With “A Company’s Strength Originates from Human Resources” as our motto, we strive to create
a working environment that encourages every single employee to fully display his/her potential
through working style reforms.
Reduction of Total Working Hours and Promotion of Operational Efficiency
We are making changes in the way of work to improve the quality of work. In doing so, we aim to increase productivity.
Reduction of Total Working Hours and Utilization Ratio of Paid Leave（※1）
| Total Working Hours [Results]
| Utilization Ratio of Paid Leave [Results]
(※1)Oji Group’s Main Office region (Excluding Innovation Promotion Division and Oji Nepia Head Office,including managers)
・Operational efficiency(revising information communication and routine tasks)
・Setting the start/end time of work to match actual
work situations (i.e. utilization of flexible hours（※2））
・Setting the maximum limit for overtime work hours (at 60h/month)
・Lights-out at 7 p.m. (with a target of more than 80%) and prohibition of late-night overtime work
・Full compensatory leave for working on holidays
・Encouragement of paid leave usage (with a target of more than 80%)
(※2) In 2002,we adopted a Flexible Work Hour System that allows employees to choose work hours that match actual work situations. Employees can set the start and end times of work within a range from 5:00 a.m. to 10:00 p.m.,which encourages flexible work schedules with no fixed “core work hours”
Initiatives to Change Personnel System for Promotion of Working Style Reforms
In order to reliably carry out the tasks in line with the management strategy, we are working to establish a personnel
system to Oji Group that enhances the effectiveness of working style reforms.
≫Introduction of a role-based personnel grading system
We have introduced a role-based personnel grading system since FY2014 to combat seniority and enable early-promotion.
≫Introduction of a certified researcher system
We have introduced a certified researcher system since FY2015 to
allow researchers with particularly high expertise to
concentrate on their research and create innovative-values, and allow recruitment of such people externally.
Certified researchers have discretion over their working styles when conducting R&D.
Introduction of Retirement at the Age of 65
Having recognized the increase in the number of active elderly population as a result of extended average life expectancy,
as well as the decrease in the number of productive age population as a result of an ageing population and declining
birth rates, Oji Group has introduced a retirement system which allows retirement at age 65 since FY2017（※3） to encourage its employees to work with enthusiasm whilst demonstrating their accumulated knowledge, techniques and abilities. We will continue to promote this system in the Oji Group.
（※3）subsidiaries have already adopted the system