[Important Issues] Maintaining and Expanding Employment, Developing Human Resources

In our approach, having a work climate that embraces diversity and different opinions and ideas is important for us to become a company capable of providing happiness and delight, under our KAYAKU spirit corporate vision. The Company accepts and respects everyone for their gender, age, nationality, race, religion, disability, ethnicity, skin color, culture, philosophy, creed, political views, sexual orientation and other attributes and places importance on the diversity of organizations. Also, the Company seeks to ensure diversity by giving all employees equal opportunities in terms of recruitment, promotion, treatment, education and other matters. Through these efforts, the Company secures human resources from many different backgrounds, encourages the acceptance of people's differences and facilitates uninhibited discussion to create a good and rewarding work climate and to enable employees to be more engaged.

People make a company. The driving force of our manufacturing, through which we provide people around the world with value, is therefore our people. Having celebrated our 100th anniversary, we are working to develop human resources who will lead Nippon Kayaku in the next 100 years.

The basis of Nippon Kayaku’s personnel evaluation system is the performance evaluation. For performance evaluations, all employees are assigned to a specific job in the beginning of a fiscal year in accordance with their roles and responsibilities. As they perform the job, they talk with superiors to decide their goals for the fiscal year and work to achieve the goals within a one-year period. Biannually, employees talk with their superiors about the degree of achievement of their goals during the fiscal year. Every time we enter a new fiscal year, employees meet with their supervisor to review their performance in the previous one-year period, determine their evaluation and set their vision for the coming fiscal year. The evaluation of an employee is reflected in their bonus remuneration.
Employee evaluations, excluding managerial-level employees, are divided into three categories: performance evaluation, challenge evaluation and process evaluation. Challenge evaluation involves the evaluation of the achievement of independently set goals while process evaluation evaluates the process of achieving the goals.
Enable the Company’s growth to lead to individual growth, thereby aligning the Company’s growth with each employee’s self-fulfillment and evaluate processes as well as the achievement of goals. By doing so, the Company aims to increase employees’ motivation to work and to enhance employee engagement.

To facilitate the flexible adaptation to the dramatic changes in the business environment, Nippon Kayaku has introduced an in-house recruiting system with the goal of improving employee performance by putting the right people in the right positions through the matching of workplaces in need of more people with employees who are willing and skilled enough to work there.
Creating opportunities for motivated employees to take on challenges makes the employees more autonomous in their career pursuit and leads to the support of employees’ careers and their greater engagement with work.