Human Resource Strategy
Human Resource Strategy Goals
Building an environment in which all employees can maximize their potential regardless of gender, age, or race
Human Resource Development Policy
As a technology group, Star Micronics strives to provide new value through unique technologies that increase corporate value. At the same time, the Company will enrich the lives of its employees by providing a place where diverse engaged employees can contribute their best. Our goal as a group is to stand at the forefront of Japan’s small and medium-sized enterprises by generating a high level of productivity that rivals large companies as we contribute to the sustainable development of society.
We actively promote the establishment of a system and environment for cultivating and evaluating such human resources by implementing the action guidelines for each and every employee to act with initiative and courage, to continue learning, to pursue technology, and to focus on team productivity.
Action Guidelines
Act with initiative and courage
Take accountability and pride
in your work;
think, inquire, decide, and then
act ethically and with courage
Continue learning
Seek out challenges that will
foster personal continuous
learning and growth
in ways that ultimately improve
the Company’s value
Pursue technology
Seek to develop and refine
technology in ways that bring
unrivaled solutions to market
Focus on
team productivity
Hold the utmost respect for
colleague perspectives.
Work collaboratively and decisively to achieve
a high level of productivity
Human Resource Training
Star conducts a variety of training according to the objectives.
Officer Training
| Training Name | Target | Purpose |
|---|---|---|
| Executive Manager Training | Executive Manager Level | Gradually acquire the skills and mindset required of top management personnel who lead companies to sustainable growth volatile changes to the business environment. |
| Manager Training | Manager Level | ・ Acquire the management skills and company-wide view required of business leaders ・ Strengthen logical thinking skills and learn from the basics of management up to its practice |
| Appraiser Training | New Officer Training | Understand the basic significance of the personnel evaluation system and clarify the criteria for selecting evaluation items and determining the stages of evaluation. |
Hierarchical Training
| Training Name | Target | Purpose |
|---|---|---|
| Assistant Manager Training | Person Promoted to Assistant Manager | ・Master the leadership process that leads to action ・Raise awareness and perspectives as a leader responsible for organizational reform |
| Chief Training | Person Promoted to Chief | ・Improve problem-solving abilities to take independent actions ・Improve communication skills required for the surrounding work |
| Second-year Follow-up Training | Second Year Employees | Look back upon the first year of working life, reaffirm your own role, identify challenges and problems in the workplace, and formulate future action plans. |
| New Employee Training | New Employees | Acquire the basics of business manners, work methods, and cultivate awareness as a member of society. |
| During the first six months of being assigned in the company, training personnel (OJT leaders) will be assigned for training these employees in a planned and phased manner. |
Language and Global Skills
| Training Name | Target | Purpose |
|---|---|---|
| Global Leader Training | Young Employees | Training the next generation of leaders who can play an active role in Japan and overseas |
| Young Employee English Language Training | Young Employees | Improvement of language skills (English) focusing on young employees |
| TOEIC Examination Fee Subsidy TOEICIP Testing | All Employees | Improve employee ability with English and foster a global mindset |
| Language Training Before Appointment | Overseas Loaned Employees | Acquisition of the language skills required to perform work at a local corporation overseas |
| Pre-appointment Training | Overseas Loaned Employees | Acquisition of the business skills (intercultural understanding, human resources, labor management, accounting, taxation, and others) required to perform work at a local corporation overseas |
Business Skills
| Training Name | Target | Purpose |
|---|---|---|
| Business Skill Training for People Who are Promoted | Chief and Higher | Acquire business knowledge of people, things, money, and thinking required in each hierarchy |
| OJT Leader Training | OJT Leaders | Acquisition of knowledge required of an OJT leader to support the development of new employees |
Training By Purpose
| Training Name | Target | Purpose |
|---|---|---|
| Compliance Training | New Employees | Foster compliance awareness and improve related knowledge |
| Officer Harassment Training | New Officer Training | Foster an awareness to prevent harassment and improve related knowledge |
| Life-plan Seminar | Employees in their late 40s | Acquisition of know-how in understanding the HR system, health management, and life-long living design |
| Senior Life Seminar | Employees who are Retiring | Acquisition of know-how on life plans after retirement |
Self-development Support
| Training Name | Target | Purpose |
|---|---|---|
| Support for telecommunications training | All Employees | A wide range of courses are available, ranging from English language and technical skills to business skills and general training. Depending on the theme of the course (considering the relevance to work), 90% to 50% of the tuition fee is paid as a subsidy by the company. |
| Incentive system for obtaining qualifications, and the like | All Employees | In company-designated qualifications, bonuses are paid to employees who pass examinations and to those who attain a score at a predetermined level. |
| Technician Qualification Reward System | All Employees | A bonus is paid to employees who have passed a skill test (machining, machine maintenance, machine inspection, finishing, and others) which is under a national examination system. |
Internal Environmental Policies
We strive for building an environment where all employees, regardless of their gender, age, or race, can attain their full potential. In addition to building a new human resources system, we are implementing a flexible and diverse way of working.
Also, by conducting regular engagement surveys, we visualize employee engagement and the actual situation of each workplace. By conducting dialogs based on the survey results, we are committed to fostering a better corporate culture and creating a rewarding work environment by helping to improve activities and strengthen management on various topics.
Enhancing Diversity
Promoting the Activities of Women
Our company plans to organize various environments (promoting flexible and diverse work styles) and reform consciousness (management training, and the like) with the goal of achieving a female management ratio of 10% or more by 2030.
Support to enable childrearing, and care for the elderly
We promote the creation of an environment where employees who have had children and require giving childcare can leave work with confidence and return to work smoothly to demonstrate their abilities offering them balanced work and family life.
- Short working hours
- Childcare leave
- Remote working
- Medical leave
Promote male employees taking childcare leave
We support our male employees to take their childcare leave. We are deepening the understanding of the workplace so that our people can use our childcare leave system. Employees who have informed the company that their spouse is pregnant or giving birth will be explained our childcare leave system and confirmed whether they will use it.
Employment of Persons with Disabilities
Star will move forward with preparing a working environment and strive to promote employment of persons with disabilities, who are increasingly being subject to social demands, by implementing professional management for employing persons with disabilities, and by opening occupational areas to suit each person’s own characteristics. The expectations from local regions, including the government, are very high. Star believes that the contributions to local regions is one of the things that the company can do to fulfill our social responsibility.
Reemployment System
Star has set up a "Regulations for the Employment of the Elderly" that corresponds to the "Amended Employment Security Act for Senior Citizens" that makes it mandatory to provide continuous employment opportunities until the age of 65. Based on this, Star has set up a re-employment system that guarantees continued employment of all applicants until the age of 65, for the employment of full-time employees after the age of 60.