Social
- Reform for Strengthening Human Capital
- Human Resources Policy
- Overhauling the Personnel System
- Human Resources Initiatives
- Employee-Friendly Work Environments
- Initiatives as a Member of Society
Reform for Strengthening Human Capital
For the KANADEN Group, which aims to serve as an Electronics Solutions Company, the source of our competitiveness is our human resources, who create new forms of value, and the securing and development of human resources is a challenge directly connected to our competitiveness in business.
The KANADEN Group’s human resources policy defines qualities desired of its employees as “autonomous individuals who think and act on their own” irrespective of age, gender, experience, or other such attributes. Meanwhile, we are implementing various personnel measures based on that definition.
Human Resources Policy
As we aim to become an "Electronics Solutions Company," the source of our competitiveness is our human resources. To attain sustainable growth of the Group and medium- to long-term improvement of its corporate value, we have formulated the Human Resources Policy and carry out measures based on the policy.
Build a career path that suits you
- Working is an integral part of living.
- That is why we want you to build a career path that suits you.
- We will support your proactive action.
Fair reward for your efforts
- Taking action is KANADEN’s value.
- Age, gender or experience do not matter.
- We will offer opportunities for those willing to challenge themselves.
Each one of you is a key player
- The intersection of diverse values, gender and lifestyles is an origin of innovation.
- Satisfaction in work and life causes new corporate value.
- We aspire to be a company where you can leverage your talent.
Take on new challenges and have courage to innovate
The company and individuals will share philosophy to run a virtuous cycle of job satisfaction and growth.
Proactive thinking and acting is a quality essential to any rank or duties. It is a guideline for human resource development.
Key measures
Self-directed career development
- Employees take initiative in designing their own career vision while their companies provide and facilitate opportunities involving individual challenges and growth
- We offer flexible career options tailored to individual values and life plans
Acceptable pay and benefits commensurate with performance
- Our employee pay and benefits take their professional duties and accomplishments into account rather than individual-specific factors
- We properly evaluate approaches and procedures enlisted by employees in taking on challenges
- We evaluate accomplishments of individuals as well as their levels of contribution with respect to improving organizational capabilities
- We ensure that performance evaluations as well as pay and benefit packages are fair and transparent
Promotion of diversity, equity and inclusion
- We respect diversity with respect to gender, age, race, and nationality and other such attributes, as well as disability, sexual orientation, and gender identity, and accordingly provide equal opportunities so that each individual is able to maximize his or her abilities
- We ensure that diversity prompts organizational vitality and enhanced performance by fostering a culture where members can participate in the organization equally and engage in open and dynamic discussions
- We positively take action across the board including systems, operations, and awareness to eliminate gender gaps
- We respect diverse values and work styles and accordingly provide environments conducive to lasting employment
Overhauling the Personnel System
We overhauled our personnel system in April 2024 in order to encourage each employee to be active in their role and provide fair compensation that rewards their performance.
Human Resources Initiatives
On the basis of the idea that the quality enhancement of every single employee is indispensable to the Group's development, the Company provides level-specific training and individual training to positively cultivate a wide variety of personnel.
Level-Specific Training
| Training for new department managers | Training for new department managers to understand the basic processes of strategy formulation and grasp the objective status of one's own company and department as well as to improve their leadership skills as a department manager |
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| Training for new section managers | Training for new section managers to understand the expected roles of section managers to fulfill and understand the basics of completion of targets and subordinate training |
| Training for middle-ranking employees (each level) | Training to improve the skills of middle-ranking employees required for each level based on their role definition |
| Training for young employees | Training to develop young employees for their first three years in the Company |
| Training for new employees | Training to teach the basics for new business workers |
Employee-Friendly Work Environments
We are committed to establishing working environments where our employees feel good and work with a sense of purpose as well as progressing the establishment of systems that enable employees to work comfortably while keeping a work-life balance.
We believe that establishing environments which are easy to work in not only enhances work quality and efficiency but also culminates in creation of new value that ultimately helps increase our corporate value.
Diverse Ways of Working
Child Care and Nursing Care
KANADEN adopts a shortened working hours system, a flexible work time system, and other programs to support employees with children or elderly family members in need of care.
Child-raising Support
KANADEN provides a child allowance to employees raising children aged 18 and under.
Further Expansion of Childcare Support Systems
As a unique Company policy, we have introduced “Childcare Leave.” This system allows employees expecting a child or raising children up to sixth grade to take up to five days of leave per child annually, separate from their regular paid annual leave, to support their spouse during childbirth or for childcare purposes.
Voice of Employees
The Company has extended the period of eligibility, which has enabled me to take part in life events of my children such as their kindergarten entrance ceremonies and graduations.
The Company has really improved its childcare arrangements.
Knowing that I am able to take leave should something happen provides me with a sense of security.
employment
In order to respect the work-life balance of employees and realize work styles that suit diverse lifestyles, we have created a system that allows employees to limit the area in which they work if they wish.
Until now, all employees were rehired at the retirement age of 60, but in order to encourage employees who we expect to be just as active after turning 60 as they were when they were younger, we have established a system that allows the retirement age to be extended up to 65.
Changing the ICT environment to improve efficiency and productivity
We are pushing ahead with the KANADEN DX project. In this project, we are reviewing business systems, introducing operations support systems to increase operational efficiency and working to improve data analysis and utilization functions.
We are also enriching communication tools and constructing a teleworking environment to encourage flexible workstyles.
Welfare
Employee Shareholding Association
The employee shareholding association is a system for helping employees with regular acquisition and holding of the Company's shares and with medium- and long-term asset building. The Company provides its employees affiliated with the association with an incentive amounting to 10% of the cost for share acquisition.
Life Plan Support Program
KANADEN has introduced a corporate defined contribution plan to support the employees’ asset building in preparation for a comfortable retirement, as part of its efforts to promote the development of a workplace where employees can work with peace of mind.
Shin-yu Kai
The KANADEN Group has a mutual support organization called Shin-yu Kai. It is intended to promote friendship and support among employees. It organizes various club activities and events.
| Office | Events Details | Club Activities | Other Activities |
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| Head Office |
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| Kansai District Office | |||
| Chubu Branch Office | |||
| Kyushu Branch Office |
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| Tohoku Branch Office |
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General employer action plan
* This will take you to the Ministry of Health,
Labor and Welfare page.
Number of employees and ratio of female employees, results
Ratio of paid leave taken, results
Initiatives as a Member of Society
The Company is guided by the spirit of our code of conduct—“Contributing to society's development as a good corporate citizen”—and actively pursues social contribution activities such as nurturing the next generation and promoting culture and the arts, aiming to realize a better society.
Establishment of the KANADEN Scholarship at Yokohama National University
To cultivate next-generation researchers who will contribute to industrial development, we have established the KANADEN Scholarship for graduate students in science and engineering at Yokohama National University. This scholarship will provide financial support to students for 15 years starting in fiscal year 2025. We will continue to actively promote social contribution activities and contribute to the realization of a sustainable society.
Sponsorship of Yokohama National University American Football Team
KANADEN supports the activities of Yokohama National University American Football Team, MASTIFFS, which is a Division 1 team of the Kantoh Collegiate American Football Association. Through supporting student sports, we aim to contribute to the development of the next generation of talent who possess discipline and teamwork skills.
Donations for Disaster Relief
In the event of a large-scale natural disaster within Japan, we will promptly decide on donations after comprehensively considering the extent of damage and the impact on the Company's facilities, employees, and business partners. Donations will be channeled through public organizations such as the Japanese Red Cross Society to support those affected by the disaster.
Volunteer Leave Program
To support employees' voluntary social contribution activities, we have established a Volunteer Leave Program. Employees can take up to 10 days of leave annually to participate in a wide range of company-approved activities, including disaster recovery support, social welfare, and nature/environmental conservation. This program encourages each employee's commitment to social contribution.
