SOCIETY
Resolution of Medical Issues through Products and Services
Resolution of Medical Issues through Innovation Improvement in Accessibility to Healthcare
Responsible Provision of Products and Services Pursuit of Quality and Trust Strengthening of Supply Chain Management
- Realization of an Attractive WorkplaceHuman Resource Management
Human Resource Development Programs Promotion of Diversity and Inclusion Provision of a Comfortable Working Environment Promotion of Health and Occupational Safety
Corporate Citizenship Activities
Materiality | Realization of an Attractive Workplace | ||||
Why It is Important | Policy | Framework | |||
In recent years, the external environment has changed | The Core Behaviors of the Sysmex Way promises employees that Sysmex "honors | Sysmex has established diversity promotion and human | |||
drastically due to the globalization of economic activities, the | diversity, respects the individuality of each employee, and provides them with a | resources development functions in the Human | |||
progress of digitalization, and a shrinking working population. | workplace where they can realize their full potential. | Resources Division under the supervision of a senior | |||
Even in the healthcare market, competition is intensifying with | We value the spirit of independence and challenge, provide employees with opportunities | executive officer and senior managing director to | |||
new players, such as new entrants to the market from outside | for self-fulfillment and growth, and reward them for their accomplishments". Based on | provide an attractive workplace. | |||
the industry. To strengthen its external competitiveness, Sysmex | this, we have in place a human resource development system that develops capabilities in | ||||
believes that acquiring and developing high-level, specialized | an ongoing and systematic manner. We promote diversity and inclusion, and we have | ||||
personnel and next-generation leaders, as well as continuing to | introduced various systems in an effort to create a corporate culture that provides diverse | ||||
provide an attractive workplace, are important challenges. | employees with a sense of unity globally and the ability to maximize their skills. | ||||
▶ Policies for the realization of an attractive workplace | |||||
Targets | |||||
(fiscal 2023) | 75% | 0.58 | 0.02 | 17.0% | 40.0 hours |
Engagement score Lost-time injuries frequency rate | Lost work day rate | Female managers ratio | Training time per employee | Sysmex Sustainability Data Book 2022 23 |
Sustainability Management | Society | Environment | Governance | External Evaluation | Performance Data / Independent | Guideline |
Practitioner's Assurance | Comparison Table | |||||
Materiality
Human Capital: Realization of an Attractive Workplace
Human Resource Management
SOCIETY
Resolution of Medical Issues through Products and Services
Resolution of Medical Issues through Innovation Improvement in Accessibility to Healthcare
Responsible Provision of Products and Services Pursuit of Quality and Trust Strengthening of Supply Chain Management
Realization of an Attractive Workplace
- Human Resource Management
Human Resource Development Programs Promotion of Diversity and Inclusion Provision of a Comfortable Working Environment Promotion of Health and Occupational Safety
Corporate Citizenship Activities
Reforming Human Resource
Management
Human Resource Strategy
Sysmex strives to create a corporate culture that enables diverse individuals to feel a sense of unity and security in fulfilling their potential.
In order to support our businesses spanning over 190 countries and regions, we recruit diverse individuals who are highly familiar with each market. Our employees vary greatly in culture, beliefs, values, and previous work experience, and we make continuous efforts to provide a work environment in which employees respect each other and demonstrate their abilities to the full. We have set "Encourage entrenchment of the globally consistent job-based human resource management system" as a key action in our mid-term management plan to promote the transition to a globally unified human resource management system.
We strengthen corporate competitiveness by having all our employees demonstrate their individual abilities to achieve high productivity and good results. This also allows us to create solutions to medical issues through our business activities.
Human Resource-related Initiatives to | Our employees have a strong sense of commitment and a wide | ||||||||||||||
Enhance Competitiveness | range of backgrounds. They are an important management | ||||||||||||||
Sysmex attracts people with a strong desire to contribute to | resource for supporting sustainable growth, and are one of our | ||||||||||||||
strengths. | |||||||||||||||
solving medical issues. | |||||||||||||||
Development | |||||||||||||||
of Human | |||||||||||||||
Resources | |||||||||||||||
・Professional personnel | |||||||||||||||
・Investment in human | Competitiveness | ||||||||||||||
resource development | |||||||||||||||
enhancement | |||||||||||||||
Supporting diverse | |||||||||||||||
Diversity | Digitalization | individuals in | |||||||||||||
demonstrating | |||||||||||||||
their abilities | Solutions for | ||||||||||||||
・Overseas | ・Visualization of | ・Engagement | |||||||||||||
medical issues | |||||||||||||||
Personnel | employees ratio | Workplace | talent | ||||||||||||
・Female managers | information | ||||||||||||||
system | ratio | environment | ・Online | ||||||||||||
・Mid-career | recruitment/ | ||||||||||||||
recruitment rate | training | ||||||||||||||
・Job-based | ・Comfortable | ||||||||||||||
・Job matching | |||||||||||||||
personnel system | workplaces | ||||||||||||||
・Rank/evaluation/ | ・Occupational | ||||||||||||||
remuneration | health and safety | ||||||||||||||
system |
Sysmex Sustainability Data Book 2022 24
Sustainability Management | Society | Environment | Governance | External Evaluation | Performance Data / Independent | Guideline |
Practitioner's Assurance | Comparison Table | |||||
SOCIETY | Diversity and Inclusion | |
Sysmex has progressed to practicing "diversity and inclusion" | ||
which creates an inclusive working environment that is | ||
suitable for a wide variety of people. | ||
Resolution of Medical Issues through Products | We have a policy of employing people based on personality | |
regardless of nationality, race, gender, age, employment | ||
and Services | ||
histories, or presence of disabilities, and set sustainability | ||
Resolution of Medical Issues through Innovation | ||
targets for female manager ratio and percentage of employees | ||
Improvement in Accessibility to Healthcare | with disabilities. By doing this, we promote the recruitment of | |
Responsible Provision of Products and Services | diverse individuals and their personal development as well as | |
improvement of workplace environments. Additionally, we are | ||
Pursuit of Quality and Trust | proactive in making efforts to understand and accommodate | |
Strengthening of Supply Chain Management | sexual minorities, examples of which are the introduction of a | |
Realization of an Attractive Workplace | partnership registration system and participation in Tokyo | |
Rainbow Pride 2022, the biggest LGBTQ event in Japan. | ||
▶Human Resource Management | Overseas Employee Ratio | Rate of Mid-Career Hires in |
Human Resource Development Programs | Managerial Positions1 | |
Promotion of Diversity and Inclusion | 60.4% | 40% |
Provision of a Comfortable Working Environment | ||
Promotion of Health and Occupational Safety | ||
Corporate Citizenship Activities | Percentage of | |
Female Managers Ratio | ||
Employees with Disabilities2 |
17.3% | 2.31% |
1 Sysmex Corporation on a non-consolidated basis
2 Group companies in Japan
- Promotion of Diversity and Inclusion
Personnel System
In April 2020, Sysmex began addressing the "Introduction of globally consistent personnel management system and creation of global personnel database", a key action in our mid-term management plan. The aim of this is to clarify requirements for employees by providing and disclosing job and mission descriptions which define the duties of, and skills necessary, for each position or team, to help employees achieve an optimum career path that is in line with their values and intentions.
We will also implement a grading system, evaluation system, and human resource development plan for all positions and teams in the Group according to our Group-wide HR policy, in order to achieve consistent human resource management that is applied to all Group companies. In addition, we will switch to a more externally competitive compensation system in order to hire and develop talented human resources capable of working anywhere in the world, which will enable Sysmex to achieve sustainable growth.
- Global HR Policy
Development of Human Resources
Sysmex has implemented various measures, including the creation of a sense of unity and developing next generation leaders, based on our Group-wide Global Human Resource Development System.
We provide our employees with opportunities to improve their career prospects; for instance, training to develop selected personnel as global leaders and an apprentice system which allows employees to work in their desired positions for a specified period. We also hold a Sysmex Innovation Forum annually to present research results and research initiatives, with the aim of enhancing the skills and motivation of personnel working in research and development. In addition, we have a system of awards for individuals, divisions, or teams that make exceptional contributions to the Group, including the Group CEO Award, Patent Grand Prize, and Quality Award.
Sysmex Innovation Forum 2021 (presentation and discussion)
- Human Resource Development Programs
Sysmex Sustainability Data Book 2022 25
Sustainability Management | Society | Environment | Governance | External Evaluation | Performance Data / Independent | Guideline |
Practitioner's Assurance | Comparison Table | |||||
SOCIETY
Resolution of Medical Issues through Products and Services
Resolution of Medical Issues through Innovation Improvement in Accessibility to Healthcare
Responsible Provision of Products and Services Pursuit of Quality and Trust Strengthening of Supply Chain Management
Realization of an Attractive Workplace
- Human Resource Management
Human Resource Development Programs Promotion of Diversity and Inclusion Provision of a Comfortable Working Environment Promotion of Health and Occupational Safety
Corporate Citizenship Activities
Workplace Environment
Sysmex has implemented a "smart work" system in which our employees are able to choose the times and places of work depending on their duties and personal lifestyles, and a support system for balancing work and child/nursing care. In April 2020, we drew up the "Sysmex Declaration of a Healthy Company" and have been taking measures to ensure occupational health and safety, as well as maintaining employee health and support of a good work-life balance. Our Group companies also engage in various initiatives to provide a comfortable working environment. Sysmex Europe, Sysmex Deutschland, Sysmex Belgium, Sysmex Nederland, and Sysmex Turkey have all received the Great Place to Work* award for their excellent workplace environment and employee satisfaction.
- Rankings of companies announced by Great Place to Work (GPTW), a research institute that specializes in studies and analyses of corporate employees' job satisfaction. GPTW publishes in influential media the names of companies and organizations in about 60 countries that have been judged to meet certain standards.
- Provision of a Comfortable Working Environment
- Promotion of Health and Occupational Safety
Promotion of Digitalization: HR × DX
Sysmex promotes digitalization of internal business processes to achieve optimization and efficiency across the region and function of the Group. We are also promoting digitalization in many aspects of personnel management including recruitment, human resource development, personnel systems, and engagement surveys.
Many actions have been taken. These include holding online internships, increasing opportunities of online training for employees, and introducing "smart work" system, a hybrid work style which combines onsite working (at offices, etc.) and remote working from home. We have also introduced a new system by which career paths can be autonomously selected for new recruits using a job-matching algorithm. By these initiatives, we were selected as a finalist
in the "People Analytics" category of the Digital HR Competition organized by the People Analytics & HR Technology Association.
Efforts to Enhance Employee Satisfaction
Every year, Sysmex conducts an engagement survey of all employees across the Group. Results are fed back to individual divisions, which implement measures to enhance the level of employee engagement, through PDCA cycles including drafting and executing action plans for improvement, and monitoring them.
In fiscal 2021, a pulse survey, a simple survey covering a shorter period, was introduced to allow the progress status of measures and the opinions of employees to be incorporated more rapidly. In addition, the results of each engagement survey are used as engagement scores through setting sustainability targets and we promote initiatives using them.
- Status of Sustainability Targets
Engagement Scores (Fiscal 2021)
65% |
Except EMEA* |
* EMEA: Europe, the Middle East, and Africa
Sysmex Sustainability Data Book 2022 26
Sustainability Management | Society | Environment | Governance | External Evaluation | Performance Data / Independent | Guideline |
Practitioner's Assurance | Comparison Table | |||||
Materiality
Human Capital: Realization of an Attractive Workplace
Human Resource Development Programs
SOCIETY
Resolution of Medical Issues through Products and Services
Resolution of Medical Issues through Innovation Improvement in Accessibility to Healthcare
Responsible Provision of Products and Services Pursuit of Quality and Trust Strengthening of Supply Chain Management
Realization of an Attractive Workplace
Human Resource Management
▶Human Resource Development Programs |
Promotion of Diversity and Inclusion |
Provision of a Comfortable Working Environment |
Global Human Resource Development
Our Approach to Human Resource Development
Under its Group-wide global human resource development system, Sysmex cultivates a sense of unity between business activities and the workplace, while developing next-generation leaders. Efforts are also made to reinforce networks within the Group and foster cross-cultural understanding, for which various measures are taken.
Based on the four human resource development concepts of "Link training, evaluation, and work (produce results)", "Promote globalization of the Sysmex Group", "Continuous investment in human resource development", and "Be a company that cultivates human resources and personal growth", we aim to nurture personnel in a planned and steady manner while investing in human resources according to our financial condition, in accordance with our human resource development investment policy.
Three Core Training Systems
Human Resource Development Programs in the Age of the "New Normal"
Sysmex is working on the introduction of human resource development programs suited to the "new normal" age, in response to the need for diverse working styles amid the COVID-19 pandemic.
To be more specific, we have developed a system for online classes and are improving the content of programs to make them more suitable for an online setting. Furthermore, "smart work" system, which was introduced to facilitate diverse working styles, encourages employees to spend 15 minutes of their working hours per day on self-study. The total number of persons participating in training in fiscal 2021 was about 15,000. We have also introduced an apprentice system in which our employees can take on new duties when there are vacant positions, and are implementing measures to improve employees' career prospects, including support for increasing expertise. Under the newly introduced learning management system, supervisors monitor how their staff are doing in the programs they are taking, give advice on career development, and provide opportunities for dialog.
Digitalization Training: Data Journey
In fiscal 2021, we conducted a series of programs under the title "Data Journey" for employees to learn about trends and mechanism in cutting-edge technologies and how to deal with data. Five training sessions were conducted by external lecturers. Around 200 people participated in each one and, using the chat function, there was lively communication between lecturers and participants.
Promotion of Health and Occupational Safety |
Corporate Citizenship Activities
Training Type | Objective | FY2021 Results | |
・Cultivate global leaders | To discover potential next-generation leaders at an early stage and prepare them for leadership, training requires | ||
Selective training | employees to accept the challenge of stretch goals (those involving formidable obstacles). Other purposes are to | ||
・Cultivate future management personnel | acquire the ability to develop a vision and formulate strategies, and improve practical skills. | ||
Number of trainees: 25 | |||
・Deepen our employees' understanding of the Group's corporate philosophy and history | |||
Rank-based | ・Acquire an understanding of, and expertise in, management and issue resolution | Number of programs: 48; number of trainees: approx. 3,600 | |
training | required at each level | ||
・Promote communication between departments | |||
Elective training | ・Obtain practical expertise, knowledge, and skills in business execution | This training offers practical business courses and other programs designed to develop trainees' competencies, | |
including strategic thinking, team building, negotiation, and problem solving. The program also provides knowledge | |||
(Sysmex College) ・Gain business and management expertise | training conducted by in-house instructors. | ||
Number of programs: 42; number of trainees: approx. 2,000 |
Sysmex Sustainability Data Book 2022 27
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Sysmex Corporation published this content on 24 October 2022 and is solely responsible for the information contained therein. Distributed by Public, unedited and unaltered, on 27 October 2022 08:03:04 UTC.