannot acquire through the company.
Entry system Under this system, once per year, employees can submit requests for transfers to other departments.
Internal open recruitment system This system is used to perform open recruitment of employees for positions in new business fields, new projects, and the like.
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