Human Resources
Basic Philosophy
We are actively investing in human resources and prioritizing the recruitment and development of diverse human resources to maximize their power as the source of corporate value. With the "pursuit of happiness for colleagues" identified as one of our material issues and under the management philosophy of "placing significance on communication and mutual respect," we endeavor to create workplace programs and environments in which all employees can succeed and thrive.
Sanki Engineering's Human Resource Strategy
Human Capital Strategy
In the context of Phase 3 actions with indicators and targets based on the Human Resource Development Policy and Company Environment Improvement Policy, we are accelerating work-style reform and securing, nurturing, and allocating diverse human resources in line with our business strategy.
- Developing Human Resources
We believe that the Company's growth is driven by the various employee viewpoints and values that reflect the rich variety of their experiences, qualifications, and attributes. We therefore promote diversity in our workplace, properly evaluate the skills of each individual employee, and provide suitable education and training.
Human Resource Development Policy
We develop human resources that are distinctive to Sanki, individuals who understand their roles as responsible members of society and who can use engineering to create comfortable spaces that advance society at large.
Desired Human Resources
- Human resources who possess knowledge and expertise and are capable of creating wisdom through critical thinking
- Human resources with excellent communication skills
- Human resources who are socially conscious and proactive
- Improving Company Environment
We endeavor to create a working environment and a corporate culture in which all employees grow with the Company, respect individuality and are able to succeed and thrive. We support employee work-life balance and manage business with due consideration for employee well-being. We also seek to raise employee engagement by emphasizing communication with them.
Ensuring Diversity in Human Resources and Promoting Careers
Recruiting Human Resources
We actively seek to bring on board human resources that differ in gender and nationality as well as in talent and personality. Staff from the sales, design, technology, and other divisions join the Human Resources Department to recruit and select human resources based on multiple perspectives. Our hiring criteria are based on findings from interviews with the president and officers to secure the necessary human resources for achieving our medium-term management plan "Century 2025."
Retaining Human Resources
The Group operates a variety of systems to increase the diversity our working environment and more flexibly accommodate career development.
Since 2019, the career change system has made it possible to switch between careertrack and operational positions. In addition, in fiscal 2022 we significantly revised the content of the system and established a new one by launching the Return to Career program.
In order to secure employment opportunities for older employees, we raised the retirement age from 60 to 65 in fiscal 2022 and revised our re-employment system to encourage employees to work until the age of 70.
Developing Human Resources
Education and Training Systems for Acquiring Skills and Experience
We maintain training systems associated with each career path, such as management training, technical training, and training by field of expertise, to strengthen the respective skills. We take advantage of the Sanki Technology Center to conduct training programs.
Developing Digital Human Resources
The Group formulated the SANKI DX Vision and is working on digital reform. We have started to develop a system for fostering digital human resources to raise digital literacy Company-wide for realizing the transformation. In addition, we have recruited "digital influencers" to play a key role in each department to promote Company-wide digital transformation measures, and 40 such influencers across the Company started their activities in fiscal 2024.
Supporting Self-Directed Career Development
Our personnel system ensures equal opportunity as well as fair evaluation and treatment for all employees while supporting employee initiatives for self-directed career development. Once a year, all employees fill in a Career Development Sheet and receive feedback through an interview with their supervisors. They can speak directly with the Human Resources Department depending on the content of the sheet. Individual interviews and a mentor system are introduced for younger employees.
Employee Reward System
We have several employee award programs, including the president's commendation for boosting our technological capabilities and raising employee motivation, such as the Best Employee Award, Yano Technology Prize, and Award for Construction Method/Operation Improvement, as well as other programs including long service awards (25 and 50 years).
Diversity
In order to realize our materiality of "pursuit of happiness for colleagues," we will foster a corporate culture where diverse human resources recognize and respect each other and can make the most of their differences to make full use of their respective abilities for maximum impact.
Promoting Women's Careers
We formulated an action plan based on the Act of Promotion of Women's Participation and Advancement in the Workplace to create an environment in which our female employees can continuously develop their careers and have since implemented related measures. Our wages and promotion opportunities to managerial positions are solely based on employee competence or performance as fairly evaluated free from genderbased discrimination. Looking ahead, we will increase the ratio of female managers to close the wage gap.
Action Plan Based on the Act of Promotion of Women's Participation and Advancement in the Workplace
Plan period: April 1, 2021 to March 31, 2026
Scope: Non-consolidated
- *2
- As of April 1, 2024. In the parentheses are changes from April 1, 2021.
- *3
- Aggregated on a different date from that of the number of managers.
Gender Wage Gap (FY2023)*4
(%)
- *4
- Calculated in accordance with a provision stipulated in the Act on the Promotion of Women's Active Engagement in Professional Life.
- *5
- Includes operational positions.
Support for Balancing Childcare Leave and Nursing Care
In 2015, Sanki Engineering was granted an update for the Kurumin mark, a certificate issued by the Tokyo Labor Bureau of the Ministry of Health, Labour and Welfare and based on the Act on Advancement of Measures to Support Raising Next-Generation Children, for meeting certain criteria as a company supporting childcare. In 2014, the Chubu Branch became the first construction equipment company to be recognized by the City of Nagoya as a company supporting childcare, and the certification was updated in 2017.
We have introduced our Special Childcare/Nursing Leave to support employees in balancing work and childcare. This allows for 20 days of special leave, which can be taken in installments of one day, in addition to regular paid leave.
Creating Workplaces for Persons with Disabilities
We continue to hire persons with disabilities and are working to create an environment in which they can work comfortably over long periods. In recruiting, we continue to look for new employees and at the same time matched applicants with each department and provided care upon acceptance.
Employee Engagement
Questionnaire on the Working Environment and Individual Interviews
We gather opinions from employees about their workplace through a periodic questionnaire along with another questionnaire conducted by employees union, and we refer to their comments while creating a better working environment. In fiscal 2023, we conducted an engagement survey to gain insights into employee expectations and satisfaction levels.
Engagement Scores*
Participants: all Group employees
- *
- Deviation values that measure the degree of employee understanding and alignment with the Company's goals and direction, calculated using the Motivation Cloud by Link and Motivation Inc. Standard score is 50.0.
Century Communication Up Discussion Events
Since fiscal 2016, we have been holding Century Communication Up (CCU) discussion events in accordance with the Century 2025 long-term vision. Opinions and proposals obtained through the CCU have been applied to improving our operations and systems.
Measures on Health and Productivity Management
Improving Employee Well-Being
We engage in activities for maintaining and improving employee well-being in tandem with promoting work-style reform. Apart from measures for reducing workloads and raising productivity, we carry out health improvement activities, provide employees with industrial physician advice for improving their life-style habits, and implement other projects. Moreover, a 24-hour toll-free health consultation service is in place to offer advice on health, medical, nursing, and childcare issues for employees and their families. The service was set up outside the Company, and caller privacy is strictly protected. In recognition of those efforts, we have been certified as a Health & Productivity Organization 2024 (Large Enterprise Category) by the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi.
Mental Health Care
We have been promoting employee mental health through regular stress checks, manager training, and mentoring programs.
Labor Practices
Sound Employer-Employee Relationships
We consider labor-management dialogues as a key channel to invest in human resources and continuously improve employee treatment. The Human Resources Department and employees union at Sanki Engineering meet monthly to discuss improvements in the working environment and operation of Company systems. Additionally, we provide employees with annual opportunities to exchange opinions with management.