Human Resources Management
Basic Policy on Human Resources
Hanwa Founder Jiro Kita believed that a trading company is its
people, and he developed the business under his philosophy
that the prosperity of a company and the welfare of its
employees are inseparable like the two halves of a whole.
As the social environment changes, we believe that
adopting a personnel system and an employee welfare system
suited to the times and financial conditions so that all
employees find us a great place to work—including experienced
new hires, employees who are foreign nationals, and women in
career path positions—is vital to the development of our
company.
Creating a Safe Work Environment
We believe that a work environment and employment terms that
make employees feel safe lead to high performance.
We give ear to requests and opinions with the self
report collected annually and the Personnel Department
suggestion box available at any time, and we put them to use,
for example, to add to our employee welfare system.
We
are also working on an environment to facilitate teleworking,
including running a paper reduction project to streamline
tasks and promoting adoption of systems that include AI and
RPA.
Training Personnel
We are working on personnel development with the keywords
Professional and Global (P&G), and we are seeking personnel
that will specialize in their own field and exercise that
specialty successfully across many fields.
To foster such employees who can think for themselves
and take initiative, even when they are young, and create
business, we have prepared necessary training and
opportunities for them to take on various challenges.
In
FY2021, we will establish Hanwa Business School, an in-house
educational system. With varied training programs that can be
accessed online at any time, our hope is to achieve an
effective, efficient training program.
In-house Educational System “Hanwa Business School”
In June 2022, we established an in-house educational system “Hanwa Business School.” Hanwa Business School systematizes past training and departmental knowledge to conform to the times, and serves as a place for employees to learn by themselves. We are divided into eight faculties, including the Faculty of Literature to learn the Hanwa “DNA” and our history, the Faculty of Commerce to acquire knowledge of accounting and finance, and the Faculty of Business Administration to learn the theory and practice necessary for investment decisions, and we offer a variety of training programs. From FY2024, we will also start linking the new personnel system with Hanwa Business School training contents to help with the development of next-generation management human resources with both front-line and leadership skills, more than ever before.
Promoting Diversity
Promotion of Women’s Participation and Advancement
We create three-year action plans for the participation and
advancement of women in the workplace. This plan reflects many
suggestions from women employees.
In the action plan based on the Act on the Promotion of
Female Participation and Career Advancement in the Workplace,
the fourth term of which was newly launched in April 2023, we
will continue to actively recruit women, increase the number of
female employees involved in organizational decision-making, and
support for balancing work and life events, thereby actively
promoting initiatives for women’s participation and advancement.
● Major Activities
･Maintaining the percentage of female career-track
employees among new graduates hired at 30% or more
･By April 2026, we will increase the percentage of
female managers to 3.7%, with a medium- to long-term target
of 10%
･Providing opportunities to review
career plans through women’s empowerment training
Employment of Persons with Disabilities
In addition to complying with the legal ratio for employing
persons with disabilities, we endeavor to make an environment
that employees will feel safe in so that they will continue to
work with us.
We have an initiative to provide each employee with a way
to work that suits the individual and the environment, and we
also offer teleworking.
Working for Health and Productivity Management
The Health and Productivity Management Declaration and Promotion Structure
We established the Hanwa Health and Productivity Management
Declaration on April 1, 2018. The president was designated the
Chief Health Officer (CHO), and the Health and Productivity
Management Office was set up in the Personnel Department.
In FY2022, we introduced a three major illness
compensation system to help employees balance treatment and
work. In April 2023, the organization was reorganized into the
Health and Productivity Management Section to further promote
health management. We were recognized as a Health &
Productivity Management Outstanding Organization 2024 (large
enterprise category) in March 2024. We will continue to promote
measures to promote the creation of an environment where all
employees can continue to be healthy, both physically and
mentally, and play an active role.
[Hanwa Health and Productivity Management Declaration]
[Enacted April 1st, 2018]
Hanwa Founder Jiro Kita believed that a trading company is its
people, and he worked on developing human resources and building
a healthy working environment under his philosophy that the
prosperity of a company and the welfare of its employees are
inseparable like the two halves of a whole. Based on this
philosophy, Hanwa views the management of employee health from a
business administration standpoint, and the company, employees,
and the health insurance society work as one to promote the
health of each employee and their family.
By promoting a working environment where employees can be
healthy, psychologically and physically, and can thrive, Hanwa
will contribute to society as a distribution specialist.
