Workplace and Work Environment
Creating a workplace
that provides a sense of purpose
AIFUL has established Basic Personnel Guidelines as guidelines for personnel policies to build a “workplace that provides a sense of purpose.”
Establishment of Basic Personnel Guidelines
To realize its corporate philosophy and create a “workplace that provides a sense of purpose” as stated in its Code of Conduct, the AIFUL Group has established Basic Personnel Guidelines, which guide the formulation of future personnel policies.
The Basic Personnel Guidelines position employees as valuable assets of the company and establish as the foundation of AIFUL’s personnel policies a commitment to enabling employees to live richer lives by achieving personal growth and a sense of accomplishment through work and having a sense of purpose. Based on such corporate culture, AIFUL aims to pursue programs and an environment where each employee can perform to the best of their abilities with a high level of independence and carry out corporate activities that earn the trust of society. In October 2019, the personnel system was partially revised in accordance with changing social norms and expectations.
Harassment hotline for reporting sexual harassment, workplace bullying and “maternity harassment”
AIFUL has an internal hotline in place where employees can feel safe to report and seek advice on sexual harassment, workplace bullying, and harassment and discrimination related to pregnancy, childbirth, and childcare leave.
Harassment Hotline
Employee awareness and satisfaction surveys based on self-reporting by employees
AIFUL conducts an awareness and satisfaction survey of all employees regarding their current work and workplace every year. The survey results are used for developing and promoting measures for the career advancement of employees, developing a better working environment, and improving employee satisfaction.
Summary of Survey in Fiscal 2021
（１）Number of eligible employees and response rate
Number of participants: 1544 (including group companies); response rate: 97.4% ; Employee satisfaction: 74.3%
※Full-time employees (section managers and below, excluding employees on administrative leave)
（２）Details of the survey
Questionnaires are conducted on the level of satisfaction with the workplace environment and business content and awareness of career development.
Employee Stock Ownership Plan
The AIFUL Group has an Employee Stock Ownership Plan for all employees.
This has led to an increase in employee asset formation and share price awareness.
Human Resource Development System
The AIFUL Group has established the following training programs.
Personnel Training Programs
Assessment training: Training aimed at assessing the abilities and mindsets required for appointment and at discovering their own issues
Ability Development Training
In addition to basic training aimed at improving the abilities (knowledge and skills) that are indispensable for each job class, we also conduct ability development training aimed at improving the abilities (knowledge and skills) of individuals.
| No | Title | Subject or Timing | Outline | Frequency/year | Capacity |
|---|---|---|---|---|---|
| 1 | General employee training | 1.5 years after joining the company | Learn how to communicate their thoughts, develop and support junior employees | 2 | 25 |
| 2 | Skill-up training for staff | 3 years or more after joining the company | Foster problem-solving skills | 4 | 25 |
| 3 | Career design training | Regular female employees | Recognize and deepen understanding of the importance of women's independent career development | 3 | 25 |
| 4 | Training for assistant manager candidates | 3 years or more after joining the company | ・Improve PDC cycle, problem detection, resolution, training, coaching, and communication capabilities ・Conduct policy communication exercises and guidance and training exercises (interview exercises) |
12 | 10 |
| 5 | Training to improve the ability of instructing subordinates | Section managers and assistant managers | Understand gender differences and learn how to provide essential subordinates guidance and support in an equitable manner | 3 | 25 |
| 6 | Skill-up training for assistant manager | Assistant managers | Develop problem-solving capabilities and improve productivity | 4 | 25 |
| 7 | Business document training | Section managers or below | Organize information to communicate things in an easy-to-understand manner, and develop the ability to think systematically and logically | 4 | 25 |
Training for Management Positions
Trainings for management positions are as follows.
| No | Title | Subject | Purpose | Frequency /year |
Capacity |
|---|---|---|---|---|---|
| 1 | Training for newly appointed section managers and assistant managers | Newly appointed section managers and assistant managers | Acquire the necessary knowledge and mindset from the standpoint of managers and facilitate on-site management. | 2 | 10 |
| 2 | Training to improve problem-finding and resolution skills | Section managers | Enhance the quality of human resources to prevail in the competitive environment by fostering the creativity (problem-finding and resolution skill) required for section managers. | 2 | 18 |
| 3 | Training for managers | Newly appointed managers | Enhance Management Decision-Making Capabilities through Inter-industry Exchange with Outside Companies. | 3 | 3 |
| 4 | Training for directors | Directors | Aim to raise awareness of management and utilize the latest information and case studies in management. The following curriculums are scheduled to be implemented in the current fiscal year, and training centered on the Companies Act will continue in the future. 1.History of the Companies Act and its Position in the Legal System 2.Roles and responsibilities of directors required by the Corporations Law 3.Trends in matters to be resolved by the Board of Directors 4.Recent Trends in the Corporate Law |
1 | - |
Supporting a wide variety of self-development measures
To support employees’ career advancement through voluntary self-development, AIFUL has introduced programs to assist in employees’ self-development. By offering support programs for obtaining qualifications, language studies, and correspondence learning as well as a book-purchase program, AIFUL works to boost employees’ motivation in regard to self-directed learning and self-development.
Introduction of a flextime program
To support the pursuit of diverse workstyles in accordance with changing social conditions, a flextime program is introduced at certain departments to improve employees’ work-life balance.
Encouraging employees to take medical and stress checks
AIFUL strives to provide an environment where employees can work in good health both mentally and physically. As part of our efforts to do this, we encourage all employees to take regular medical and stress checks.
Introduction of a retiree re-employment program
In accordance with changes in the social landscape, AIFUL has introduced a program to re-employ employees who have officially retired upon reaching the age of retirement but who wish to continue working, with the aim of supporting their “second work life.”
Introduction of disaster provisions
In preparation for a disaster, we distribute disaster provisions (e.g., helmet, drinking water, rations) to all employees to assist them in returning home from work.
