At the HOYA Group, we provide a work environment that respects individuality and diversity and promotes the growth of individuals while giving consideration to the safety and health of employees. Furthermore, each and every employee work to improve the knowledge and skills and we provide the innovative value sought by society. In this manner we aim to create a free-spirited work environment.
Human resource development
People differ in terms of things such as values, how they live, personality, and individual capabilities. There are also a wide variety of stances towards jobs and ways of working. For this reason, organizational management in the current era needs to provide frameworks that leverage the individuality of employees and allow employees to increase their capabilities in environments that match individual aptitudes. The new ideal employee environment sought by HOYA is one in which all employees can fully exploit their capabilities and contribute to the organization and business through friendly competition.
Individuals have various skill improvement needs. In response to the wide variety of capacity development needs of employees and in order to learn the specialized knowledge and skills required for the industry, the HOYA Group individually deploys the employee educational programs that are most suitable for each business division and region.
1. Human resource development in the Eye Care Division
The Eye Care Division that operates Eyecity chain of contact lens specialty stores has designed and made efforts to improve educational programs for the division with objectives such as improving the customer service skills of Eye Care Mates, which are the staff engaged in sales activities at stores.
The three core programs are: 1. operational education aimed at improving customer service and customer reception skills, 2. technical education aimed at acquiring specialized knowledge on contact lenses as high-level control medical equipment, and 3. management education aimed at learning the management skills for leading staff as a team. Instore coaches and technical coaches are employees that have been authorized to provide training, and they have been combined with e-learning programs to promote the self-study by learners.
Four levels have been established for technical education. Almost all employees have completed the beginner level and approximately half of all employees have completed the intermediate level. The participation rate has grown since the program was introduced in 2011.
Completion Rate of Education program
Training in the Eye Care Division
2. Regional training meeting at PENTAX Medical
PENTAX Medical, which handles medical endoscopes, has held training meetings for each region. Field service, marketing, and sales representatives in digestive organ and lung equipment-related sales departments in the Americas gathered from Brazil, Canada, South America, and the US. Specific products were focused on, the latest information was shared, group sessions were held, and training was conducted with the actual products at hand. Furthermore, efforts were made to improve the skills of each and every employee by inviting physicians to share experiences from users.
Training for PENTAX Medical
3. EICC seminar at HOYA ELECTRONICS SINGAPORE
Every year staff members of Hoya Electronics Singapore attend "Understanding the Electronic Industry Citizenship Code Of Conduct Requirements (EICC) course." This year six staff members from various departments attended the course to improve understanding.
Staff members attending EICC Code Of Conduct Requirements course
Creating animated working environments
The principal systems and initiatives in Japan are as follows.
As part of efforts to create motivating and rewarding working environments, at the HOYA Corporation we have introduced various systems such as the flextime system, childcare leave, nursing care leave, and the systems below to support the flexible working styles of employees.
･Challenge leave (HOYA Corporation in Japan)
HOYA Corporation has established the challenge leave system for employees that have worked for a set number of consecutive years. A challenge leave of 20 days each is granted when the number of consecutive years worked by employees that work five days a week reached 10 years, 20 years, and 30 years.
The HOYA Prize is an award system that has been established for all employees with the aim of recognizing and rewarding the daily hard work and efforts of employees in order to communicate a spirit of gratitude towards employees that always do their utmost amidst a difficult business environment. The award system does not stipulate any detailed standards, but winners are rather decided on by the CEO based on recommendations received by the President from the managers of each business and human resources representatives.
Social contributions and disaster recovery support
HOYA has over 30,000 employees in approximately 40 countries around the world. In addition to providing support when employees and their families suffer from disasters, the HOYA Group also conducts various support activities for regions on a global level.
Direct disaster recovery support activities
|Nov.2013||Typhoon damage in the Philippines||Donations of JPY 7 million from employees and a matching donation of JPY 10 million from the Company given to support relief activities|
|Oct.2011||Flooding in Thailand||Donations of JPY 7 million given to victims|
|Mar.2011||Great East Japan Earthquake||Donation of JPY 100 million given to the three affected prefectures by HOYA Corporation
JPY 25 million given to affected employees from donations and matching by the Company
Fluctuations in employee numbers
|Number of Total Employees||32,363||35,130||36,605||34,635||34,362|