Working with Our Employees

Here at the Mitsui Chemicals Group, we are committed to giving our employees a sense of personal and professional motivation, with the goal of helping them find happiness and self-fulfillment. We encourage our employees to take good care of their health and make every effort to provide appropriate working environments, placing top priority on occupational health.

Currently, employees of Mitsui Chemicals Group affiliates work under these companies’ in-house systems.
The Mitsui Chemicals Group has approximately 15,000 employees worldwide, with around 64% in Japan, 11% in the Asia-Pacific region, 10% in the Americas, 8% in Europe, and 7% in China. With strict compliance with the laws and regulations of each country and region a matter of course, the Mitsui Chemicals Group respects individual human rights and works in a unified manner to facilitate work styles suited to each Group employee.
Looking ahead, the Mitsui Chemicals Group will strive to foster a greater sense of unity by developing programs that instill core values, while developing shared global personnel infrastructure, training programs, and IT platforms.

Management System

Policy

The Mitsui Chemicals Group Human Resources Management Policy outlines our attitude towards our employees and society as a whole. It is based on the fundamental principle that people need to be treated well, to enable the Company and its employees to stimulate and actively enhance one another as they work to create a better future.
We aim to strike a balance between the sustainable growth of the Mitsui Chemicals Group and the happiness and self-fulfillment of our employees. That is the cornerstone of our human resource practices at all of our Group companies around the world.

Human Resources Management Policy of Mitsui Chemicals Group

1. "Always In Good Faith"

  1. The Mitsui Chemicals Group will require employees to "act in good faith" as stipulated in "The Action Guidelines",highly appreciate such employees and offer an appropriate environment for them to give full rein to their strengths.
  2. Mitsui Chemicals will comply with all labor and employment laws wherever it operates.
  3. Mitsui Chemicals will disclose its rules and operate fairly and with justice according to the rules regarding recruiting, assignment, training, evaluation and compensation of employees without any discrimination against gender, race, nationality, age, religion and disabilities.

2. "For People and Society"

  1. Mitsui Chemicals will require employees to "have a high regard for people and society" as stipulated in "The Action Guidelines," highly appreciate such employees and offer an appropriate environment for them to give full rein to their strengths.
  2. Mitsui Chemicals will protect employees' safety and health in the workplace.
  3. Mitsui Chemicals will not tolerate any form of harassment, support and respect the protection of human rights.

3. "Dream-Inspiring Innovation"

  1. Mitsui Chemicals will expect employees to uphold the following actions stipulated in "The Action Guidelines," highly appreciate such employees and offer an appropriate environment for them to give full rein to their strengths:
  • To challenge unflinchingly with full trust in our potential without fear of failure.
  • To create novel values by enhancing our sensitivity.
  • To consider and act proactively based on the actual data and facts at workplace.
  • To aim to be world-class professionals with a global view.
  • To cultivate the next generation by passing on our experiences and technologies.
  • To integrate individual strength into the organization through active communication.

The Company established three Core Values to capture the spirit of everyone working at Mitsui Chemicals Group sites around the world and to act as a unifying force, ensuring that we are all working toward the same goals. The “spirit of challenge," “respect for diversity," and “teamwork" established in the Action Guidelines are each connected to the three core values of Challenge, Diversity, and One Team.

4.Mitsui Chemicals, based on the aforementioned, will conduct Human Resources Practices under the following policies:

  Toward sustainable growth of the Company. Toward happiness and fulfillment of employees.
Organization To create an organization based on the strategy and conduct job allocation suited for realization of the strategy. To conduct job allocation in consideration of each personal motivation and capability.
Recruiting To carefully recruit human resources that contribute to the organization’s growth. To give opportunities for employment equally to motivated and capable human resources.
Assignment To promote proactively human resources that yield fruitful results. To allocate suitable jobs for employees so that they can exercise their motivation and capabilities.
Training To foster world-class professionals from a long-term perspective. To assist employees in making self-reliant efforts to become world-class professionals.
Evaluation To evaluate achievement appropriately. To conduct fair evaluation that leads to enhancement of motivation and capability.
Compensation
(Remuneration)
To conduct compensation system that is competitive from the aspects of cost. To conduct compensation system that is competitive from the aspects of securing motivated and capable human resources.

Overview of human resource management: Relationship between the company and individuals

System and Responsible Officers

The Human Resources Division plays a central role in setting the mid-term plan for human resources management as well as fiscal year plans. With the president in charge, the Human Resources Division implements policies for the Company along with domestic and overseas offices, subsidiaries, and affiliates. Meetings are held periodically with HR managers from domestic and overseas offices to share information and develop HR policies.
In order to design and develop global HR policies, the Mitsui Chemicals Group has established a virtual global HR organization led by the General Manager of the Human Resources Division. Establishing the HR Development Advisory Committee (HRDAC), which gathers together HR managers in Japan, Europe, the Americas, and Asia, this organization implements and monitors various activities such as (1) global HR marketing, (2) global personnel development, (3) global mobility, and (4) global compensation/appraisal systems.

Monitoring Methods

Priority issues of the fiscal year plans are reported to the director in charge on a quarterly basis. Important managerial issues are discussed mainly at managerial meetings and by the Employee Development Committee.

Achievements and Reviews

Fiscal year plan progress and results are evaluated, which are then reflected in the next fiscal year plan.

Goals and Results

Goals for Fiscal 2015

<Recruitment>

  • Hire employees based on the development of new businesses (the hiring of new/mid-career employees to meet needs)

<Assignment>

  • Practice placing the right person in the right job globally (Establish a foundation for global talent management)

<Training>

  • Reinforce leadership through coaching (Set up and implement leadership training system for management class)

<Evaluation>

  • Strengthen human resource development through performance evaluation system (Implement accountable evaluation feedback)
  • Implement evaluation system based on shared global framework (Establish global evaluation policy)

<Compensation (Remuneration)>

  • Disseminate global compensation policy (Help spread compensation system focused on subsidiaries and affiliates in the China region)

<Health Management Office>

  • Reduce risk of lifestyle diseases and mental disorders

Fiscal 2015 Results and Assessment

<Recruitment>

  • Hire employees based on the development of new businesses: Level achieved: A
    ⇒ Hiring employees who already have the necessary skills accompanying portfolio changes when unavailable internally: 100%
    New graduate hires, hiring target: 100%

<Assignment>

  • Practice placing the right person in the right job globally: Level achieved: A
    ⇒ Develop a system for key talent management
Key talent management: Early selection of potential management candidates and talented, highly promising employees within the Group on a global basis, and develop such individuals in a strategic manner

<Training>

  • Reinforce leadership through coaching: Level achieved: A
    ⇒ Implement leadership programs that use coaching as a communication tool (program period: six months; target: head office group leaders, plant managers): No. of participants: 40 per year

<Evaluation>

  • Strengthen human resource development through performance evaluation system: Level achieved: A
    ⇒ Implement accountable evaluation feedback: 98%
  • Implement evaluation system based on shared global framework: Level achieved: A
    ⇒ Established global evaluation guidelines

<Compensation (Remuneration)>

  • Disseminate global compensation policy: Level achieved: B
    ⇒ Help spread compensation system focused on subsidiaries and affiliates in the China region.

<Health Management Office>

  • Reduce risk of lifestyle diseases and mental disorders: Level achieved: A

Goals for Fiscal 2016

<Recruitment>

  • Hire employees based on the development of new businesses (the hiring of new employees to meet needs)

<Assignment>

  • Practice placing the right person in the right job globally (Implement global key talent management)
    Conduct employee development meetings at each division and on a company-wide basis under the concept of key talent management
    Formulate personalized development plans for management candidates

<Training>

  • Reinforce leadership through coaching (Set up and implement leadership training system for management class)
    Implement training programs for identifying key talent
    Establish group leadership/manager-class programs as well as team leader/supervisor-class leadership courses

<Evaluation>

  • Implement evaluation system based on shared global framework (Disseminate global evaluation guidelines internally and determine actual conditions at affiliates)
    Disseminate global evaluation guidelines internally and determine actual conditions at domestic and overseas affiliates

<Compensation (Remuneration)>

  • Disseminate global compensation policy (Determine actual conditions at and provide assistance to affiliates in Japan and overseas)
    Disseminate the global compensation policy internally; determine actual conditions at domestic and overseas affiliates

<Health Management Office>

  • Management of harmful substances in a forward-looking manner (Promote policies to prevent the release of chemical substances)
    Undertake risk assessments on-site while assessing risks related to new substances being handled and SDS-updated substances

Levels of achievement based on self-assessment: A: 95% or more, B: 70% or more and less than 95%, C: less than 70%