The SCREEN Group has formulated basic policies in 7 fields of human resource management (see diagram below). These policies are in line with our corporate philosophy of “Sharing the Future,” “Human Resource Development,” and “The Pursuit of Technology,” and founded on the pillars of our “CSR Charter / Code of Conduct” and “SCREEN Group Code of Management”. Under these policies, we strive to create an environment where a diversity of employees can maximize their talents and enjoy rewarding work.

Personnel Development and Use of Human Resources

The SCREEN Group formulated its Basic Philosophy on developing human resources over the medium to long term. The Basic Philosophy states the concept and basic policies of personnel development and the definition of ideal personnel. Under the Value Up 2023 medium-term management plan, we are implementing the programs and measures that will bring the basic policies to fruition. Our aims are to promote the growth of all our employees (the foundation for improving corporate value), to create a corporate climate conducive to taking on challenges, and to foster the next generation of management personnel.

Concept of Personnel Development

Concept of Personnel Development is to show objectives for personnel development and relationship between “Company” and “Employee” based on the code.

Ideal Personnel

Personnel Development Plan Basic Policies

We have declared five basic policies, and are deploying systems and measures for their achievement.
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SCREEN BUSINESS SCHOOL

In order to put our basic policies of personnel development into action, we have established the SCREEN BUSINESS SCHOOL, which offers a wide range of educational and training programs tailored to different career levels and goals in order to empower employees in taking the initiative to better themselves. For the fiscal year ended March 31, 2020, we continued delivering the programs that were most highly rated by participants. We also set up seven new programs, including ones on logical thinking and critical thinking. About 1,220 employees took part in these and existing programs.
We also create an environment where employees can grow and be active, regardless of which stage of life they are at. We offer programs for employees who have limited time due to childcare, nursing care, or other family duties.
For the fiscal year ending March 31, 2021, in line with the Value Up 2023 medium-term management plan, we launched a training program named SKIP (SCREEN’s Key learning for Innovative Process). This program is key to ensuring SCREEN can make innovative progress. It will allow us to reinforce our foundations to make SCREEN a company where individual employees find their work rewarding and create a work environment conducive to generating innovations.

New Employee Training

Upon joining the company, new employees receive three weeks of education and training on SCREEN employee attitude, basic knowledge, and skills conducted via lectures, practical work experience run by in-house and outside instructors, Zen meditation seminars, and other instructional sessions. After this, employees undergo specialized training to cultivate their business skill set. New employee follow-up training is also held at the end of the term to help new employees review their first year and to encourage further growth.

Study Abroad and Business School Opportunities

Employees are provided with opportunities to further their professional education. These include study-abroad programs for engineers and overseas law school enrollment for those seeking to acquire qualifications to practice law in the United States. We also send promising employees to business school so that they can earn their MOT or MBA and, thereby, better contribute to the future business of the SCREEN Group.

Cultivating Next-Generation Business Leaders

In order to cultivate the next generation of capable business leaders, we have established the Business Leader Training Course for managers and the Junior Business Leader Training Course for regular employees. Participants selected from our group companies take part in content-rich training programs throughout the year. These programs include talks by directors / corporate officers, specialized lectures by outside instructors, and competitive business simulations carried out with employees from other companies. In addition to providing practical business knowledge, participants develop a more managerial outlook and the ability to think and act independently as future business leaders. As of the fiscal year ended March 31, 2020, there were 9 people enrolled in the Business Leader Training Course and 13 people enrolled in the Junior Business Leader Training Course.
Interview with an employee who completed the Training Course

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Business Leader Training Course participants present a proposal to management
(December, 13, 2019)

Labor-Management Relationship

 As of March 31, 2020, 64% of all employees in SCREEN and its business operating and functional support companies held collective bargaining rights.
In addition to the semimonthly, regular labor-management negotiations, we host labor-management conferences when necessary to discuss a range of issues, as well as facilitate other opportunities for cultivating a relationship of constructive dialogue with labor unions.

Evaluation and Treatment of Employees

The SCREEN Group performs fair and acceptable evaluations based on each employee’s role and job performance. We also fairly reward employees for the contributions they have made based on corporate and sectional performance. We also hold periodic training for evaluators so that they can gain a deeper understanding of the goalsbased management and evaluation methods that form the basis of their evaluations and treatment of employees. In addition, employees also do multi-faceted evaluations of their bosses, thus helping ensure that the evaluation process is a two-way street and that evaluations are appropriate.

Building a Friendly Work Environment

Work-Style Reform
Work-style reform is a crucial element to further boosting the competitiveness of the SCREEN Group. For the fiscal year ended March 31, 2020, young employees from various sections within the SCREEN Group formed a team to study ways to streamline operations by using ICT. Also, online newsletters to boost employees' IT literacy were sent out and “spot” offices (mini satellite offices) were set up on the premises of some of our facilities for employees on business trips there.

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Improving Work-Life Balance
The SCREEN Group strives to build and maintain an environment in which diverse employees can use their abilities to the fullest while carrying out home duties such as taking care of children or elderly family members. We provide systems that match each individual employee’s particular needs. We offer flextime with no core hours for employees who are pregnant (or who have a pregnant wife), who are caring for elderly or sick family members or children, or who are undergoing medical treatment. We also operate a partial work-at-home system and offer the option of reduced work hours. These systems allowed us to smoothly shift to a work-from-home system in response to the COVID-19 pandemic and enabled seamless business continuity.
Other systems include making it compulsory for male employees to take paternity leave so they can take part in caring for their newborn baby. In recent years, the number of male employees taking paternity leave is increasing. For the fiscal year ended March 31, 2020, 69 men took paternity leave.

Main work-life balance systems (as of April 2020) 
PitStop 5 paid leave Employees who take less than 60% of their paid leave during a given year must take at least five consecutive days off in the following year.
Family support paid leave Leave for employees caring for family members, or undergoing fertility treatment, medical treatment, or preventative treatment (up to five days a year).
Child-raising support leave Leave for employees attending school-related events of their children up to third year in junior high school (up to two days a year).
Spouse childcare leave Leave for employees to help wife care for infant after giving birth (paid leave; as a rule, mandatory).
Spouse-accompaniment leave Leave for employees who want to accompany their spouse to an overseas posting (unpaid leave, limited time period).
Flex time (no core time) Flexible working hours (with no mandatory core time) for employees who are pregnant, caring for elderly or sick family members or infants, or undergoing medical treatment.
Partial work-at-home system Work system allowing employees to do some of their work at home if they are pregnant, caring for elderly or sick family members or infants, or undergoing medical treatment.
Reduced work hours System allowing employees to shorten work hours if they are caring for elderly or sick family members or children (up to 6th grade in elementary school) or undergoing medical treatment.
Minimum break between work days System allowing employees to have a minimum number of hours between finishing work one day and starting work the next day (minimum of nine hours).
Limited geographical region system System limiting the work region for employees who cannot be transferred far away due to elderly/sick care or infant care duties.

 

Subsidy for childcare, etc. Subsidy to partially compensate for wages lost due to taking leave or working shorter hours to care for infants.
Subsidy for early return to work Subsidy to pay for daycare and other expenses for employees making an early return to work after taking childcare leave.
Skills training for employees on childcare leave Online learning program so employees can study while they are on childcare leave.
Subsidy for nursing care leave Subsidy to partially compensate for wages lost due to taking leave or working shorter hours to care for elderly or sick family members.
Subsidy for nursing care equipment Subsidy to partially pay for the purchase or rental of nursing care equipment.
Nursing care consultation Dedicated staff provides consultation on company systems, government support, and private nursing care services.
Nursing care seminars Seminars provide the basics on nursing care so that employees do not have to quit their jobs to care for elderly or sick family members.