2011 Suzuki CSR Report - global suzuki

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Introduction Special Topics Corporate Philosophy and CSR Environmental Responsibility Social Responsibility Data 03 Secure and Comfortable Working Environment SUZUKI CSR REPORT 2011 03 Secure and Comfortable Working Environment We are pursuing a working environment where employees who bear business activities can maximize their motivations and abilities in a mentally and physically fulfilling condition. Various assistant systems are employed to help employees work actively through positive adaptation as a company to diversify the working environment. Also, a comfortable working environment will improve employee’s motivation to increase productivity. ■Child-Care Shortening Hours System We have adopted a system to shorten daily working hours based on self application by employees who need child-care for pre-elementary school children. The employees applying for this system may be exempted from overtime work in principle. Also, they can use the company's car parking area, allowing them to use cars for easy pick-up of their children. This system enabling employees with small children to choose from various working styles creates a working environment where employees with motivation and ability can keep working. Also, the short-time working system enhances awareness of child-care support in the entire workplace and promotes Strong Working Atmosphere which can support those short-time workers. ■Childcare, Caring of an Aged Family Member System We provide baby breaks and breaks for caring for an aged family member to employees, regardless of gender, who, due to personal reasons such as child-care, nursing care, etc., have difficulty in working even though they have the will and ability to work. This system is used by many employees. ■Re-employment System Since July 1991, far earlier than the revision of the Law concerning Stabilization of Employment of the Older Persons in April 2006, we have adopted a re-employment system for hiring people after the mandatory retirement age of 60 years old. This system offers employment to the people who are willing and able to work after retirement age of 60 years old. Now, they are using their abundant experience and acquired skills in each working place. As part of our approach to work sharing system, in which work is shared by several workers, we introduced a shorttime working system for the reemployed people in June 2009. ■Employees, etc. Consultation Service Since 2002, we have rolled out the “Employees Consultation Service” throughout the company as part of CSR Management System. In April 2007, the coverage of this service was expanded to include not only Suzuki Motor Corporation's regular employees, but also all persons working in the business locations (including nonregular, apprentice, probationary, dispatched, temporary, part time, seasonal, and seconded workers and Suzuki's employees working in other companies' locations) in consideration of the actual circumstance. In addition, the consultation service is also available to employees of other Suzuki group companies. It provides a broad range of consultation from trouble in the workplace, such as sexual harassment or power abuse, to questions, problems, improvements related to their individual jobs via e-mail or phone service. In addition, consultation with an outside lawyer is possible to maintain fairness. Quick and fair solutions to individual problems can maintain a comfortable working environment. Also, it is ensured that any report or consultation request will not cause any disadvantage to the reporting person. In addition to the consultation service, an “Improvement Proposal Box” is located at worksite cafeterias and offices, allowing every employee to easily make a proposal on work improvement or request for consultation. ■Acquiring the accreditation mark "KURUMIN" based on the Law for Measures to Support the Development of the Next- Generation from the Ministry of Health, Labor and Welfare Suzuki was accredited by the Ministry of Health, Labor and Welfare according to the Law for Measures to Support the Development of the Next-Generation as a company that supports child care. The Law for Measures to Support the Development of the Next-Generation was established to oblige companies that have 101 or more full-time employees to prepare and submit the action plan to build employment environments that support balancing of childbirth/child care and work, etc. in order to create the society with health upbringing of children who bear the nextgeneration society. Suzuki will further promote building of working environments where our employees can work comfortably and keep balancing the work and child care. ● 66 ●
Introduction Special Topics Corporate Philosophy and CSR Environmental Responsibility Social Responsibility Data 04 In-House Education System SUZUKI CSR REPORT 2011 04 In-House Education System To promote continuous development, based on the policy of our mission statement, we have installed an in-house education system to improve employee capabilities, develop talent that can adapt to environmental changes. ●Group Training (Off the Job Training (Off- JT)) Group Training, also known as “Off the Job Training” consists of seminars given in our in-house school, training center, etc. and out of company training seminars, etc. Seminars are generally given according to management hierarchy* and cover basic knowledge, technology and skills necessary to pursue tasks in accordance with the job position. Management hierarchy: Seminars that are carried out according to * corporate rank such as General Manager/Assistant General Manager Seminars, Section Chief Seminars, Chief Seminars, Foreman Seminars, Section Leader Seminars, etc. Number of Seminar Participants (Overall Suzuki Group) Fiscal 2002 13,932 persons Fiscal 2003 17,699 persons Fiscal 2004 14,430 persons Fiscal 2005 14,518 persons Fiscal 2006 15,470 persons Fiscal 2007 18,600 persons Fiscal 2008 19,000 persons Fiscal 2009 18,000 persons Fiscal 2010 17,000 persons Suzuki In-House Training System Assistant Managers Employees Position Management Positions Supervisors Foremen New Employees Training for Individual Occupational Abilities Group Training (Off~JT) Managerial Hierarchy Training General Managers / Assistant General Managers Seminars Key Person Nurture Seminar Third Year Section Chief Seminars New Manager Seminars Assistant Manager Leader Seminars New Line Assistant Manager Seminars Third Year Assistant Manager Seminars New Assistant Manager Seminars Seventh Year Employees Seminars Sixth Year Employees Seminars Fifth Year Employees Seminars Fourth Year Employees Seminars Third Year Employees Seminars Practical Seminars (Manufacturing / Products) Basic Orientation for New Employees Manager Management Skill Improvement Seminars Basic Management Orientation for Assistant Manager Outside Seminars Special Seminars / Lectures In-House Training (OJT) OJT Voluntary Skill Development Voluntary Self- Development Correspondence Courses Language Seminars Small Group Activities QC Circle Activities and Proposal Activities ●In-House Training (On the Job Training (OJT)) In-house training refers to supervisors or senior employees teaching junior employees through the course of daily work. What is taught varies from employee to employee and has a direct effect on their work. For this reason, it is considered the first step in the education process, and is regarded as the most important aspect of our in-house training system. The professional education that is required in each section within the company is mainly given through in-house training. ●Voluntary Skill Development Self-Development Scholarships are available to support those employees who actively work to improve vocational skills on their own through correspondence courses or language seminars. Providing our employees with support so that our employees can gain further knowledge and skills, we provide support so that they can attend seminars held by groups outside of the company. Small Group Activities We also promote such in-house group activities as proposed activities, quality control circles, etc., in order to create a more cheerful work environment or increase self-development. ● 67 ●
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2011 Suzuki CSR Report - global suzuki

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