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Employees are a source of energy for the Tamura Group. Various initiatives are under way to raise the motivation and capability of individual employees and ensure healthy work conditions with a good work-life balance. |
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The Tamura Group attaches importance to “partnership,” “personal growth,” “the courage to innovate,”and “individuality” in each of its employees.
Employees are evaluated fairly, with praise being offered most to those who achieve results through hard work. We also ensure the health and safety of employees through the provision of a comfortable and efficient workplace environment that supports various lifestyles. |
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Job grading system |
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The job grading system has been in place to determine the “grade” of an employee's job according to “specific actions and performance,”as opposed to age, educational background, and gender. Under the system revised in FY2010, we enhanced transparency and consent to duties and remuneration even more in an attempt to nurture a climate that encourages employees to challenge and to further vitalize workplace management. |
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Personnel evaluation policy |
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Personnel evaluation must be conducted in a fair and transparent manner, which depends much upon whether the evaluation is reasonable in the eyes of individuals. Dialogues between employees and their managers for “the determination of goals,” “the confirmation of outcomes,” and “the provision of feed back,” for example, are necessary in all aspects of a job. Managerial and supervisory personnel undergo performance evaluation training that focuses on such areas as the importance of dialogue with employees and communication techniques |
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In-House Recruitment System and Job Preference Program |
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Two systems implemented via the company Intranet have the purpose of revitalizing the organization by attempting to meet the needs and preferences of both individual employees and the corporate organization. Under the In-House Recruitment System, divisions invite employees to apply for available positions. The Job Preference Program is a system whereby individuals list jobs they would like to perform and endeavor to realize that placement. |
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Human Resource Development |
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| Measures to enhance global skills aimed at overseas expansion were introduced under the human resource development system revised in FY2010, while improving the ability of each and every employee and further revitalizing company organization. We are pushing forward the creation of a company culture toward “a global company where each and every employee is a key player” by clarifying expectations of growth for each employee as a global human resource, and making an arrangement where valuable global skills of employees who have already experienced international business are evaluated as company property. |
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The Tamura Group gives great attention to the prevention of work-related accidents, promotion of good health, and prevention of illness among employees, as well as measures for the development of work environments that are safe and comfortable. |
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Introduction of safety confirmation system |
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In FY2010, in preparation for emergencies such as earthquake, wind and flood damage, and terrorism, the safety confirmation system was introduced for executives and employees as an initial action that should be prioritized from the perspective of business continuity plan (BCP). |
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Healthcare |
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For promotion of health and early detection and prevention of “illnesses of the mind,” we have established support systems for employees as well as their supervisors, performing periodic health consultation and stress counseling at each company |
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 Junior employees take a leading role in the planning and implementation of in-house events that are designed to encourage interaction among fellow employees.
Events include company trips and bowling competitions, all contributing to the excitement on the day. It is an excellent opportunity for employees to socialize with one another. |
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(C) TAMURA Corporation, All rights reserved. |
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