One of EDION Group's ethical guidelines is "We strive to create a pleasant working environment, fair and equitable treatment for employees, and develop their skills." EDION Group respects the human rights of each employee and aims to create a workplace environment where diverse human resources can work energetically and in good health, both physically and mentally, while making use of their values and strengths, regardless of nationality, age, or gender, and to link this to the sustainable growth of the company.
Human Capital Management
Human capital management concept
For EDION Group, "human resources" are the most important management capital for realizing sustainable growth. Based on the idea that "maximizing the value of diverse human resources leads to increased corporate value," we are promoting "human capital management" that links management strategies with human resources strategies.
Human Resource Development Initiatives
EDION Group believes that in order to remain continually endeavors to support richness and abundance in our customers' lives., it is important to create an organization in which all employees can feel a sense of growth and can maximize their capabilities. We respect the diversity of each individual, encourage their growth, and create an environment where they can always take on new challenges, thereby nurturing human resources who can contribute to our customers and society.
Education and training
EDION encourages the growth of each employee in their daily efforts and supports career development through various training programs and self-development. EDION 's training system includes "level-based education" based on employment date and job responsibilities, Off-JT (Off the Job Training) through group training such as "selective education," "purpose-based education," and "job-specific education," and OJT (On the Job Training) conducted through daily work in the workplace.
Education and training system (education and training system diagram)
Qualification acquisition support
エディオンは、従業員の能力開発の機会を増やし、キャリア形成を支援する制度の一つとして、「資格取得支援制度」を導入しています。資格取得基準に基づいて合格時には補助金を支給するなど、資格取得を積極的に支援しています。※対象となる資格・検定は定期的に見直しを行っています。
主な対象資格：家電製品アドバイザー、家電製品エンジニア、スマートマスター、フォトマスター、電気工事士 ほか
Distance learning course
エディオンは、自己啓発及び個人のスキルアップを目指していただけるよう、資格・語学・マネジメント・ビジネススキルなどの幅広いコースを用意しています。通信教育講座の修了時に、コースに設定された補助額に応じて 受講料の補助が受けられる制度です。
e-learning course
EDION has created an environment where employees can acquire useful knowledge at any time, from basic knowledge on customer service etiquette, personal information protection, information security, and air conditioner transportation, installation, and customer service, to training on individual manufacturers and products.
Life plan seminar
EDION helps students learn the basics about public pensions, social insurance, and defined contribution pension systems (retirement benefit systems) as well as various procedures, and helps them prepare for their second life after retirement.
Developing future talent
At EDION Group, we look to the future and systematically develop human resources who can adapt flexibly to complex times when it is difficult to predict what will happen next.
EDION Academy
エディオンアカデミーでは、エディオンの将来を担う従業員の育成を目的に、外部ビジネススクールでのビジネススキル習得や従業員自らが描くキャリアプランに即した研修などを実施しております。卒業レポートでは、エディオンの改革案作成に取り組むなど、経営者視点を醸成するプログラムも含まれております。今の時代に必要な能力を学び身につけるだけではなく、人材発掘の場としても捉えており、従業員の成長がエディオンの成長へと繋がる仕組みづくりを推進し、未来人材を育成してまいります。
Creating a pleasant working environment
One of EDION Group's ethical guidelines is "We strive to provide a pleasant working environment, fair and equitable treatment for employees, and the development of their skills." We are actively working to build a system that allows employees to maximize their capabilities through appropriate placement and to create a framework in which each employee can thrive.
Fair and impartial evaluation and treatment
Personnel system
EDION has implemented performance evaluation linked to management goals and behavior evaluation based on organizational standards of behavior. Based on this evaluation system, employees are encouraged to take actions that lead to results, which leads to their growth. In addition to providing feedback on the results of their evaluations, we utilize other human resources systems and human resource development systems, such as a qualification support system, salary system, and skills development system, to improve employee motivation, promote skills development, and ensure fair and equitable treatment.
[What is EDION 's personnel system?]
- To develop the skills of employees and use the people who play the role expected of the company.
- To be treated according to the level of work (different levels of roles and responsibilities).
- To nurture through work, where work grows employees.
full-time employees appointment system
EDION has established a system in which non-regular employees are hired as full-time employees in accordance with the type of work, the level of responsibility involved, changes in personnel, and changes in roles.
Regional limited employee system
In order to promote the diversification of work styles, we have established a region-specific employee system. This is a system that provides opportunities for employees who find it difficult to relocate due to childcare or nursing care, as well as excellent human resources who want to pursue a career as full-time employees or superior as a full-time employee, although there are restrictions on working hours.
How you can feel rewarding
EDION aims to create an organizational culture where employees can think and challenge themselves, backing up the career development and ability development of employees from various aspects, and aiming for an organizational culture where both the company and individuals can realize the joy of growth together. .
Award system
EDION has introduced a “long-term service award system” for employees who have worked sincerely for many years, and an “accomplishment system” for awarding employees or organizations that have made significant contributions to the company and acted as models for other employees. doing.
Self-report system
Every year, all employees are required to complete a self-reporting survey. This allows employees to directly report to the Human Resources Department their thoughts on their current and future careers and work, suggestions and requests for the company, other departments and their own department, transfer requests, as well as the health and family situation of employees and their families, suitability and interests for the job, and overall satisfaction with the job and workplace, including communication with superiors and other members, without going through their direct superiors.
Internal recruitment system
We have set up an "internal recruitment system" to disclose information on departments that require human resources to employees when launching new projects or expanding business. We support employees to improve their careers by providing them with the opportunity to experience various jobs on their own. In addition, we aim to achieve optimal placement as a company.
Call for ideas for business improvement and cost reduction
In order to raise employee awareness and motivation for cost reductions, and to improve business productivity and foster a corporate culture, the Company has adopted a “work improvement and cost reduction idea recruitment system” for all employees. The Business Improvement Promotion Secretariat collects ideas that lead to business improvements and cost reductions proposed by employees themselves. Good ideas are positively reflected in the work, and excellent ideas are commended.
Improved work-life balance
At EDION, we have introduced a variety of systems and measures to achieve work-life balance and increase the productivity of each employee.
Support for balancing childcare and nursing care
EDION has introduced various systems and measures to support the balance of work, childcare, and nursing care, and is focusing on creating a system where both men and women can advance their careers while raising children or caring for the elderly. In order for employees to be able to continue working long-term with peace of mind, it is important that they do not make the decision to quit their jobs for reasons of childbirth, childcare, or nursing care. Therefore, we distribute in-house newsletters to explain the system to managers and to help other employees understand the system, and strive to create a common understanding among employees. In particular, in efforts to promote the taking of childcare leave, we are actively engaged in educational activities such as posting educational posters and issuing internal notices, creating an environment where eligible employees can easily apply and deepening understanding among employees in the workplace.
* For details on support for women's achievements Here
| System contents | |
|---|---|
| Pregnancy, childbirth and childcare support |
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| Nursing care support |
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Initiatives regarding overtime work
At EDION, we have made the correction of long working hours our top priority, and since fiscal 2017 we have been working on work style reforms aimed at optimizing work hours. Compared to when the work style reforms began, employee awareness has increased year by year, and the average overtime hours have steadily decreased. We will continue to promote work style reforms in the future.
[Major Initiatives]
- Set overtime hours targets for each department, manage performance, and disclose on the company intranet
- Labor-management time management council held monthly
- Setting No Overtime Day
Vacation system
In order to create an environment where it is easy to take paid leave, we are promoting the penetration, understanding, and taking of the paid leave system through various training sessions and announcements on the company intranet. We also disclose employees' vacation schedules related to their work-life balance to encourage them to take annual paid leave in a planned manner.
[Major Initiatives]
- Consecutive leave acquisition system: Promotes planned acquisition of consecutive holidays every six months (in principle, four or more consecutive holidays, including paid holidays and public holidays)
- Memorial leave system: Promoting planned taking of memorial leave (for family anniversaries, etc.)
Benefits for diverse work styles
In order to ensure that each employee can work with peace of mind, we are working to enhance various benefits in addition to the balance support system.
Good Labor-Management Relations
EDION organizes trade unions and welfare associations. EDION Group to survive and develop continually endeavors to support richness and abundance in our customers' lives., labor and management must properly recognize the environment and management issues surrounding the EDION Group and promote mutual understanding and mutual trust. We continue to talk while building and aim to increase brand value. In addition, through various exchange activities, such as co-sponsored training and social contribution activities, we are promoting activities that enhance communication between labor and management and foster a sense of unity.
Labor-Management Council
EDION holds regular monthly labor-management councils attended by representatives of both labor and management to actively check the working conditions and working environment of employees and exchange opinions on points for improvement and issues. In addition, management councils are held regularly, and top management of labor and management hold discussions. Furthermore, the most important themes are decided after thorough consideration and discussion in the labor-management project. Labor and management are cooperating to carry out thorough activities to disseminate information on working conditions and various systems introduced through this process, such as disseminating information on the company intranet and distributing them in union magazines.
Ensuring the health and safety of our employees
EDION Group places the highest priority on ensuring the safety and health of its employees in its business activities, and is working to create attractive workplaces where employees can work safely and securely.
Initiatives for health management
At EDION, we believe that the physical and mental health of our employees and their families is the driving force behind the sustainable growth of the company. We consider maintaining and improving employee health to be one of our management priorities, and in September 2019 we made a "Health and Productivity Management Declaration," focusing on the health of our employees and their families while working on various health maintenance and promotion initiatives.
Health management
At EDION, we aim to "create health that allows employees to work with enthusiasm," and to achieve this, we are implementing various measures to address two health management issues: "countermeasures against lifestyle-related diseases" and "promotion of work style reform."
Occupational Safety and Health Initiatives
EDION Group strives to prevent accidents and other incidents and to raise safety awareness, aiming to create a comfortable working environment where employees can live healthy and safe working lives.
Health and Safety Committee
The Safety and Health Committee is responsible for the company-wide health and safety initiatives, including preventive measures for health problems caused by long working hours and health management. The Safety and Health Committee reports and discusses health and safety activities, decides on improvement measures, checks health checkup status and stress check results, and works to promote and spread health and safety education through the health and safety officers in the workplace.
[Major activities]
- Formulation of an implementation plan for measures to prevent health problems caused by long working hours by workers and dissemination to workers
- Formulation of standards for implementation methods, implementation system and interview guidance for health management, etc.
- Measures to prevent unfavorable treatment of workers regarding the health management due to the improvement of the environment and the provision of such proposals
- Inspection of facilities and equipment, confirmation of usage status, and necessary measures based on these results
- Measures for health examination and health promotion
- Safety and health education
- First aid in abnormal situations
- Investigation of causes of occupational accidents and measures to prevent recurrence
- Collection of safety and health information and statistics on occupational accidents, illnesses, and absences from work (22 occupational accidents in FY2023)(*) Only for those on leaveFrequency rate 0.78 Severity rate 0.03)
- Various reports and notifications related to health and safety to related administrative organizations
Near-miss activities
In order to ensure safety in daily work and to ensure awareness of accidents, we share examples of "near misses" and "shocking moments" in the workplace and are working to prevent workplace accidents from occurring or recurring. In addition, high-risk near misses (※) are discussed by the Safety and Health Committee, and the determined countermeasures are implemented.
- (*) Near misses are cases where there are signs that do not lead to an accident or disaster, but rather a close call or a miss. A series of activities aimed at eliminating potential dangers by identifying these and taking measures to prevent disasters from occurring are called "near miss activities."
Implementation of disaster drills
At EDION, we regularly conduct a variety of drills, including fire drills, evacuation drills in preparation for a large-scale disaster, and safety confirmation drills using a safety confirmation system to check the safety of all employees, including those who are out and about.
We also regularly conduct training and courses on emergency resuscitation techniques, including how to use AEDs, under the supervision of specialists.
Disaster prevention stockpile
EDION has formulated a business continuity plan (BCP) to ensure that business activities are not interrupted or stopped or are quickly restored in the event of a major earthquake or other disaster. In the event of a major disaster, it is possible that employees may have difficulty returning home due to the interruption of public transportation or the collapse of roads, so in order to ensure safety in the event of an emergency, we are preparing emergency supplies (food, water, thermal sheets, masks, portable toilets, etc.) that are necessary for the initial response.
Safety driving training and enlightenment
We continuously hold safe driving seminars and awareness-raising activities aimed at preventing traffic accidents among employees. At logistics service bases, managers hold monthly safe driving seminars based on various cases for field workers and company vehicle drivers, with the aim of preventing drivers from not being careful enough or losing their sense of crisis, and maintaining a constant sense of urgency.
Additionally, we use the company intranet to call on all employees to drive safely during times when driving requires particular caution, such as the New Year holidays, in order to raise safety awareness among each employee.
Harassment measures / special contact
At EDION, our Code of Ethics stipulates that we strive to foster a healthy corporate culture free of unfair discrimination and sexual harassment, while respecting each other's human rights and paying attention to our health. We have set up a consultation desk to maintain a comfortable work environment where employees can carry out their work while being respected as individuals. When responding to consultations and complaints, we take care not to cause any disadvantage to the person making the consultation, and we also give due consideration to the reputation, human rights, and privacy of the person concerned.
Additionally, in order to deepen understanding of harassment and prevent its occurrence within the company, we strive to raise awareness and prevent it through various training programs.
Promoting DE&I
EDION Group respects the values and aptitudes of each employee, regardless of age, gender, race, nationality or disability, strives for fair and equitable treatment and skill development, and promotes DE&I in order to invigorate the workplace.
Supporting the active participation of female employees
By promoting the active participation of women, one of the attributes of diversity, we aim to enable female employees to play active roles in all aspects of the company and for diverse values and perspectives to be reflected in all of our business activities.
Supporting career development of female employees
In the “Diversity Promotion Labor-Management Project” that has been promoted by both the company and the labor union since March 7, 2016, we are working to promote the active participation of female employees in order to “become a workplace where women can continue working” is.
Female employee career vision training
女性がライフスタイルの変化によりキャリアを失うことなく活躍できる環境を整えることも重要であるとの考えから、「女性キャリアビジョン研修」を実施しています。入社6年目までの女性社員を対象にした研修では、会社の人事制度・支援制度を知り、長期的なキャリアビジョンを持って仕事に向き合うことを学びます。リーダー職歴10年以上の女性社員を対象にした研修では、女性らしさを活かしながらリーダーシップを発揮し、後輩たちが前向きに仕事に取り組めるような働きかけができる人材になることを学びます。
System to support work-life balance
We have in place a number of systems that allow you to continue working energetically while giving birth and raising children, including not only maternity and childcare leave systems, but also special paid leave systems for when morning sickness is too severe for you to work during pregnancy, a reduced-hours system for childcare that allows you to work reduced hours after returning to work until your child reaches junior high school age, and special leave systems for caring for children.We also offer a range of systems that allow you to continue working energetically while giving birth and raising children, including maternity bonuses, maternity allowances covered by insurance, lump-sum maternity and childcare payments, and gifts for elementary and junior high school enrollment.
smile shine meeting
At EDION, the labor union hosts "Smile Shine* Meetings." These social gatherings are open to everyone, regardless of gender, whether they are male or female, whether they are a father or mother, or even future fathers and mothers. Many employees attend as a place to exchange information on how to balance work and child-rearing with a smile.
- (※) Employees who work enthusiastically and with a smile and think about their future are called "Smile Shine."
Acquisition of Kurumin, a childcare support company certification mark
Based on the Act on Advancement of Measures to Support the Development of the Next Generation, we received the "Kurumin" certification* in 2017 as a company that supports child-rearing, thanks to our efforts to help women continue working long term.
In addition to directly supporting women, we also provide male employees with special paid leave when their spouses give birth, helping to create a work-life balance and creating an easy-to-work environment.
- (*) "Kurumin" is a certification given to companies that have formulated a general employer action plan in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children, and that have achieved the goals set out in the plan and met certain criteria upon application to be certified as a "child-rearing support company."
Supporting the success of diverse human resources
Promotion of employment of people with disabilities
Based on the idea of normalization, we are working to create a work environment where employees, regardless of whether they have a disability, can work together and demonstrate their abilities. Currently, people with various disabilities are working at each site. We will continue to expand the scope of applicable duties and tasks, increase the number of jobs that people with disabilities can do with confidence, and provide guidance to help them grow as people, in order to create an environment where people can work with motivation, enthusiasm, and enjoyment.
Foreign recruitment
EDION continues to hire foreigners, regardless of nationality. He is from many countries such as China, South Korea, Brazil, and the Philippines, and is active in various fields such as sales offices and head office departments. We provide guidance and education to foreign employees assigned to stores based on the educational tools and various manuals of the "Customer Service Quality Improvement Education DVD".
Retirement reemployment system (continuous employment system)
As there is a demand for stable employment, EDION reemploys those who are willing to work at the company after retirement. By providing employees with a place to utilize the practical knowledge and experience they have acquired over the years up until retirement, we have established a system that allows them to continue contributing to the development of the company's business even after retirement. Each time an employee is rehired or their contract is renewed, their duties are reviewed taking into account their abilities, aptitude, and work experience, and compensation is adjusted accordingly. EDION will continue to provide an environment where seniors with the experience and high skills they have accumulated over the years can thrive.
Fixed-term contract employee employment system
We employ fixed-term contract employees in accordance with labor-related laws and regulations, and treat them appropriately in accordance with our work regulations and other rules regarding various social insurance and holidays required by law.
Temporary employee employment system
EDION employs temporary staff based on the Labor Dispatch Law at each of its business locations and group companies. When temporary staff work at EDION Group, we sign contracts with temporary staffing agencies and create and manage ledgers in accordance with the Labor Dispatch Law, guidelines on measures to be taken by dispatching companies, and other laws and regulations.
Mid-career recruitment
In accordance with the Act on the Comprehensive Promotion of Labor Policies, we will be disclosing the ratio of mid-career hires to regular employees at EDION.
Published date: June 1, 2024
| 2021 | 2022 | 2023 | |
|---|---|---|---|
| Ratio of mid-career hires among regular employees | 14% | 22% | 29% |