We conduct regular employee surveys to measure "passion for work" and "attachment to the Company" as part of engagement with SEKISUI CHEMICAL and is the foundation for taking on challenges. In fiscal 2022, we conducted the engagement survey concurrently with the Employee Challenge Action Rate survey. Survey results are analyzed at SEKISUI CHEMICAL, Group companies, and each department, and then improvement measures are formulated and implemented.
As a cross-organizational initiative, the human resources departments of domestic Group companies have come together to conduct Engagement Drive Project activities. The project includes meetings to share advanced case studies of other companies and good practices internally, as well as seminars on organizational development methods.
Engagement scores are as follows. The Engagement Score is calculated as an index of the percentage of employees with an average score of 4.5 or higher for six engagement-related behavior questions (six-point scale) that measure passion for work and attachment to the Company with fiscal 2019 results set at 100.
Group-wide trends in fiscal 2022 show an increase in response rates against a decrease in scores. Taking into consideration the analysis to identify areas of effectiveness in improving the engagement score, results indicate that recruiting and utilizing human resources is an issue.
We began operating the new Career Interview System aimed at promoting autonomous career development and The Right Person in the Right Place for all employees at SEKISUI CHEMICAL. The goal is to use the system to centrally manage past experience, commitment and role fulfillment, and career and work orientation, and to utilize the information in an organized manner.
In addition, we provide training for supervisors and basic training on how to make career plans in order to conduct career interviews more effectively. We also conduct career training when changing roles by shifting career training from the conventional framework based on the axes of age and years of service to one based on the axes of role and occupation.
We continue to implement systems and training programs that support diverse career paths and work styles for employees, as well as an open recruitment system for the right person in the right place within the Group, and common training programs to improve Group-wide human resources capabilities.
In addition, women‘s career seminars (see here) and career seminars for employees who have chosen to extend their retirement age (see here).