Human Capital

Human Capital

HR overview
We formulated the Enplas Group Code of Conduct in 2003. This document sets forth the basic principles and decision-making standards for behavior that all company officers and employees (regular, contract and part-time employees) should follow. We strive to ensure ful l understanding of the Code by distributing the pamphlet “Our Policy” to all employees.
Our “Guide to HR Systems,” which describes the qualities we seek in our personnel, the performance evaluation methods we expect, the relevance of our HR systems, as well as our thinking and approach to evaluation and remuneration, is made available to all employees to enhance the transparency of our human resources practices.
Enplas Group Code of Conduct, Guiding Principles
*The Enplas Group Code of Conduct is reviewed and amended once every three years. The Enplas Group Code of Conduct, “Our Policy,” and “Guide to HR Systems” are not disclosed to external stakeholders.

Excerpt: Table of contents from the “Guide to HR Systems” TOC

Key personnel data: Japan as of March 31, 2020 *Numbers do not include dispatch employees.

Number of employees 622 (men 510, women 112)
Average age 41.4 (men 42.4, women 37.1)
Average years since joining the company 13.4 (men 14.7, women 7.4)
Number of employees by category Officers (including group companies): 26 (men 26)
Regular employees: 559 (men 468, women 91)
Fixed-term employees: 37 (men 16, women 21)
Number of new hires 45 (men 34, women 11)

Key personnel data: Global as of March 31, 2019
Number of employees by country/region:1,587 (Japan 539, US 167, Singapore 87, Malaysia 226, Thailand 157, China 184, Taiwan 23, Hong Kong 4, Vietnam 122, Indonesia 30, Philippines 27, Germany 2, Italy 1, Israel 1, UK 17)

Retirement system
In Japan, we have in place a defined-contribution pension system.

Securing human capital
Recruitment and hiring in Japan is carried out by our Human Resources Group. It begins by formulating a recruitment plan that specifies the number of employees needed for specific job types based on the needs of each business unit. We also recruit graduates from local high schools in addition to universities nationwide. We are able to secure the human capital we need, in part because we maintain consistent standards with regard to compensation, working conditions, and benefits.

Human capital development
We carry out a variety of programs to develop our human capital. This includes training programs based on rank and job type, an international trainee program for developing globally important skills, a plan-based rotation program, and a selective program for preparing outstanding personnel to become the next generation of company leaders.
To promote understanding of our company culture, we distribute “Inspired by a Dream” (Japanese and English versions), written by founder Makoto Yokota, to all employees worldwide. This book tells stories from our company history that illustrate the values we hold dearly. We believe an understanding of our company culture contributes to our low employee turnover rate.
■New employee training
In Japan, we train new employees on business etiquette and other topics. Employees who work in the sciences and have at least an undergraduate degree undergo a one-month manufacturing training at a factory where they learn first-hand and in-depth the series of work processes from product and mold design through product assembly, testing, measurement, and inspection.
■Leadership training
This training aims to cultivate future leaders of Enplas who can formalize problems and think strategically by engaging them in rigorous discussions and thought exercises grounded in situation analysis. Our goal is to develop human capital capable of responding immediately to environmental changes in an age of uncertainty.
■Life and career planning study sessions
The age composition of Enplas Group employees is about one to two years younger than the average manufacturing company. Nonetheless, the number of Enplas employees aged 50 or older is expected to grow by around 10 people annually. In 2020 we created a second career assistance program so that these employees can continue to lead a fulfilling life even as healthy life expectancy in Japan is longer than ever.
■Average hours of training
Fiscal Year 2019: Average 12 hours per person per year in Japan
■Provision of career completion management upon retirement or end of work
In 2020, we created a second career assistance program and also hold life and career planning study sessions.
■On work performance and career development
We hold interviews with employees four times a year.


Our Guiding Principles on Diversity state that “harassment and discrimination on the basis of nationality, race, ethnicity, religion, faith, sex, age, language, physical disability, social status, or educational background is prohibited” and that employees must “be fully aware that others may differ in their ways of thinking, interpretation, and decisions and endeavor to deepen one’s understanding and act through sincere communication with all who live in the countries or work in the companies where the Enplas Group operates.” We also have systems that encourage diverse styles of working. To support employee health and wellbeing, we conduct mental health checks, interviews with occupational physicians, health screenings, and full medical examinations.
■Maternity and childcare support
In Japan and in other countries, we have established maternity and childcare systems that exceed legal standards.
The rate of participation in childcare leave was 100% for women in fiscal year 2019. We have maintained a 100% rate of post-leave retention.
■Family care support
We have set up a family care leave program, but no one has used it so far.
■Rate of participation in childcare leave and post-leave retention (12 months later)
The rate of participation in childcare leave was 0% for men and 100% for women in fiscal year 2019. We have maintained a 100% rate of post-leave retention.
■Organizational composition by employee classification
Please see “Key personnel data” above.
■Welcome back program
We have a rehiring program for people who served three years or longer as a regular employee and were away from the company for no more than 10 years. To be eligible, one must have resigned from the previous job for one of the recognized reasons, which include marriage, pregnancy, childbirth, childrearing, sickness or home care of a family member, or a spouse’s job transfer.
■Employment of persons with disabilities
The Enplas Group hires persons with disabilities as regular employees and provides an environment for them to work in the same workplace as other employees.
■Work style reforms (work-life balance)
We continue to designate certain work days as “No Overtime Day,” but in 2019 we began disseminating the message “Raise productivity and go home” and made it so that different departments compete on leaving work at designated times. Overtime hours have dropped significantly as a result.
We had already begun working to expand our remote work systems, such as videoconferencing, laptops, and Wi-Fi, and to introduce remote work for employees who travelled often or requested it. However, when the Japanese government declared a state of emergency associated with the spread of coronavirus (COVID-19), we instituted remote work for all employees. Even after the state of emergency has been lifted, we continue to offer remote working as a new lifestyle option.
■Promoting employee health
We have maintained a 100% rate of participation in health screenings and full medical examinations. For employees who transferred to outside of Japan for a job assignment, our system allows their family members to also receive health screenings. We bear the entire cost of group insurance covering three major diseases (cancer, heart disease, and cerebrovascular disease) and also offer flu vaccinations (voluntary, for a fee).

Occupational health and safety (employee wellbeing)
Each business site in the Enplas Group carries out activities under the direction of the Safety and Health Committee led by the General Affairs Group to advance the creation of workplace environments that enable employees to execute their duties safely, healthily, and comfortably. No serious workplace accidents have occurred in our manufacturing operations.