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Happiness of Employees

Our Strategic Focus on Nurturing Human Resources with Specialized Skills

Nurturing and Better Utilizing Human Resources with Specialized Skills

What Are the Ideal Traits Possessed by the Specialty Human Resources Denka Seeks?

Denka is looking for individuals who will contribute to the realization of The Denka Value, its corporate philosophy. Such individuals take full advantage of their innate competencies (mindset, skills, expertise, literacy, personal capabilities) while striving to acquire unique skills, thereby gaining outstanding presence in their respective fields vis-à-vis global standards.

The Ideal Traits Possessed by Denka Employees—Human Resources with Specialized Skills

Hiring Human Resources with Specialized Skills

We systematically hire excellent human resources regardless of gender or nationality based on their potential to become specialty human resources supporting Denka. We also give due consideration to maintaining an optimal balance of new graduates and mid-career hires, the latter of whom are expected to immediately become active workforce components.

Initiatives to Nurture Specialty Human Resources

In fiscal 2018, we established the Career Value-Up Center (CVC) within the HR Department. Acting as a dedicated body tasked with nurturing human resources with specialized skills, the CVC prepares human resource development programs, which consists of job level-based training and purpose-specific training, through which we help each employee raise their skills and competencies.
Employing these programs, we hold joint training sessions aimed at providing job level-based training for officers, general managers, managers, young employees and new recruits. We also provide purpose-specific training focused on areas of specialty. Moreover, we strive to enhance the content of such programs as correspondence courses, which support self-motivated learning, as well as e-learning resources that can be utilized at any time regardless of location.
In addition, as we strive to provide highly spirited and skilled employees with opportunities to step up their careers, we have in place an in-house examination system for employees wishing to change their job categories, for example, those who aim to become career track employees. In such ways we are working to identify excellent human resources throughout the Denka Group, both at home and abroad and to assist them in their career development efforts.

Reviewing Various Personnel Systems

In fiscal 2019, we revised our conventional job categories, reclassifying specialists as “G-category” employees and establishing the “M-category,” which collectively encompasses engineers and general staff. We have also clarified the job roles employees in each category are expected to fulfill while expanding the scope of tasks to be performed by “M-category” employees and thereby securing career paths for them to pursue managerial positions.
In addition, we have thoroughly revised our evaluation system, which constitutes the foundation of our personnel systems, improving it from the perspective of transparency, fairness and persuasiveness. Placing emphasis on providing staff with objective insight in the form of feedback from supervisors in order to secure motivation, the revised evaluation system is designed to ensure that each employee clearly understands what is expected of them and thereby contribute to human resource development.
In fiscal 2020, we revised our personnel system for managers, who are expected to take lead in the Company’s business endeavors, to create an environment that allows them to realize their full potential. In line with this revision, we abolished conventional manager classifications based on in-house certification, stipulating that each manager is subject solely to duty-based classifications. We also introduced a position-based allowance. Furthermore, we have instituted an incentive system that rewards each manager according to their results and accomplishments vis-à-vis the annual targets they themselves formulate at the beginning of fiscal year.
Other initiatives include the development of on-the-job-training (OJT) methods for those working from home in response to the growing trend toward remote work in the face of the novel coronavirus pandemic. As such, we are addressing issues associated with human resource development in a timely manner through these and other personnel system reform initiatives.

Revision of the Personnel System (changes in job categories and evaluation system)

デンカ株式会社, デンカ株式会社 IR室
Happiness of Employees
Our Strategic Focus on Nurturing Human Resources with Specialized Skills
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Nurturing and Better Utilizing Human Resources with Specialized Skills

What Are the Ideal Traits Possessed by the Specialty Human Resources Denk...

Happiness of Employees
Work Style Reforms
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Work Style Reforms

In line with Denka Value-Up, we are also focused on pushing ahead with wo...

Happiness of Employees
Promoting Diversity
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Promoting Diversity

In October 2017, we established the Diversity Promotion Section and, unde...

Happiness of Employees
Helping Employees Strike Work-Life Balance
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Helping Employees Strike Work-Life Balance

Opening the Health Insurance Society Web Portal We upgraded an in-h...

Happiness of Employees
Work-related Data
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Work-related Data

Work-Life Balance (non-consolidated basis) ...