Together with Our Employees
Basic Policies on Recruiting
Clarion prohibits discrimination based on nationality, gender, religion, race, etc. and aims to recruit and train people with a wide range of personal values. Furthermore, as stated in the “Clarion Group Code of Conduct”, we respect the human rights and individuality of each employee.
The Kind of People We Want, Respect for Diverse Personal Values
Clarion is looking for “independent personnel, defined as people who can independently think, positively work on anything, and learn with curiosity.” When recruiting personnel, we select people valuing their personal merits, irrespective of their academic background, gender, religion or nationality. Through the selection procedures of group work, and group as well as individual interviews, Clarion evaluates personalities, and assessments are made based on their ability of good communication and unique ideas. We try to let potential recruits feel our corporate culture and have better understanding of the company through personal discussions with employees in pre recruiting seminars and similar sessions. We make efforts to ensure a transparent selection process by giving all candidates having passed preliminary screening, feedback of the full content of their assessment.
Employment of People with Disabilities
Clarion is expanding hiring of people with disabilities. The rate of employees with disabilities at our headquarters was 2.37% on March 31, 2016, achieving the legal requirement of 2.0%.
Male and Female New Graduate Recruitment Ratios
Thorough Compliance with Equal Employment Opportunity Law
Through presenting issues such as sexual harassment, we raise awareness of Equal Employment Opportunity Law in our training seminars. We strive to hire employees with diverse characters and values, and to create an environment where new ideas can be implemented.
Female employees with experience of bearing a child can achieve their life-work balance taking advantage of Child Care Leave and Short Working Hours System, and are working with feeling of achievement.
The proportion of female employees at the Headquarters is low at 13.3%, but through active recruiting efforts the ratio of females in the new graduate recruits has increased to 43.8% in the past 3 years. We do not have any discrimination in recruitment by gender pursuant to the Basic Policies.
Female employees are finding a wider range of opportunities of work in our R&D, purchasing and sales departments.
Basic Policy on Human Resources Administration
Clarion states in its corporate philosophy; “Respecting the individuality and ability of each employee, and establishing a corporate culture of generosity”. Based on this philosophy, our H.R. administration system ensures that each employee is able to engage oneself to work with a sense of independence and high motivation, and performance is duly appraised according to actions, performance and ability.
Qualification levels are set based on the role and duties. Ranks based on expected role, responsibility and contribution are in place. Rank promotions are examined once a year when an employee qualifies requirements of each rank.
A salary range system based on qualification levels has been introduced. Salary is based on a range system according to qualification ranks, which considers the level dominant in the market.
Every six months, performance is assessed based on goal management, and the accuracy of activities and degree of ability demonstrated throughout the year are evaluated. Performance of each employee is appraised based on the level of achievement within semi-annual target control, and annual appraisal is made based on appropriateness in performed competence. Semi-annual appraisal is reflected on the bonus and annual appraisal on salary and rank promotion.
In-House Recruitment System and FA System
To encourage independent career formation, Clarion has adopted a new in-house recruitment system featuring workplace reassignment procedures whereby an employee may be reassigned if they so wish, as an opportunity. We also introduced the FA (Free Agent) system to encourage flexible movement of personnel within the company.
||FY 2013||FY 2014||FY 2015|
|In-house recruitment system||6||2||3|
Basic Policy on H.R. Development
Clarion’s target is upbringing of group of professionals who can cope with rapid changes in the business environments. By defining “global human resources” (∗), we continue our efforts to recruit and bring up personnel who have potential to work in the global arena, and to let individuals and organizations bring out their maximum potential.
Education and Training System
Clarion provides its employees with following system to embody their expected employee role models.
|Business Skills Education/Training||Management Education/Skills Training||Education/Training in order to obtain knowledge and skills for particular roles||Management Education/Training for each employee segment|
|Human Skills Education/Training||Education/Training in order to obtain communication skills based on roles||Education/Training for leadership, coaching, facilitation and presentation|
|General Knowledge Education/Training||Education/Training for general skills common to every employee, not related to particular roles||Education/Training for regulations/procedure manuals and compliance, system tools, cost, cost/customer priority, health and safety in the workplace, CSR|
|Core Skills Education/Training||Education/Training for skill of prioritized enhancement by the company||Education/Training on global skills and new business|
|Professional Skills Education/Training||Education/Training for enhancement of professional skills necessary for each job type||Education/Training on core technologies, new and old|
Career Development Support System
Clarion promotes deliberation/approval and progress management, suitability verification through an education committee system made up of the divisional directors under the Chairman and President and the manager of the administration department.
Clarion has adopted “Mentor System”* through which new recruits are given special attention and development support.
Support for Child Caring and Nursing
Clarion strives to create an environment where employees raising children or employees needing to care for the elderly can balance their work and family responsibilities. In recognition of these initiatives, Clarion has obtained the “Kurumin Mark”, a certification provided by the Ministry of Health, Labor and Welfare, as a “Company that Supports Child Care”. Clarion has set up a “Childcare Leave System”, a “Nursing Leave System”, a “Vacation Deposit System” and a “Temporary Leave System during Spouse’s Assignment Abroad”, among other schemes.
Furthermore, in response to the “Law for Measures to Development of the Next Generation”, we laid out action plans and promote awareness raising at education and training sessions for each segment. We are proceeding with further improvement of the system in view of diversification.
|Childcare Leave System||Childcare leave may be taken once for each child, with the leave period lasting until March 31st after the child is one year and six months old.|
|Nursing Care System||Nursing care leave may be taken for up to one year based on the circumstances of the need for nursing.|
|Vacation Deposit System||Vacation deposit of a maximum of four days of unused annual paid leave lapsing after two years from the date of grant (up to 20 days).|
|Family Care Leave System||Five days of Family Care leave may be taken for the purpose of caring for the family. Up to five days of Family Care Leave may be taken per pre-school child.|
|Temporary Leave System during Spouse’s Assignment Abroad||Up to three years of temporary leave is permitted when an employee is joining a spouse on an assignment abroad.|
|Childcare Support||Option to work shorter hours (6, 6.5 or 7 hours) up to child’s graduation from elementary school.|
|Maternity Protection||Employees who are pregnant or have returned to work within a year after childbirth may apply for absences to attend medical appointments, shorter working hours or a change in mode of transportation.|
||FY 2013||FY 2014||FY 2015|
|Results for Childcare Leave Taken||14||15||13|
|Results for Nursing Care Leave Taken||3||2||0|
|Results for leave of absence during spouse’s assignment abroad||2||5||2|
For Full Consumption of Paid Holidays
Clarion works to create systems to facilitate full consumption of paid holidays. As a means of planned consumption, Clarion specifies days on which consumption of paid holiday is encouraged.
Clarion has established the Health and Safety Committee, which is working to develop healthier and safer workplace environments, and to comply with laws, regulations and ordinances related to health and safety in the workplace.
Health and Safety Committee
Clarion holds a meeting of the Health and Safety Committee once a month to discuss relevant topics.
Prevention of Industrial Accidents
In order to ensure safety of employees as utmost priority and to fulfill corporate social responsibilities, Clarion promotes various measures with the target of zero industrial accidents.
Mental and Physical Health
We see rising risk of lifestyle related disease recently. We consider employees who are healthy both physically and mentally can give power to the company.
1. Physical Health
All employees over 35 years of age, when the risk of disease increases, can now undergo a regular one-day health check visit, which gives a more accurate diagnosis. The examination results are verified by industrial physicians and work health professionals and necessary guidance is given to those for whom observations have been made.
2. Mental Health
For better mental health, Clarion has “telephone consultation” and “personal consultation” systems. Within the latter system, the industrial physicians, work health professionals, designated psychiatrist doctors and industry mental health coordinators give personal care to those in need. Additionally, we provided mental health lectures every year. In 2015, we held a company-wide stress check where we observed the worker’s mental health while using this as a chance to rethink our working style.