Relations with Employees

The DOWA group aims at being a company that can survive in business on a global basis and continuing to be a valued group of human resources with recognized talents. We set up the following goals for human resources and organizations in our Mid-term Plan V.

Employment

The DOWA group tries to maintain an appropriate number of employees, considering the present status of employees and our growth plan. As of March 31, 2013 we have total 5,315 employees, of which 88% (4,404) are male and 12% (593) are female. The number of temporary workers including contract employees, non-regular staff and dispatched workers is 1,455.

[ Employment status in Japan ]

Fiscal year Classification		2010		2011		2012
		Male	Female	Male	Female	Male	Female
Regular employees in Japan	Director	127	1	123	1	124	0
	Manager	670	8	681	8	707	8
	Ordinary employees	2,698	291	2,699	288	2,727	294
Non-regular employees in Japan	Dispatched employees	454		432		318
	Part-time workers, temporary workers and seasonal workers	741	270	826	265	846	291
Total		5,260		5,323		5,315

[ Numbero. of employees per region ]

Fiscal year Region	2010	2011	2012
Japan	5,260	5,323	5,315
Other Asian countries	1,115	1,325	2,510
Europe	1	4	16
North America	67	78	92
Central & South America	3	3	1
Total	6,446	6,733	7,934

Fair Evaluation and Treatment of Human Resources

The DOWA group strives to evaluate and treat our employees in a fair manner and make use of the evaluation system in fostering our employees under the following policies.

Both an evaluator and an employee to be evaluated should deepen understanding of the evaluation system and the criteria and make best use of the system in evaluating and fostering employee development.	For those purposes, we held the training session to set up goals and a total of approximately 500 employees participated. We also conduct a survey on our human resource system every year to understand how employees think about the system and make best use of it for identifying problems and improving operations.
Employees should understand the skills and capabilities required for each rank and try to accomplish the required job, conduct accordingly and improve skills required for their own rank.	We put the Career Matching System in place as part of our career support activities for our employees. Qualified employees can apply for in-house job opportunities directly without going through their supervisors or their own department. In 2011 one employee used this system.

Development and Utilization of Human Resources

The DOWA group aims at developing professionals who can play an important role in global markets and establishing a corporate culture to foster and develop human resources. In this effort, we endeavor to educate employees in each workplace continuously, promote measures to enhance On-The-Job Training (OJT) programs for young employees and offer opportunities for practical experience and different job experiences (planned personnel reshuffling) to our employees.

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    • Corporate Governance
    • Internal Control Activities
    • Relations with Stakeholders
    • Relationship with Central and Local Governments and Industrial Groups
    • CSR Policy
    • Priority List of CSR
    • Main Activities in 2012
    • Our Vision to Fight Global Warming
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    • Continuous Support for Reconstruction from the Great East Japan Earthquake
    • Other Activities in 2012
    • Our Efforts for Human Rights and Corruption Prevention
    • Compliance
    • Relationship with Local Communities
    • Local Activities through Sports Events
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    • Employment
    • Fair Evaluation and Treatment of Human Resources
    • Development and Utilization of Human Resources
    • 2012 Topics
    • Promotion of Diversity Management
    • Work/Life Balance
    • Health and Safety
    • Health

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    • Policy on Environmental Consideration
    • Environmental Management System
    • Implementation Status of Environment Management System
    • Response to Our Stakeholders
    • Our Efforts towards Environment-friendliness
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