At Ryoden, our greatest asset is our people. Ryoden employees are people who can play a part on the world stage, growing as individuals in a dynamic and supportive work environment.
Ryoden’s basic philosophy on personnel management is “pursuing maximum benefit to both employees and the Company.” We strive to develop personnel who can enhance value through their work and achieve outstanding results while pursuing self-realization.
Ryoden focuses not only on quantitative targets but also on how well employees achieve qualitative targets in active processes. We foster an environment that encourages people to set ambitious challenges for themselves. Moreover, Ryoden inspires people to pursue their own training, preparing activity sheets to track their own growth.
Ryoden offers comprehensive off-the-job training derived from the education employees receive at the workplace in the course of their duties. Starting with newly hired employees, education and training tailored to each hierarchical level improves personal and business skills, while technical training and the like are advanced to teach the specialized knowledge and skills people need in their roles and assigned duties and to promote Ryoden’s solution business. Ryoden places special emphasis on developing personnel able to play an active role on the global stage. Through concerted provision of opportunities such as overseas training, Ryoden is accelerating its cultivation of a global workforce.
For Ryoden employees, annual paid leave time that has lapsed can be accumulated and saved up to a certain amount of days. Employees can use this time to care for their children when their childcare leave has expired but they are unable to place their children in daycare as they wish. This “leave time bank” can also be used in the event of personal injury or illness, or to care for family members.
Ryoden works hard to provide a comprehensive leave system so that employees can focus on their work with peace of mind. Leave can be taken in units of half a day, for example, or even in units of one hour.
Ryoden has prepared a suite of programs to support employees in caring for children or other family members, based on the provisions of the Family and Medical Leave Act (FMLA). Moreover, Ryoden enhances its work environment over and above the requirements of FMLA, as follows.
The Ryoden training system includes seminars tailored to each age group, to support employees in designing their future lives. Employees aged 30 and older can attend seminars on money management, health planning and career formation, while those in their 50s can obtain advice and support about enjoying a meaningful life after retirement, life design, health promotion and family economy.
Ryoden provides an environment that supports employees in balancing work with child-rearing, with provisions above and beyond legal requirements, as follows.
Leave taken before and after childbirth can be taken as paid prenatal/postnatal leave.
Provisions for shortened work hours due to childcare can be applied to the raising of children until they enter primary school.
Annual paid leave time that has lapsed can be accumulated and saved up to a certain amount of days. One application for this “leave time bank” is for employees to care for their children when their childcare leave has expired but they are unable to place their children in daycare as they wish.
Ryoden has also established the General Employer Action Plan, based on the Act on Advancement of Measures to Support Raising Next-Generation Children.
Ryoden has established the following Action Plan to furnish employees with a supportive and dynamic employment environment, so they can leverage their skills to maximum effect.
|1. Plan Period||From April 1, 2018 to March 31, 2021|