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Employees are a source of energy for the Tamura Group. Various initiatives are underway to raise the motivation and capability of individual employees, ensure safe and healthy work conditions and, through sound communication, stimulate corporate activities. 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. Recruitment and education policy Personnel involved in recruitment have adopted a “Spirits Up!” attitude to their activities in order to demonstrate firsthand the importance of communication, and day-to-day greetings in particular. Our policy is to recruit people who can identify with this stance. We also aim to build a vibrant company through employee education. “Spirits Up!” activities are incorporated into new recruit training as an organizational development exercise. Job grading system The job grading system in place since fiscal 2002 determines the “grade” of an employee’s job according to specific actions and performance, as opposed to age, educational background and gender. This has nurtured a climate that allows employees to demonstrate their full potential and willingly take on roles of responsibility. Personnel evaluation policy 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. Dialogue between employees and their managers, for the determination of goals, confirmation of outcomes and provision of feedback, for example, is necessary in all aspects of a job. Managerial and supervisory personnel undergo performance evaluation training, which focuses on such areas as the importance of dialogue with employees and communication techniques. In-house Recruitment System and Job Preference Program 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. In-house training Training programs are implemented for each job level and type so that employees gain the necessary skills and knowledge to carry out their particular tasks, and also as an opportunity for communication between workplaces. Regular reviews of training programs will continue as we seek further improvements. In-house training Education and training system “Spirits Up!” campaign As part of efforts to foster a dynamic organization with energetic employees, the “Spirits Up!” campaign, which commenced in fiscal 2006, seeks to boost motivation through day-to-day greetings. By attaching importance to greetings as the first step in good communication and encouraging employees to greet company visitors as well as each other in a cheerful manner, the company is likely to become more vibrant. The Tamura Group directs energy into safety management and the formation of pleasant workplace environments, as well as consideration for the well being of employees, to ensure the health and safety of staff members. Stress management education Stress management education is provided for all executive and managerial staff to teach them basic psychology in the workplace and to impart techniques for the early identification and prevention of anxiety. The training largely involves practical application with an emphasis on attentive listening. In addition to developing knowledge about stress management, group discussions are held to promote a Group-wide awareness of the importance of communication and listening skills*. Similar training will be held for employees in assistant manager and supervisor roles to further promulgate ideas about communication in the workplace. * “Listening skills” refers here to the ability to engage in real communication that involves listening beyond the surface conversation to the underlying psychological message. Regular EAP Assessments As one aspect of employee health management, industrial counselors come in once a month to provide Regular EAP* Assessments. This provision is an opportunity for employees to seek advice on concerns in the workplace or the home and for managers to discuss problems they are having with their employees or regarding communication in the workplace. * Employee Assistance Program Support for families and rehiring of retirees Children are our future. Various provisions making it easier for employees to raise children have been put in place, including leave for maternity, childcare and attending a sick child, as well as to attend childbirth. Information about these provisions is available via intranet to inform employees and encourage them to take advantage of the provisions in place. Asystem for rehiring employees who have reached the retirement age of 60 has also been established so that such employees may continue to apply the wealth of experience and advanced skills they have accumulated over the years. This system is used widely to encourage the communication of skills and know-how to younger generations. 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 summer festivities, company trips and bowling competitions. In particular, festivities held every year in summer are a Tamura seasonal tradition. New employees stage short performances, and events such as quiz competitions are held, all contributing to the excitement on the day. It is an excellent opportunity for employees to socialize with one another. Company trip PAGE TOP   (C) TAMURA Corporation, All rights reserved.