Displaying present location in the site.
Creating a Diverse Workstyle Environment
To realize corporate growth and personal growth and happiness in accordance with its HR Policy, NEC develops and fairly evaluates personnel, who drive the growth of its businesses. We also work to create an environment where employees can work with ease and comfort and thereby display a high level of performance.
Aiming to realize fair assessments, NEC has established a system that evaluates employees based on their contributions to businesses, regardless of such attributes as age or gender. We pay appropriate wages and bonuses according to employees’ roles and results based on various laws and regulations, labour agreements, and internal regulations. In addition, we have established a retirement lump-sum plan, a defined contribution pension and employee stock ownership plan (NEC Corporation and a part of NEC group have introduced). Further, bearing in mind the import of laws pertaining to equal pay for equal work, we have enabled fixed-term contract employees and other non-regular employees to use some of the systems established for regular employees.
In addition to these systems, we are bringing about a rewarding work environment through discussions and by cooperating with the workers union and management on issues covering the personnel system, benefit programs, the realization of work–life balance, and a workstyle by which all employees have the opportunity to reach their full potential.
In particular, we have childcare and nursing care systems that exceed statutory minimums and have led other companies in the establishment of a teleworking system, which we introduced as early as 2000. Through these and other initiatives, we are working to create an environment where diverse personnel can play a part. Also, by advancing the aforementioned initiatives, we aim to raise our employee engagement score to 50% by fiscal 2026.
The Human Resources Division and business units play a leading role in liaison and coordination between workers and management. Making reference to the various guidelines put forth by the International Labour Organization (ILO) and other bodies, the NEC Group Human Rights Policy acknowledges employees’ three primary labour rights—the right to organize, the right to collective bargaining, and the right to collective action. In addition, the labour agreement that NEC has concluded with NEC labour unions guarantees the right of workers to bargain collectively and stipulates that management must consult with workers if any changes are to be made to important labour conditions, such as wages and work hours. To provide the opportunity for discussions between NEC and NEC labour unions, a central labour and management council meeting is held biannually.
In addition, at NEC Corporation, the labour agreement states that all employees are labour union members, except for certain general employees who conduct management duties or designated operations.
Measures and Main Fiscal 2022 Activities
Promoting Smart Work 2.0
NEC is working to create an environment where employees can work with ease and comfort and thereby display a high level of performance. In particular, to facilitate business continuity and spur performance amid the COVID-19 pandemic free of the requirement of commuting to the workplace, we have implemented a hybrid workstyle that combines remote and on-site workstyles.
|Establishment of workplaces
|Introduction of super flex
|Establishment of guidelines for long-distance work
Five Star Rating in the Nikkei Smart Work Survey
NEC received a five star rating in the 2021 Nikkei Smart Work Survey in recognition of its implementation framework for promoting diversity and flexible workstyles. Of the 807 companies that responded to the survey, only 21 companies were awarded a five star rating.
Evaluations That Promote Personal Growth
NEC conducts two-way dialogues between managers and their supervisors to serve as the basis for personnel evaluation and development. These one-on-one meetings, which are held between all employees and their supervisors help align the goals of each employee in their roles with the goals of the Company’s business strategy. Presently, about half of NEC employees have these one-on-one meetings at least once a month.
- To achieve business goals, supervisors provide coaching aimed at business management and help employees with growth and career development.
- In fiscal 2018, the Group adopted the Code of Values as a shared standard of conduct. Since then, in one-on-one meetings, supervisors have been providing feedback and coaching that, while focused on results, places increased emphasis on conduct.
- The Company introduced “Feedback from Others,” a system for receiving multifaceted, 360-degree feedback. We provide managers with training to increase their managerial capabilities and help them to elicit independence, creativity, motivation, and autonomy from the members of their team and maximize team performance.
In cases other than employee preference, where it is necessary for work, workplaces and workstyles may be changed or employees may be transferred or sent on assignment. However, in these cases, the labour agreement stipulates that the labour union must be notified at least seven days in advance.
Introduction of “Thanks/Praise” Platform
In November 2021, we introduced the “Thanks/Praise” platform, which is aimed at facilitating light, positive feedback in an effort of fostering a culture of mutual acknowledgment and enhancement.
At NEC, labour and management are working together to implement flexible workstyles, prevent overwork, and encourage employees to take leave in compliance with the relevant legal systems of each country.
|Fiscal 2016 onward
- *One day a week is predetermined as a non-work day, on which employees are allowed time off from work.
|Average annual salary of employees
|Average length of service
|Average overtime per month
Benefits and Welfare System
In April 2020, NEC Corporation launched a new “cafeteria-style” benefits and welfare system called “Will be.” It allows employees, including contract, temporary, and part-time workers, to select and design their own benefits rather than following a benefits and welfare system prepared by the Company based on an assumed model life plan. Under this benefits and welfare system, employees are granted a certain number of points, and they can select various benefits and welfare services within the scope of their points, according to their needs. There are a wide range of options to meet employees’ various needs, such as selfinvestment for growth, health improvement services, assistance for use of childcare and nursing care services, purchase of time-saving home appliances, and so forth.
In fiscal 2021, we increased the penetration of existing systems and encouraged their use by introducing popular, oft-used plans, among other efforts. We also expanded the user base of the Group’s NEC Karada Care healthcare service and its FIELD service. These measures were part of our efforts to better meet the needs of our employees. As of March 31, 2022, approximately 21,000 people applied for these services online.
We provide employees who are providing childcare and nursing care with special points that are separate from their basic earned points.
NEC Pension Plan
In October 2020, NEC switched to a single defined contribution pension plan. Defined contribution pension plans have grown in importance due to recent revisions to the pension law and a review of the pension system. Therefore, we have worked to organize our existing defined contribution investment products by formulating a basic policy for selecting products—one that pursues profits for its beneficiaries—and reviewing a portion of these products based on the policy.
As part of this review, we made efforts to improve investment literacy and foster autonomous asset formation among employees by utilizing online training to provide them with a summary of the review and its purpose, as well as product information and an explanation of investment methods. We are also working to improve existing investment education to meet diversifying employee needs as they relate to asset formation. These efforts include education for creating a financial plan for one’s senior years, which has been newly established for employees middle-aged and older.
In addition, meetings of the NEC Group Defined Contribution Pension Committee are convened by the labour–management councils of the Company to ensure continuous, employee-oriented monitoring over the provision of defined contribution investment products.
Support for Childcare
NEC Corporation supports employees who are balancing work with childcare with benefits such as childcare leave and reduced working hours. In addition to these benefits and the aforementioned benefits and welfare system, we conduct management training on supporting work–life balance and skills improvement training for employees on childcare leave. These initiatives enabled NEC Corporation to acquire the “Kurumin” Next-generation Support Certification Mark in 2007, 2012, and 2015. We implemented a series of measures, even including measures that are not incorporated in the action plan, and further improved the work–life balance of our employees. As a result of these measures, NEC Corporation acquired the “Platinum Kurumin” certification in 2018.
Nursing Care Support
To support employees to balance work and nursing care, we have established systems such as nursing care leave, shorter working hours, and shorter working days.
In addition, a nursing care plan has been set up within “Will be,” the “cafeteriastyle” benefits and welfare system, to provide employees with a variety of support to meet their needs as they balance nursing care and work. Please refer to the link below to see trends related to users utilizing childcare and nursing care leave.
Number of People Utilizing Childcare and Nursing Care Leave
|Reduced working hours for childcare
|Nursing care leave
|Reduced working hours for nursing care
Note: The data marked with a check ✔ has been verified by a third party.
From fiscal 2020, the number of employees working reduced hours to fulfill their childcare and nursing care responsibilities will decrease. We believe that this is because the spread of telework and super flextime has led to an increase in the number of employees who are able to balance work without having to work shorter hours for childcare or nursing care. In addition, as a result of encouraging male employees to take childcare leave, the number of male employees taking childcare leave is increasing.
Initiatives to Design and Grow Your Own Career
To enable each employee to grow and be happy by pursuing a career in line with their values, NEC provides an environment where employees can think about and act on career plans. We have put in place systems that support and encourage the efforts of employees to take the initiative in improving their skills and in pursuing challenging professional roles. Specifically, in fiscal 2021 we renewed and reorganized a set of training programs and systems aimed at self-starting career development and relaunched our career training curriculum under the name Career Design Workshop. Moreover, with the aim of strengthening our ability to support employees’ career ownership, we established NEC Life Career, Ltd., in 2020.