ESG Data Employees
Human Resource Development Policy
Based on the "Human Resource Development Policy, Mitsui Kinzoku Group develops employees who address social issues and create value through our business activities.
Human Resource Development Policy
We recognize that our associates are the most important assets for sustainable growth. We established “Desirable Behaviors” and continuously and systematically develop human resources, bringing out each associate's potential to achieve "strong manufacturing ability" of Mitsui Kinzoku.
- We strive to create a highly engaged, inspiring workplace, and develop a corporate culture that allows our employees to grow together through good communication and friendly competition.
- Each employee aims to practice “Desirable Behaviors” and voluntarily makes efforts to improve their skills.
- We promote on-the-job training and job rotation to help each employee build professional skills and have job opportunities suitable to exercise their individual strengths.
- We fairly evaluate each employee’s skills and performance.
- We provide appropriate training in a timely manner, improving the related programs through periodic review and revision.
Revised in April 2022
* Human Resource Development Policy applies to all sites of the Mitsui Kinzoku Group worldwide.
Development and Training System
We provide curriculums and learning environments for autonomous learning to support our employees in improving their skills, demonstrating their strengths, and continuing to build lifelong careers.
We currently use the Mitsui Kinzoku Learning Platform (MLP), a cafeteria-style learning support system, as a DX tool to support the educational system for achieving the career autonomy of each employee.
In addition to elective development programs and mandatory training to develop the skills required at each level, we offer optional training programs with various content that employees can voluntarily take. The training covers, management skills such as leadership, anger management, diversity management, DX, AI and other technologies, as well as learning about work style reforms such as psychological safety, sustainability, and other subjects to address current social issues.
We also provide Mitsui Kinzoku Total Digital Human Resource Development, an ICT education program to improve all employees' IT literacy.
Overview of the raining programs
Management by Objectives and Personnel Evaluation System
Under the management by objectives system, each employee prepares annual objectives each year, describing their objectives, expected results and process of their execution. At the beginning of each fiscal year, employees communicate with their supervisors to clarify their roles, understand organizational goals, and raise their awareness for participation.
Interim interviews are held every quarter to follow up on the progress of the objectives, and a development interview is held in April after the end of the fiscal year, in which the employees self-evaluate the degree of achievement of the objectives for the year and receives evaluation and feedback from their supervisors.
In the personnel evaluation system, in addition to evaluating the aforementioned objectives, we aim to fairly evaluate the expected roles of employees through their work performance and to reflect the results of the evaluation into raises, promotions and term-end allowances*.That being said, the personnel system policies, including the management by objectives system, the personnel evaluation system, and the salary system, is disclosed on the intranet. Employees are able to view these regulations at any time.
＊At Mitsui Kinzoku and its major domestic affiliates, we have introduced a performance-linked, fiscal year-end allowance system that applies to employees (including non-managerial employees), which reflects corporate and divisional earnings performance. Moreover, under the personnel evaluation system, individual employee performance for each fiscal year is reflected into the term-end allowance.
・The percentage of employees that undergo personnel evaluations(FY2023)
Mitsui Kinzoku and its major domestic affiliates：100％＊
＊This excludes employees that are on a leave of absence or for other reasons are not subject to personnel evaluations.
Performance-based Personnel Management system Career Development Support
In April 2022, we reformed our human resources system, upholding the basic principle of appointing the right people to the right positions based on their abilities and performance, regardless of seniority, under the job/role-based system.
In FY2024, we abolished the system of dividing employees into sougoushoku (career-track) and ippanshoku (non-career track), which categorizes employees based on their personal attributes. We hope to vitalize the organization and build a culture of taking on challenges by providing talented people with opportunities to play an active role regardless of their age, seniority, or educational background.
Employees are encouraged to envision their own unique career visions and develop the necessary skills to achieve their set goals, thereby fostering autonomous career development. We promote a talent management approach that acknowledges employees' right to choose their career paths and supports them in realizing their career visions through ongoing dialogue.
Career Development Training
Mitsui Kinzoku conducts career development training in order to support employees in developing their own life-long and self-directed careers. The training programs provide employees with the opportunity to look back on their lives and work, to rethink the careers they have built up, and to develop a career vision for the future.
Self-statement System and Career Interview
With the aim of creating a development plan that meets the wishes of each employee and providing opportunities for them to play an active role that matches their aptitudes, employees are asked to self-report their skills and techniques, their desired future position, their intention to transfer, and what they would like to convey to the company. This information is used as basic data for future career development and appropriate placement of human resources.
We conduct career interview to discuss employees' future career visions through dialogue with their supervisors. We consider both employees’ wishes and the company’s expectations.
While reconciling the company's expectations and employees’ career wishes, we aim not only to promote human resource development but also to increase motivation by linking the career vision for each employee with the actions needed to achieve it.
Internal Public Recruitment System
We have introduced an internal recruitment system in order to promote motivated employees and make vibrant organization. Open positions are posted on the intranet, and employees who meet the requirements for open positions can apply on their own initiative without approval from their supervisors.
・Utilization Result
FY2021: 15 job postings, 29 applicants
FY2022: 7 job postings, 10 applicants
FY2023: 7 job postings, 3 applicants
Employee Incentive Program
Employee Stock Ownership Plan
The Mitsui Kinzoku Employees' Shareholding Association was established in 1990 with the aim of supporting the medium- to long-term asset formation of employees.
Eligible participants include employees (including contract and temporary employees), part-time workers, and temporary staff of our company and its subsidiaries (including indirectly funded subsidiaries). Members join voluntarily and contribute funds based on the number of shares they have previously requested, with the contributions being deducted from their monthly wages and term-end allowance.
The company adds a 10% incentive to these contributions, which is then used to purchase our company's stock. Additionally, dividends are reinvested as funds for members to purchase more shares.
・ Participation Rate
As of April 2024:
Mitsui Kinzoku : 44.7%
Entire Group (including eligible subsidiaries): 37.1%
Composition of Shareholders